Disability inclusion is a win-win, achievable goal

Singapore

FOR all of the progress that Singapore has made over the years, the country remains a laggard when it comes to employing persons with disabilities (PWDs).

But hiring PWDs need not be a daunting task for businesses, advocates for the disabled tell The Business Times.

Thanks to the ample resources on inclusive hiring now available to employers and the many options they can choose from to create accessible workplaces, disability inclusion is doable for everyone to the mutual benefit of all parties.

Singapore's PWD employment rate trails behind most other developed countries' at just 4.9 per cent. The Ministry of Social and Family Development said last November that over 8,600 PWDs were employed in 2017, out of 176,000 in the working-age range of 20 to 64.

In contrast, the employment rate in 2018 stood at 19.1 per cent for the United States and 51.3 per cent for the United Kingdom, according to government statistics.

PWDs in Singapore also speak anecdotally of their impression that large firms tend to be more inclusive than small and medium enterprises (SMEs), aside from social enterprises.

This is mainly because SMEs typically have a smaller absorptive capacity, says Justin Lee, senior research fellow at the Institute of Policy Studies (IPS). For instance, a large retailer can assign a variety of tasks to workers, so someone who is not proficient at customer service can pack clothes instead or take on cleaning roles.

"Large companies will try to find something that works for PWDs, but the job scope may not be so flexible for smaller businesses," Mr Lee says.

The lack of know-how can be a significant barrier.

"Often the will is there, but employers are unsure where to start," says Marissa Medjeral-Mills, executive director of the Disabled People's Association (DPA).

For deaf workers, many employers are also deterred by sign language, says a spokesman for The Singapore Association for the Deaf (SADeaf). Employers tend to be unaware of alternative methods of communication such as speech-to-text translation services, live captioning, or video calls with interpreters on hand.

One mistaken belief is that employing PWDs requires large amounts of money and effort. "But this need not be so, as there's a range of grants and resources to support employers in inclusive hiring," says Tan Ko We, assistant chief executive at government-established agency SG Enable. (see amendment note)

PWDs are often seen as less productive as well. "But they do contribute meaningfully when companies focus on their abilities and provide the right job match," Mr Tan says.

When done right, having employees with disabilities can contribute to a company's performance through increased productivity, lower turnover and lower absenteeism, he adds.

Likewise, Lee Hui Lin, assistant director for employment and training at disability charity SPD, believes that the diversity that PWDs bring can help to build a creative, caring and resilient corporate culture.

Disability stakeholders suggest that firms can take on interns with disabilities, re-design jobs, or conduct job trials to have a low-commitment experience with candidates. Assistive technology or modifications can also be affordable, using the grants available.

Building an understanding of disability culture and etiquette among employers and staff is also crucial.

Human resource (HR) practitioners play a particularly important role. Disability stakeholders recommend mandatory diversity and inclusion training for HR professionals so they can create PWD-inclusive policies and change mindsets within the firm.

"Sometimes the organisational practices and culture are not diversity-ready, even if the company is willing to hire," IPS's Justin Lee says.

Managers may not know how to conduct performance appraisals fairly for PWDs, for example. Colleagues may also be uninformed on disability etiquette and the accommodations that PWDs need.

Being inclusive can also be good for business.

Reaching out to the large untapped pool of local PWDs can ease the talent crunch for employers, Ms Medjeral-Mills says.

They can help create products and services for customers with disabilities, too. As socially-responsible consumption gains traction, disability-inclusive practices can enhance a firm's brand image, Mr Tan adds.

But a more compelling, non-commercial reason is that hiring PWDs is far more meaningful and impactful than one-off corporate social responsibility measures.

"You're providing a sustainable means of financial independence and social inclusion, instead of simply donating or having your staff volunteer intermittently at disability homes," Mr Justin Lee says. "Why befriend when you can employ?"

Getting started

KEEN to hire PWDs, but not sure where to start? Here are some initiatives that support employers along their inclusive hiring journeys.

Self-assessment: Assess your firm's readiness for inclusive hiring, using the free Workplace Disability Inclusive Index at singapore.bench markability.org. The tool also points you to practical resources and workshops curated by SG Enable.

Grants: Apply for funding for staff training, workplace modifications, job redesign and assistive technology under the Open Door Programme.

Workshops: Attend orientation workshops with your staff, under SPD's Employment Support Programme. SG Enable also provides employer consultancy and workshops on training, hiring and integrating PWDs in the workplace