Disability/Employment

Overview & Synopsis

Singapore’s PWD employment rate is at among the lowest in developed societies.

Knowledge Gaps

There is currently no representative statistic for number of disabled people in Singapore → to watch 2020 population census (n = 150,000).

There is no knowledge of retention rates/duration of disabled people in their various jobs.

Key Statistics & Figures

Numbers of PWDs who can potentially enter workforce

Close to 176,000 disabled people are of working age.

Employment Rate of PWDs

According to The Straits Times, five in 100 disabled people are estimated to be employed.

The Government has noted that three in 10 PWDs aged 15 to 64 are in employment.

Breakdown of employment rates in the group:

• 27.6 per cent for those aged 15 to 39
• 37.8 per cent for those between 40 and 49
• 26.1 per cent for those between 50 and 64
• 5.9 per cent for those who are 65 and older.

The sectors employing most of these people are community, social and personal services, food services, administrative and support services, and manufacturing. Together, they account for more than half of workers with disabilities.

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.

• 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. 
• According to MOM data, more than 25% of PWDs aged 15 to 64 are employed
  • The sectors employing most of these people are community, social and personal services, food services, administrative and support services, and manufacturing. Together, they account for more than half of workers with disabilities.
  • 27.6 per cent of PWDs are employed, for those aged 15 to 39
  • 37.8 per cent for those between 40 and 49
  • 26.1 per cent for those between 50 and 64
  • 5.9 per cent for those who are 65 and older.
• 8,600 estimated to be employed in the public and private sector in 2017.

Theory of Change

Key Thrusts

1. Engaging & Equipping Employers
2. Job Matching & Placement
3. Training & Work Readiness
4. Continuing Career Development
5. Employment Protection

Employers understand PWD capabilities	↘
Employers know how to make workplace accommodations	→	Employers are willing to hire	↘
Employers find it financially feasible to hire	↗
		Employers & PWDs are matched	→	PWDs secure jobs	→	PWDs have career development
		PWDs are work ready	↗

Areas of Needs

Employers understand value PWD capabilities

• Study by Kathy Charmaz on workplace disclosures, for reference
• CNA podcast (10 May 2019) on whether Singapore uses Charity lens when supporting employment for people with disabilities 

Programmes	Gaps	Ideas
Inclusive Business Networks & Seminars Inclusive Business Forum (IBF) Singapore Business Network on Disability		Can there be more opportunities to dialogue with employers or partners such as WSG/MOM, such that the process may be more institutionalised/supported?
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
SG Enable employer resources   Resources that assist employers in understanding, communicating and working with PWDs.	Employer’s misconceptions and false assumptions about the abilities of those with disabilities (only a handful of them are educated in SPED schools and do not have the necessary skills and credentials to obtain high-wage, high-skill jobs) [Need evidence] Limited effectiveness because it is hard to change employers' attitudes	Public education campaigns highlighting the strengths and abilities of those with disabilities and more career fairs for PWDs

Inclusive Business Networks & Seminars

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 

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

Employers know how to make workplace accommodations

Programmes	Gaps	Ideas
SG Enable-hosted Employer Resources   Resources that assist employers in understanding, communicating and working with PWDs.  Includes a Starter Kit, a Job Redesign Guide by MOM and SG Enable, Disability Etiquette Guides and HR matters guide/training to support disabled employees	Companies and their HR remain non-diversity ready [need data/evidence] [Anecdotal evidence by an in-service professional of more than 10 years - key comments that he always gets from employers: 1. "We don't know how to manage his/her behaviours or risk harm to himself/herself and others" 2. "Our staff is fearful and not very confident in working with them” 3. "What should we say or do when this or that situation happens"]
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
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