Disability/Employment/Theory of Change

Theory of Change

Short-Term Outcomes		Mid-Term Outcomes		Long-Term Outcomes		Social Impact
Employers understand PWD capabilities	→	Employers are willing to hire PWDs	→	Workplaces are inclusive	→	PWDs are able to secure, retain and progress in employment
Employers know how to accommodate PWDs' needs	→
Employers find it financially feasible to hire PWDs	→
PWDs fully understand their suitability for job options/career paths	→			PWDs' ability to compete in the job market is maximised
PWDs know about available job opportunities	→
PWDs acquire work skills	→	PWDs are work ready (having put work skills into practice in actual work settings)	→

If....		Then...
Employers understand PWD capabilities	→	Employers are willing to hire PWDs

Programmes	Gaps	Ideas	Inclusive Business Forum (IBF) and “Fostering Inclusion At The Workplace” Seminar Inaugural IBF held in 2016 , second round on 25 Jul 2018 Inaugural seminar held in 2017 Inform businesses of the benefits of hiring PWDs and encourage more employers to hire PWDs		Can there be more opportunities to dialogue with employers or partners such as WSG/MOM, such that the process may be more institutionalised/supported?
SG Enable employer resources   Resources that assist employers in understanding, communicating and working with PWDs.
Inclusive Employers in Singapore Joan Bowen Café  Believe NJ Pte Ltd Soul Food Enterprise Pte Ltd Flour Power Sidewalk Gallery Cafe Dignity Kitchen Flourish Culinary My Nonna’s Trampolene Foreword Coffee Mustard Tree Professor Brawn Café - donated to ARC  https://www.linkedin.com/feed/update/urn:li:activity:6557440111913603072/

If....		Then...
Employers know how to accommodate PWDs' needs	→	Employers are willing to hire PWDs

Programmes	Gaps	Ideas
SG Enable employer resources   Resources that assist employers in understanding, communicating and working with PWDs.
Disability education training for employers and co-workers of PWDs DPA Disability Awareness Talks Society Staples training for employers SPD Disability Etiquette Talks APSN Employer Education Workshops	PWDs continue to face discrimination in the workplace: see 2015 study by DPA and this DPA-IPS 2016-2017 participatory research	Speak to training attendees to assess efficacy of current training avenues.  Focus on practical strategies to communicate with colleagues with disabilities, rather than generic education. Encourage hiring managers to share their fears/stereotypes about hiring PWDs — this should be a standard part of companies’ disability education training, and official HR curricula in Singapore. Make it mandatory for co-workers working together with the PWD, HR and management-level staff to attend disability education training. Conduct research/collect data on disabled employees who were terminated or had to leave because employers did not accommodate their needs. Consider a rotational buddy system for disabled employees, to reduce buddy fatigue and allow co-workers to understand their PWD colleague better

Employers find it financially feasible to hire PWDs	then	Employers are willing to hire PWDs
	→

Engaging and Equipping Employers

Need for ready supply of jobs

Ready supply of jobs Adequate number of jobs Jobs have varying position levels and required qualifications, skills and work experiences

EXISTING RESOURCES	GAPS AND THEIR CAUSES	POSSIBLE SOLUTIONS
Inclusive Business Forum (IBF) and “Fostering Inclusion At The Workplace” Seminar Inaugural IBF held in 2016 , second round on 25 Jul 2018 Inaugural seminar held in 2017 Inform businesses of the benefits of hiring PWDs and encourage more employers to hire PWDs		Can there be more opportunities to dialogue with employers or partners such as WSG/MOM, such that the process may be more institutionalised/supported?
Special Employment Credit (SEC) Extended to employers who hire PWDs in 2012  From 2012 to December 2016, $59 million in SEC credit has been disbursed to employers of about 10,000 PWDs.[61]
Government efforts to set up employment centres in residential neighbourhoods	Question: Any updates on the neighbourhood employment centres?
Employment Opportunities
Inclusive Employers in Singapore Joan Bowen Café  Believe NJ Pte Ltd Soul Food Enterprise Pte Ltd Flour Power Sidewalk Gallery Cafe Dignity Kitchen Flourish Culinary My Nonna’s Trampolene Foreword Coffee Mustard Tree Professor Brawn Café - donated to ARC
Sheltered Workshops Offers employment or vocational training to adults with disabilities who do not possess the competencies or skills for open employment, allowing them to practice in jobs or tasks where the processes are either simple or broken down into simpler steps. 8 workshops as of 13 August 2018	Some PWDs may find sheltered employment too easy/not challenging, yet be unsuited for open employment. What of a supported employment model? Currently there are some PWDs who are not able to gain employment in open market but rejected sheltered employment. This is due to the tasks are too simple for them and the low allowance provided (<$300/month).
Public Service Career Placement (PSCP) Programme Provides job matching services for persons with autism spectrum disorder, intellectual disability, physical impairment, hearing impairment and visual impairment who are interested to pursue a career in the public service sector. After placement, job support services will be provided.
Gaps There is a lack of commensurable jobs/job-matching when it comes to highly-skilled PWDs. In 2011, a blind individual with a master’s degree in professional counselling was offered an hourly paid telemarketer job when they approached a job placement and support agency in 2011.  58.3% of HR leaders felt that their organisations were not doing enough to support PWDs. The main reason for this was the lack of disability-friendly facilities. Questions Do we know how many PWDs are employed in government agencies? Should we build a case for the government to take the lead in employing PWDs? In Singapore, those with disabilities comprise just 0.55 per cent of the resident labour force, according to the MSF in 2017. 8,600 estimated to be employed in the public and private sector in 2017. Can we explore the feasibility of more diverse jobs and job tracks (e.g., evergreen sectors such as cleaning – including laundry/waste management, healthcare, infant and childcare, education)?  What of purposeful re-design and job carving – are there people working on this? To what extent do caregiver perceptions of employment opportunities perceived as inferior but which may pay relatively handsomely (e.g. collecting refuse, funeral parlour work) hinder PWDs from gaining employment? What about freelance/cottage industry work? What are ways to increase the labour force participation rate for PWDs? Purposeful job reservation –  quota hiring system or protected industries (e.g., horticulture/farming at HDB veg plots, postal/mail distribution, food preparation, wholesale veg processing, carwashing, logistics. Can parents be funded to set up viable businesses to train/support their SNCs? Carrots – tax incentives/rebates, educate businesses on schemes (e.g., ODP)

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Need for secure jobs

Available Information SG Enable has placed more than 1,200 PWDs in jobs within the past three years, in the retail, F&B, IT and other sectors.  PWDs comprise 0.55% of the resident labour force. Median monthly gross wage ranged from $1,000 to $2,800.  The Straits Times has calculated that five in 100 PWDs have job. 8,600 estimated to be employed in the public and private sector in 2017.[62]

EXISTING RESOURCES	GAPS AND THEIR CAUSES	POSSIBLE SOLUTIONS
School-to-work transition programme (S2W)  Jointly launched by MSF, MOE and SG Enable in 2014 Begins in the year of graduation and lasts for up to a year after  Students with the potential to work identified by SG Enable and matched to job training   Enabling Masterplan 3  To scale up S2W programme so that more SPED school students can participate
SPD Employment Support Programme (ESP) Vocational training and employment planning for persons with permanent disabilities 16 years and above	Job retention is a major issue even if people with disabilities are hired.	Consider to improve rapport between employers and job support and placement agencies (JPJS), to increase the likelihood of employers approaching JPJS agencies and being more forthcoming whenever they face issues (e.g. behavioural) with PWD employees that are new on-board. SPD provides job coaching support post-employment for up to six months.
SPD Transition To Employment Programme (TTE) Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
ARC Employability & Employment Centre (E2C) Programme Autism-specific pre-assessment, assessment, employability training, job placement and job support
MINDS Employment Development Centres (EDCs) Provides vocational training for adults with intellectual disabilities aged 18 and above: Idea Employment Development Centre SIA-MINDS Employment Development Centre Woodlands Employment Development Centre
ABLE Return-to-Work Programme Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support.
Public Service Career Placement (PSCP) Programme Provides job matching services for persons with autism spectrum disorder, intellectual disability, physical impairment, hearing impairment and visual impairment who are interested to pursue a career in the public service sector. After placement, job support services will be provided.
Gaps Cases in vocational assessment and job placement: Inconvenient job placement locations? An individual staying in Bedok was offered placement in Boon Lay, while another staying in Yishun was offered placement at Margaret Drive. Companies ought to hire employees based on a match between the skills required to perform the job and the applicant's skill sets, qualifications and past work experience. However, as disclosure of one’s disability is mandatory and companies tend to put the disability before the skill/qualification/work experience, this disadvantages PWDs, especially those with visible disabilities, during the hiring process.  Labour participation/employment rate (0.55%) continues to stand low compared to the prevalence rate of PWDs (17% – 3.4% for 18-49 y/o, 13.3% for 50 y/o and above).  Questions As job coaches are salaried staff, is there a reason why job coach fees have to be paid? Is there available statistical data that informs us of the average amount of time an employee with disability stays in their job? To promote the securing of jobs through bridging employers’ understanding of potential PWD employees, can we encourage more employers to visit PWD job training centres?  Would monetary incentives be a feasible way to encourage persons with acquired disabilities to return to the workforce?

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Need for inclusive workplace

Definition Employee is hired, appraised and remunerated fairly Employment rights are upheld  Appropriate and reasonable re-design/modifications/accommodations to workplace and job are made Attitudinal barriers at workplace are absent   Inclusive workplaces should include Fair recruitment and procurement practices Policies concerning equality and human rights, working conditions, dignity at work, employee welfare Reasonable accommodation made by employers: An accommodation is defined as any change in work environment or processes to allow an employee with disability to enjoy equal employment opportunities. A welcoming workplace culture “Inclusion goes beyond merely having a mix of employees with different demographics and backgrounds in the workplace. It is about appreciating employees for the unique value they bring to the workplace, and leveraging on those differences to add value to the organisation so that both the person and the organisation can flourish.”

EXISTING RESOURCES	GAPS AND THEIR CAUSES	POSSIBLE SOLUTIONS
Open Door Programme   Employers of PWDs eligible for grants and employment support services such as the Job Redesign Grant, Training Grant and other Recruitment and Job Support Services  Enhanced and renamed as ODP from Open Door Fund in 2014   Since 2012, 140 companies have applied for ODP support. The average claim per company is $3000.[63]
Guidelines by Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for fair employment practices Singapore adopts promotional and educational methods to prevent discrimination of PWDs at the workplace  Job seekers or employees who encounter discrimination due to their disability may approach TAFEP for assistance
Inclusive Business Forum (IBF) and “Fostering Inclusion At The Workplace” Seminar Attended by business leaders from different sectors  Business leaders share experiences from hiring PWDs and the implementation of inclusive hiring practices
Enabling Employers Network Employers of persons with disabilities who support and champion employment opportunities for PWDs
Singapore Business Network on Disability Community of businesses in Singapore across various industries who work in collaboration to share (as appropriate) expertise, experience, networks and resources to help advance the equitable inclusion of persons with disabilities Started in May 2015 with AIG, Barclays, Dairy Farm, Deutsche Bank, EY, KPMG, Singtel, Standard Chartered
SG Enable employer resources   Resources that assist employers in understanding, communicating and working with PWDs.
DPA Diversity Inclusion Workshops
Disability education training for employers and co-workers of PWDs Job placement and job support agencies / departments craft their own training or workshop e.g., SPD’s disability education workshop, APSN DSS employer education workshop, Society Staples staff training
Experiences of PWDs in the workplace Disabled People’s Association (DPA) 2015 study “Achieving Inclusion in the Workplace”  DPA-IPS 2016-2017 participatory research “Employment Discrimination Against People with Disabilities” Gaps Inclusive workplaces are rare in Singapore, where persons with disabilities (PWDs) comprise just 0.55 per cent of the resident labour force. They are mainly employed in the hospitality, food and beverage, wholesale and retail, and administrative support sectors" Questions  Do official HR curricula (e.g. SHRI) teach on how to support companies to employ PWDs fairly? Is there a sense/research on how many PWDs lose their jobs because of communication breakdowns in the workplace?  Do companies face any penalty if they terminate employees who acquired a disability without attempting any job re-design or job modifications? If yes, are PWDs aware of who they can report such situations to? Will a rotational buddy system help to reduce buddy fatigue and allow other co-workers to understand their PWD colleague better?

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Job Matching/Placement

Need for information on available job opportunities for persons with disabilities

To know about job opportunities Focus is on knowledge and awareness (of job opportunities)

EXISTING RESOURCES	GAPS AND THEIR CAUSES	POSSIBLE SOLUTIONS
SG Enable - Job Advisory Job-readiness assessment by specialists such as occupational therapists/psychologists/employment coaches.
SG Enable —  Disability Employment Jobs Portal Job portal for PwDs to search for opportunities	Jobs listed on most job portals do not reflect if the hiring company is interested to employ PWDs. Career events are not always universally designed as well.	Employers can reflect if they are keen to employ PWDs, at career events, on job portals and other avenues.  Having a “ready-to-hire PWDs” mark would ease PWDs’ job search process.
ABLE Return to Work Programme Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support
BizLink Vocational Assessment Service Provides assessment for a disabled individual to determine strengths and weaknesses pertaining to work capacity Assist people with disabilities and/or special needs in exploring job opportunities and training Offer assistance and counselling to PWDs and/or their families on issues relating to disabilities or work-related issues
SPD Employment Support Programme (ESP) Vocational training and employment planning for persons with permanent disabilities 16 years and above
SPD Transition To Employment Programme (TTE) Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
ARC Employability & Employment Centre (E2C) Programme Autism-specific pre-assessment, assessment, employability training, job placement and job support
MINDS Employment Development Centres (EDCs) Provides vocational training for adults with intellectual disabilities aged 18 and above: Idea Employment Development Centre SIA-MINDS Employment Development Centre Woodlands Employment Development Centre
Gaps In helping PWDs find a variety of suitable job opportunities, VWOs and SPED schools still need to take initiative to make connections themselves, or rely on personal contacts. SPED graduates tend to lack information on job opportunities beyond their track – type, pay range, skillsets required etc. An ex-student who worked in Coffee Bean switched to forklift driving after finding out on his own that the latter paid better Questions Are there other organisations apart from SPD, ABLE and SG Enable that provides job support and placement services to persons with acquired disabilities (e.g., stroke survivors, traumatic brain injury)?  For the planned 2020 disability census, can we find out how many people have acquired disabilities, and have the data split by disability types? Related question – do we know why SGE’s definition of disability does not cover temporary disabilities?

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Continuing Career Development

Need for continued opportunities for job growth, career development and skills upgrading

EXISTING RESOURCES	GAPS AND THEIR CAUSES	POSSIBLE SOLUTIONS
SG Enable   Available training programmes such as IT skills, F&B Funding for skills upgrading is available through the Open Door Programme (for in-employment training) and the SkillsFuture Study Award  Enabling Masterplan 3  Increase range of training options and inclusive training providers  Expand use of Post-Secondary Edusave Account (PSEA) to cover more training courses to make courses more affordable	Questions: Are training opportunities sufficient? How much does training contribute to improving employability? Is there uptake for the training programmes? If yes, is there available statistical data on the response? How aware are PWDs and their caregivers of these training opportunities?	Consider availing using HDB void decks or unwanted public buildings as training venues.
Workfare Training Support (WTS) Scheme  For Singaporean PWDs aged 13 and above and who don’t earn more than $2,000 a month, their employers can qualify for 95% course fee subsidy and absentee payroll funding when they sign employees up for any course approved for WTS-eligible courses	Even with the WTS Scheme, accessing SkillsFuture training courses remain difficult for some. A blind individual with a Master’s degree in counselling called SG Enable asking for help to navigate available subsidies for training such as the WTS, but she was offered Sheltered Workshop training instead.
SkillsFuture All Singaporeans aged 25 and above have S$500 in credit to take courses	The SkillsFuture platform is difficult to navigate for the blind.	To facilitate lifelong learning, have additional funds for the SkillsFuture Credit of PWDs.
Gaps There is a lack of knowledge of which courses (e.g., WSQ courses) are disability-friendly, or which Continuing Education and Training (CET) centres are conducive or accessible to PWDs (e.g. traveling to and within centres, sensory disturbances). POSSIBLE SOLUTION: CET centres can consult relevant organisations to understand the considerations involved in ensuring that a venue is accessible (not just in the centre/building, but also getting there) For SPED graduates, there is a need to mitigate the loss of personal income incurred in seeking re-training, where necessary.

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Need for financial independence and stability

EXISTING RESOURCES	GAPS AND THEIR CAUSES	POSSIBLE SOLUTIONS
Workfare Income Supplement Singaporean PWDs who earn less than $2,000 a month will receive a certain WIS amount per month, dependent on age — 40% of which is in cash and 60% in CPF contribution
Handicapped Earned Income Relief (EIR) For those with permanent physical or mental disability that severely affects their ability to work — relief amount is $4,000 (< 55 years), $10,000 (55-59) and $12,00 (> 59 years)

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PWD Training & Work Readiness

Need to be job ready

How 'job ready' is understood To obtain vocational/technical, soft and employability skills To be aware of their own strengths and preferences For those with acquired disabilities: To be in good psychosocial health, mindset and adjusted expectations To be proactive in searching for jobs

EXISTING RESOURCES	GAPS AND THEIR CAUSES	POSSIBLE SOLUTIONS
SkillsFuture All Singaporeans aged 25 and above have S$500 in credit to take courses[57]
Vocational Training in SPED Schools
School-to-Work Transition Programme (S2W) Begins in the year of graduation and lasts for up to a year after Students with the potential to work identified by SG Enable and schools and matched to job training  24 in 30 students who joined S2W found a job, with 20 remaining employed for at least 6 months[58]		EM3 has taken note of this: To scale up S2W programme so that more SPED school students can participate[3]
Framework for Vocational Education To guide the 19 SPED schools in designing a structured vocational education programme that includes vocational guidance, an assessment of students’ interests, preferences and strengths, and opportunities for structured and authentic work experiences to support development of work habits and skills. Enabling Masterplan 3[59]  MOE to work more closely with SPED schools to further strengthen vocational preparation for SPED students SG Enable, MSF and MOE to work with the community to strengthen and expand opportunities for vocational training and job placements	Some SPED students have difficulty mastering job skills training even when approaching graduation/18 years old. Can they continue learning even after graduation?	Allow SPED students to attend courses ad-hoc, even after graduation.
	SPED school graduates lack internship opportunities during their school-going years and a foothold in permanent employment. SPED schools and VWOs typically do this through their own contacts.	Have a central coordinator that facilitates the internship process. What are the possible alternatives for students who are unsuccessful in an internship placement?
	Content taught in WSQ- and WPLN- certified courses may not always be understood, and skills learnt not retained and applied.
Transition Planning Guide (entitled Transition Planning For Living, Learning And Working - Making It Happen) Received by all SPED schools in 2017  For SPED schools to help students with setting post-school goals; provides suggestions and templates on how schools and parents can prepare students for the transition process[60]	Question: Are there channels available for teachers and parents to provide feedback on the transition planning process?
Metta School’s Vocational Certification Programme Institute of Technical Education Skills Certificate (ISC) For eligible students 17 years old and above Offers ITE Skills Certification (ISC) upon completion, e.g., in Baking, Food Preparation and Housekeeping Operation (Accommodation)
Metta School’s Employment Pathway Programme (EPP) For MID and ASD programme students not on the Vocational Certification track Students will undergo vocational skills training, such as WSQ modules, Food and Hygiene courses, etc. and  job trials and on-the-job training Upon graduation, SG Enable will support these students with vocational training and support in identified suitable pathways such as supported employment, customized employment and internships.
Metta School’s C (Career) Programme For MID students between 13 and 16, preparing them for vocational skills training and/or employment
APSN Delta Senior School’s Vocational Certification Programme - Singapore Workforce Skills Qualifications (WSQ) For students aged 17 to 21, in four areas: (1) Food Services; (2) Hotel and Accommodation Services; (3) Landscape Operations and (4) Retail Operations.
Students in Institutes of Higher Learning (IHL) – Universities or Polytechnics
IHL Internship Programme  Provides internship opportunities for IH students with ASD, ID, PI and SI
Rise Mentorship Programme    12-week programme where students are matched with business managers who provide mentoring in job interviews, resume writing skills etc.
Non-Students/Adults with Disabilities
Vocational Training For post-primary school students, available at: Singapore Association of the Visually Handicapped (SAVH) Singapore Association for the Deaf (SADeaf) – Mountbatten Vocational School Autism Association (Singapore) – Eden Centre for Adults Cerebral Palsy Alliance Singapore – Goodwill, Rehabilitation and Occupational Workshop (GROW) Down Syndrome Association – Adult Enhancement Programme
BizLink Vocational Assessment Service Provides assessment to determine strengths and weaknesses in areas related to work capacity, exploration of job opportunities/training in social enterprises or Bizlink sheltered workshops, and disability-relation counselling/assistance.
CV Clinics by Singapore Business Network on Disability Business professionals provide CV/resume and interview advice, graduates with disabilities share experiences from their career journeys
Training Programmes Wide selection of courses to develop vocational skills
ABLE Return-to-Work Programme Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support.
Hospital-to-Work Programme Provides persons with acquired disabilities with support and opportunities to overcome the challenges in gaining sustainable employment.
SPD Employment Support Programme (ESP) Vocational training and employment planning for persons with permanent disabilities 16 years and above
SPD Transition To Employment Programme (TTE) Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce	Job coaches face difficulties in providing psychosocial support for those with acquired disabilities. Some PWDs have difficulty accepting their disabilities and the job coaches are not trained to provide psychosocial support to address these issues.
Employability & Employment Centre (E2C) Programme Autism-specific pre-assessment, assessment, employability training, job placement and job support	An individual with autism received vocational assistance from ARC; he paid $494 (after subsidy) for the vocational assessment but was deemed unemployable. However, he managed to secure a job later through his & his family’s efforts with Dignity Kitchen. ARC has responded to this.
MINDS Employment Development Centres (EDCs) Provides vocational training for adults with intellectual disabilities aged 18 and above: Idea Employment Development Centre SIA-MINDS Employment Development Centre Woodlands Employment Development Centre Minds regularly organises internships in industries as diverse as laundromats, supermarkets, hardware shops and car wash facilities in petrol stations for its clients starting from the age of about 16. By around age 19, some PWDs can be guided towards working in sheltered workshops that cater to them, doing work such as packing, retail, baking and making crafts. Others are placed in the general labour market, where they are mentored and supported by job coaches from Minds who ensure that they are not stressed in their new environment or check that they are able to take public transport to work.
Sheltered Workshops Offers employment or vocational training to adults with disabilities who do not possess the competencies or skills for open employment, allowing them to practice in jobs or tasks where the processes are either simple or broken down into simpler steps. 8 workshops as of 13 August 2018
Gaps PWDs’ employability may be at risk in view of increasing automation and technological advancement. Can we equip them to work alongside technologies such as digital media, handheld tech, machines? Is there a group that needs support most?  To consult/learn from Orana, Australia in this respect There is a lack of information on trends and relevance of industries that SPED schools usually train their students to enter. How are these industries projected to change? Will there be sufficient job opportunities available? Questions To study European apprenticeship models to improve on vocational training and transition planning? Other countries? Are vocational assessments of strengths, job preferences and skills accessible and effective? Is there available statistical data on the number of SPED students who have: Secured jobs (private / public sector) or  Are enrolled in organisations for further job training (sheltered workshop) immediately after graduation?  Is there data that informs us of how these numbers change over the years?