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Learn more about the best practices in disability inclusion adopted by Enabling Mark recipients to support your organisation's disability-inclusive journey.
Avanade and Vital - Tapping the abilities of persons with autism
It may take a little more time, but the strengths of persons with autism could be uncovered and tapped when employers have greater disability awareness. Here are some views and experiences shared by Avanade, Vital and one of our Job Placement and Job Support (JPJS) partners, the Autism Resource Centre Singapore. Learn more through the Straits Times article here!
Leadership commitment is key to scaling disability inclusion
“It takes a collective approach to start and sustain disability-inclusive hiring so we can better integrate persons with disabilities in the workplace and provide them with the dignity of work,” said Ms Ku Geok Boon, CEO of SG Enable. Read how leaders at Microsoft, UOB and Human Capital Singapore are committed to embracing and scaling disability inclusion through their corporate networks.
Making disability inclusion part of every firm’s DNA
“Being recognised as an Enabling Mark organisation lifts the brand, and grows their business by attracting socially-conscious customers, partners and talents. It enables businesses to seek continual improvement in building their human resource capabilities and culture.” – Ms Ku Geok Boon, CEO of SG Enable. Read the experiences of 3 Enabling Mark recipients – Bolloré Logistics Singapore, Raffles Hotel Singapore and Deutsche Bank – and how the Enabling Mark provides employers with a comprehensive framework for strengthening workplace disability inclusion practices.
4 ways you can make disability inclusion part of your new year resolutions
A new year signifies new beginnings and the charting of new directions. For businesses, it means looking at new strategic priorities for growth. Workplace disability inclusion could be one of them. How can businesses do so – and more importantly – why should businesses embark on disability inclusion? Learn more on the 4 ways that organisations can make disability inclusion a part of their new year resolutions through the article here.
Deutsche Bank – Banking on disability-inclusive hiring to discover new talent
Deutsche Bank has been actively hiring persons with disabilities since 1997 in an effort to diversify their workforce while strengthening their organisation’s culture. dbEnable, a disability inclusion committee, was set up to facilitate the employment of persons with disabilities and advocate for disability inclusion. Learn more in the CNA advertorial and video.
National Library Board (NLB) – File under ‘E’ for engaging, enabling and empowering
NLB’s efforts in seeking to make its services and workforce more inclusive has solidified its role as an equalizer that provides opportunities to various population groups. Its pre-employment programmes for their Library Service Assistants, along with disability-inclusive programmes and services benefit both employees and library users with disabilities. Learn more in the CNA advertorial and video.
Inaugural Enabling Mark Awards Ceremony 2021
100 organisations and individuals were recognised on 27 August 2021 at the inaugural Enabling Mark Awards Ceremony for their best practices, outcomes and commitment in disability-inclusive employment. A total of 88 organisations were accredited with the Enabling Mark, a first-of-its-kind national-level accreditation for disability-inclusive employers. This was the first group to be presented with the Enabling Mark after it was launched in October last year.
The highest accolade – the Enabling Mark (Platinum) – was awarded to six organisations: Foreword Coffee, Iron Nori, Marina Bay Sands, Samsui Supplies & Services, Seoul Garden Group, and UOB.
- Read The Straits Times’ full media coverage here
- Download the Enabling Mark Awards Information Booklet
- Hear what our Enabling Mark (Platinum) recipients have to say about their disability inclusion journey:
Marina Bay Sands - Enabling employees, through a culture of inclusivity
Marina Bay Sands’ culture of inclusivity includes both top down and ground up initiatives to ensure there are sufficient accommodations and support provided for their employees with disabilities. Such initiatives include having a Diversity and Inclusion Human Resources Committee, along with partnerships to improve workplace accessibility. Learn more about their best practices in the CNA advertorial and video.
Providing employment opportunities for persons with disabilities
Increasingly, more firms are open to hiring interns and candidates with disabilities. These organisations have adopted various measures to support the employment and integration of employees with disabilities as they adapt to the working environment. Efforts through grants and aids by the Government has also aided these efforts. Find out more through the CNA article here.
School of Concepts: Imparting lessons on disability inclusion
School of Concepts offers an award-winning curriculum for children, specialising in phonics and play-based learning. Believing in maximising potential, the early literacy provider also empowers persons with disabilities by equipping them with useful and relevant skills for the pre-school sector. At School of Concepts, persons with physical disabilities and persons with intellectual disabilities are hired as Classroom Assistants at its learning centres.
With its commitment to disability inclusion, the organisation has applied for SG Enable’s Enabling Mark, the first national-level accreditation framework that benchmarks and recognises organisations for their best practices in disability-inclusive employment.
Ms Mint Lim, the founder and CEO of School of Concepts, shared that she applied for the Enabling Mark to affirm the organisation’s commitment to disability-inclusive hiring. “We believe it will help our stakeholders better understand School of Concepts as a social enterprise and as an inclusive school. We also wanted to share the lessons we’ve learnt (about inclusive hiring) and give thanks and recognition to the support we’ve received,” she said.
Here are some ways in which the organisation has embraced disability inclusion in the workplace.
Establishing clear leadership direction and commitment
As its leader, Ms Lim has made clear the organisation would be inclusive in its hiring practices. She has the support of the organisation’s board of directors and shareholders to champion disability-inclusive hiring as a long-term business strategy.
“All employees are hired based on merit,” said Ms Lim. “For instance, we identify our interns’ strengths and keep them informed about job opportunities so that if they’re keen, they may apply and go through the same interview process like everyone else.”
“For us, the basis of inclusiveness is one that is strength-based. We include people of various strengths and skills in our team,” she said.
Developing a systematic training schedule
At School of Concepts, when a job applicant with disability passes the interview stage, the organisation sets up a training schedule for the candidate for the next three to six months. During this time, the candidate becomes an intern, reports to work daily and is given a training allowance. A job coach or a caregiver may be present to guide the intern throughout the training.
With the support of co-workers, interns with disabilities are able to work independently, with opportunities to convert to full-time employment. To date, all interns with disabilities have qualified for full-time employment.
Ensuring fair and progressive employment
School of Concepts adopts an equitable compensation system, where all employees are remunerated based on their job scope and work performance. Employees with disabilities receive the same salary as other Classroom Assistants, and are offered the same flexi-benefits, which include time-off and flexible working hours.
Their performance is also reviewed annually, with industry benchmarks used for pay equity across similar positions, and there is room for them to receive new training or be given a bigger job scope. Currently, employees with disabilities who handle food have undergone training in a food and basic hygiene course.
Class notes from the School of Concepts
Over time, the organisation has learnt a few things about disability-inclusive hiring, including reaping the benefits of extending fair and just opportunities. “We’ve seen how enabling them to be treated equitably and fairly has equipped (employees with disabilities) with the confidence to change their initial perception of their own potential,” said Ms Lim.
For companies looking to hire persons with disabilities, Ms Lim shared, “I would recommend that you first identify the roles and the strengths of the persons with disabilities who are looking for work. I would also strongly recommend the organisation to invest in (disability awareness) training for employees who do not have experience working with persons with disabilities. This will help them to be aligned with the organisation’s values and purpose when it comes to inclusive hiring.”
She added, “Our colleagues with disabilities contribute very positively, and we are proud of them. With that, we hope the public will view them fairly, focus on their strengths and abilities, and eventually give them a chance because these colleagues of mine are some of the most genuine and kindest people I know.”
How to be Disability-Inclusive at Work
When organisations focus on abilities and with the right job match, persons with disabilities can bring the needed skills and contribute meaningfully. Organisations can see benefits in terms of innovative thinking, enhanced work culture and facilities, increased productivity and lower turnover. How can we start practising and embracing disability inclusion? In the videos below, let us share some tips to help you make your workplace more disability-inclusive.
Videos are extracted from Enabling Mark’s sharing session during the #EnablingLivesFestival 2020.