Employment of Special Needs Persons in Public Sector and Measures to Sustain Their Long-term Employability
Ministry of Social and Family DevelopmentSpeakers
Summary
This question concerns MP Don Wee's inquiry regarding the employment of persons with special needs in the public sector, their main workplace challenges, and measures to sustain their long-term employability. Minister Masagos Zulkifli B M M stated that as of December 2023, approximately one in 420 public officers are persons with disabilities, who often encounter challenges regarding disability awareness and acceptance among supervisors and co-workers. To address this, the Open Door Programme provides job coaching and awareness training, while the Public Service ensures fair recruitment and assessment based on individual competencies. Additionally, public agencies have adopted the Tripartite Standards for Flexible Work Arrangements, offering flexi-load, flexi-place, and flexi-time options where the nature of the job allows. These measures, supported by SG Enable, focus on creating accessible environments and reasonable accommodations to facilitate the integration and long-term retention of employees with disabilities.
Transcript
26 Mr Don Wee asked the Minister for Social and Family Development (a) how many persons with special needs are currently employed in the public sector; (b) what are the main challenges faced by these public sector employees; and (c) what are the measures to support them in sustaining long-term employment in the public sector.
Mr Masagos Zulkifli B M M: As at December 2023, about one in 420 public officers are Persons with Disabilities (PwDs).
Across all sectors, employees with disabilities have generally shared that the lack of disability knowledge, understanding and acceptance among employers, supervisors and co-workers were key challenges they faced. Organisations that have taken steps to address these are able to cultivate a more inclusive workplace environment that supports the integration and retention of employees with disabilities.
The Public Sector builds on the national support available for all employers to address the above challenges and will continue to do so to support the employment of PwDs.
First, improving disability awareness and knowledge. Under the Open Door Programme (ODP), administered by SG Enable, PwDs and employers receive up to one year of customised employment support from trained job coaches. Job coaches will advise employers on how they can create accessible work environments and make reasonable job accommodations to enable employees with disabilities to perform their roles effectively and work well with co-workers. Grants under the ODP also provide subsidies for employers and their employees without disabilities to attend workshops that equip them with the knowledge and skills to interact with, hire, integrate and retain employees with disabilities in their organisation.
Next, fair employment practices. The Public Service is aligned with the Tripartite Guidelines for Fair Employment Practices and does not discriminate job applicants and officers based on their disabilities. Officers are recruited based on their competencies and their performance is assessed based on their work outcomes.
Finally, providing flexibility. Public agencies have adopted the Tripartite Standards for Flexible Work Arrangements and Work-Life Harmony. All officers, including those with disabilities, can apply for flexi-load (e.g. part-time), flexi-place (e.g. hybrid work arrangements) and flexi-time (e.g. allowing later start and end times), where the nature of the job allows.