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Why hire persons with disabilities?

Leverage on an untapped talent pool

Persons with disabilities can bring the needed skills and contribute meaningfully when companies focus on their abilities and the job match is done right. They have done well in companies from a variety of industries, in both the public and private sectors.

Hiring them could also lead to increased productivity and lower turnover. Accenture’s market research in 2018 revealed that companies leading in disability inclusion had, on average, higher revenue and profit margins.

Staff turnover also reduced from 50% to 5% between 2015 and 2018 at United Overseas Bank’s (UOB) Scan Hub, which is the bank’s nerve centre for checking, digitising and archiving customer documents. This was after UOB adopted job redesign, making adjustments to work processes and responsibilities. About 30% of the team consists of persons with autism or hearing impairment.

Gain new perspectives

Many persons with disabilities have had to adapt and make adjustments to overcome various challenges in their lives. They could bring innovative thinking, offer unique perspectives, and also propose ideas on how to make the business more inclusive for its customers. For instance, Alister Ong works in Singtel’s Group Sustainability department, and his role includes looking at how Singtel’s retail stores can be made more accessible to persons with disabilities, and benchmarking the company’s sustainability efforts.

“Greater workforce diversity can also guard against groupthink, and foster innovation and creativity.”
Mr Desmond Lee, Minister for Social and Family Development

  Alister, a participant in SG Enable's Internship Programme

Improve the work culture and facilities

 As employees interact with colleagues with disabilities, they become more accepting of one another’s differences and strengths, develop more empathy and have a deeper appreciation of how everyone can contribute to the organisation’s success.

Co-workers also stand to benefit when reasonable accommodations such as flexi-work schemes and workplace modifications (e.g. ramps and automatic sliding doors) are introduced for persons with disabilities.

Enhance company image

As socially-responsible consumption gains traction, disability-inclusive employment practices can enhance a company’s brand image. Existing employees may also feel more proud and committed to companies with strong corporate social responsibility efforts.

Siloso Beach Resort, one of two winners of the Leader Award at SG Enable’s 5th Enabling Employers Awards, also proudly mentions its workplace diversity and career opportunities for persons with disabilities on its website, in-room TV channel and other platforms.

EEA

Empower and enable lives

Not only does employment provide persons with disabilities a stable income and more financial independence, it boosts their confidence and contributes to their sense of self-worth. Employment can give people, including persons with disabilities, a sense of identity, purpose and social connectedness.

“It goes beyond a job. We are also improving and enriching their lives beyond the workplace, like their social skills, motor skills etc. I think that’s a very nice thing – impact beyond the workplace.”
– Mr Nadi Chan, Director of Foreword Coffee, an inclusive employer

Toolkits for Employers

Starter Kit

To better equip employers with the relevant knowledge and information, as well as to highlight some of the key considerations in hiring and sustaining persons with disabilities, SG Enable has developed a starter guide for disability employment.

Click here to download the starter guide to help kickstart the process of hiring persons with disabilities.

 

Job Redesign Guide for Inclusive Employers

This guide aims to help employers understand how to redesign jobs to better support and integrate employees with disabilities in the workplace.

It explains what job redesign is, how to implement it, and has case studies of organisations with best practices in job redesign. It also includes information on available grants and support for employers.

Click here to download it and find out how to get started!

SG Enable Online HRM Series for Employers

One of the key considerations employers have towards hiring and managing persons with disabilities would the Human Resource Management (HRM) aspect, ranging from crucial topic such as Recruitment and Hiring of Persons with Disabilities to Career Advancement and Retention of Employees with Disabilities.

Employers looking to find out more and download our self-help guides can click here.

To find out more about our training workshops related to these topics, please click here.

Disability Etiquette Guides

Most of the time, it is our inability to approach persons with disabilities in the most suitable way that make us incapable of integrating them into our work lives. The lack of understanding of persons with disabilities stems from the lack of exposure, interaction and prior knowledge.

SG Enable has developed a series of work etiquette guides for various disability types. You can download the Disability Etiquette Guides for Employers.

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