Securing our first job is a major milestone in our adulthood. This work journey starts when we sign on the employment contract’s dotted line – some after one or two rounds of interview while others are not so fortunate. For persons with disabilities, this process is more likely to be a long drawn one. Many find themselves having to overcome challenges peculiar to their disabilities during their job search. For example, wheelchair users would need to consider if the workplace is barrier-free and wheelchair accessible.
In this article, UPDATES caught up with SPD’s employment support specialist, Ho Kian Meng, to examine what could hinder the employment opportunities for persons with disabilities seeking work.
UPDATES: Tell us more about what you do at SPD. How do you support jobseekers with disabilities in their job search journey?
Kian Meng: I am an employment support specialist, also known as a job coach, under the SPD Employment Support Programme (ESP) team. Our multi-disciplinary team comprises of employment support specialists, vocational trainers, occupational therapists, assistive technology specialists and social workers. My contributions to the team involve employment planning, training, job placement and job support services for persons with disabilities whom we refer to as clients.
In my role, I engage with employers to secure job and internship opportunities for our clients across various employment settings. To ensure job-candidate fit, I conduct thorough job searches and maintain regular communication with employers to address any internship or employment-related issues that may arise. It is important to identify employers that are best suitable for our clients in open, supported, and/or sheltered employment.
Our job coaching services and support starts from pre-employment preparation such as resume writing, interview preparation, and confidence building techniques. If required, I would also recommend training programmes that would help enhance their employability skills.
To address the diverse needs of our clients and the evolving employment landscape, we offer a continuum of training and employment services tailored to the independence and ability levels of our job seekers.
UPDATES: Everyone deserves a chance to chase their dreams. For persons with disabilities, this can be difficult due to stereotypical views of them. What are some concerns and considerations of employers in hiring persons with disabilities?
Kian Meng: Costs are usually one of the main concerns for employers. The potential costs associated with accommodating persons with disabilities, such as purchasing specialised equipment or making modifications to the workplace could be barriers to inclusive hiring. Job accommodation includes improving the physical accessibility of the workplace such as the installation of ramps and adequate space for wheelchair users to maneuver as well as providing assistive tools such as adjustable-height work desk and screen readers for staff with vision loss. Without some of these modifications in place, employers may also have concerns about the safety of persons with disabilities in the workplace, particularly if their disability affects their mobility or coordination.
Employers might be hesitant to hire individuals with disabilities as they are unsure if these jobseekers are able carry out their tasks as effectively as the rest of the employees. The risk of potential productivity losses or the need for additional training could potentially deter employers from having inclusive hiring practices.
Employers may worry about potential stigma or stereotypical views of workers with disabilities impacting the current workplace dynamics or business relationships. This could happen when customers perceive a compromise in service quality or productivity because of persons with disabilities in their staffing or when co-workers do not know how to communicate or engage with fellow co-workers who have disabilities. The lack of know-how in managing an inclusive workforce can also stumble potential employers when they are not confident in having effective communication with individuals with disabilities, or handling conflicts that could arise.
UPDATES: How can we help to address these concerns?
Kian Meng: It is important to acknowledge the employers’ concerns in a non-judgmental manner. We can address their concerns through public education and training. We can raise disability awareness among management and staff through disability awareness talks and workshops. They could help foster empathy and promote understanding of persons with disabilities. They also provide a safe space to ask questions and deepen their understanding of working alongside with colleagues who have disabilities. These sessions can include disability etiquette, effective communication strategies and best practices for creating an inclusive workplace.
At SPD, we encourage employers to adopt inclusive hiring practices that attract and retain persons with disabilities in their job roles. Such practices can include screen reader compatibility for those with vision loss or providing adjustable desks for wheelchair users.
Leveraging success stories of persons with disabilities being supported and doing well in their jobs can help to challenge stereotypes and highlight their contributions to the organisations.
UPDATES: What are some challenges that persons with disabilities might encounter during the job application and interview process?
Kian Meng: Some challenges that people with disabilities could face during the job application and interview process include accessibility barriers, communication challenges and disclosure dilemma.
When job application platforms and websites are not developed with accessibility in mind, it is difficult for persons with disabilities to navigate and complete the job application process. For instance, individuals with low vision or vison loss and rely on screen readers will not be able to complete the job application forms if they are not in formats that are compatible with the screen readers. Similarly, candidates may also face physical inaccessibility if the interview venue does not have barrier-free access. These barriers include stairs, narrow doorways and lack of accessible parking.
Regardless of their disability, persons with disabilities are often caught in a dilemma on whether to disclose their disability during the application and interview process. While disclosure may be necessary to request accommodations, some individuals may fear discrimination or bias if they disclose their disability.
UPDATES: Are there any memorable success stories or best practices you’ve encountered in your work?
Kian Meng: I had supported a 66-year-old client who uses a motorised wheelchair and works as a security officer. He defies the notion that wheelchair users are unsuitable for such roles. His left leg was amputated in 2017 due to a diabetic infection. With his resilience and support from SG Enable and SPD, he was successfully placed as a security officer in July 2023. His employer made job accommodation such as modifying his job scope so that he does not conduct patrols due to inaccessibility of the premise. Instead, he rotates between the car park, guard post, loading bay and lobby. It is also noteworthy that he was featured in The Straits Times in the article “More job options opening up for people with disabilities” on 23 October 2023.
UPDATES: What advice would you offer to persons with disabilities who are navigating the job market?
Kian Meng: Navigating the job market as a person with disability can present unique challenges, but with resilience and determination, one can overcome obstacles and find success. As a takeaway, I would like to encourage jobseekers to approach job placement agencies such as SPD for support. You do not have to be alone in this journey.
———————————
If you are a business owner or a hiring manager, we encourage you to adopt an inclusive hiring practice and provide employment, internship and project opportunities to people with disabilities. Find out how more here.
