Key Thrusts

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)	→

Click here to explore the Disability Employment Theory of Change.

Key Statistics and Figures	Key Gaps	Knowledge Gaps
Five in 100 disabled people are estimated to be employed.	Singapore’s PWD employment rate is at among the lowest in developed societies.	There is currently no representative statistic for number of disabled people in Singapore → to watch 2020 population census (n = 150,000)
Persons with disabilities comprised about 0.55% of the resident labour force. Most go into hospitality, F&B, wholesale and retail/admin support, with a median monthly income of $1,000 - $2,800.	Low supply and diversity of job opportunities, and rigid employment models for PWDs.	There is no knowledge of retention rates/duration of disabled people in their various jobs.
Close to 176,000 disabled people are of working age.	Training opportunities do not improve employment outcomes and are not accessible across all disabilities.