SG Enable Online HRM Series for Employers

Executive Summary

Recruitment and Hiring of Persons with Disabilities

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IntroductionThis guide is developed to support employers and Human Resource (HR) professionals on the hiring and training of persons with disabilities. The guide allows employers and HR to learn more about the different types of disabilities, to examine the suitability of current processes and procedures within the company, and to understand how employers can employ and integrate persons with disabilities into their organisations.

Disability Landscape in SingaporeIt was estimated in 2013 that 3% (amounting to 100,000) of our population have disabilities. In view of Singapore’s aging population, it is likely that this number will increase over time. This raises several pertinent questions about the state of the workforce in the decades to come, and whether organisations have inclusive hiring policies, and are ready to hire those with disabilities. Given the tightening labour market, employers can

also tap on this talent pool by looking at persons with disabili-ties as qualified sources of labour.

Recruitment & Hiring of Persons with DisabilitiesThis guide aims to address some of the concerns that employers might have about hiring persons with disabilities. It will reframe mindsets by providing employers, HR professionals and management with the necessary knowledge in hiring persons with disabilities and how to successfully integrate persons with disabilities into the workplace. Through the process, we also hope to correct some misconceptions about persons with disabilities and encourage employers to appreciate persons with disabilities as a valued workforce.

The different chapters in this toolkit seek to address the following questions:

1." Is your business/organisation ready to hire persons with " disabilities?

2." How do you prepare your business/organisation for the " hiring of persons with disabilities?

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3." What types of policies and practices are able to best " " support the hiring of persons with disabilities?

4." What is job redesign? And how should I go about """ implementing it?

5." Are there any types of jobs that are suitable for persons " with specific disabilities?

6." How should I go about recruiting persons with disabilities?

7." How do I interview someone with disabilities?

8." If I hire a person with disabilities, what are the types of "" accommodations that have to be made for him or her to " perform on the job?

9." When there is a person with disabilities working in my " organisation, what are some of the considerations for " workplace health and safety, as well as for emergencies?

The following is a brief summary of the different chapters which are covered in this guide:

Definition of DisabilityDisabilities can take many different forms, some of which may not be apparent to us at first glance. Singapore’s definition of disability includes “those whose prospects of securing, retaining places and advancing in education and training institutions, employment and recreation as equal members of the community are substantially reduced as a result of physical, sensory, intellectual and developmental impairments.”

Business Case for Hiring Persons with disabilitiesBy choosing to focus on abilities and employing persons with disabilities, be it through supported or open employment, em-ployers benefit by selecting from a larger pool of talent and se-curing the best candidate for the job. While the initial training phase for persons with disabilities might be of a slightly longer duration, with the right job match, companies can see greater productivity in the long run. Some of these instances are exem-plified in the case studies featured in this guide.

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Building Inclusiveness into the Busi-ness CultureCreating an inclusive business culture involves achieving buy-in, understanding and commitment from all levels of the organisation, ranging from the policies that are made, to hiring decisions, to internal and external communications. Having a more inclusive and diverse workforce serves as a reinforcement of the organisation’s branding and values, while improving employee sentiment and allowing for a better understanding of customers with disabilities.

Preparing Businesses for the hiring of Persons with disabilitiesEmployers need to understand and assess how ready the organisation is for hiring persons with disabilities. This can be done by looking at whether existing employees have the relevant knowledge and awareness, and whether they are comfortable in interacting with persons with disabilities. Another aspect that employers should take note of would be the accessibility of the workplace, such as wheelchair access into and within the office.

Establishing Policies and Practices to support Hiring of Persons with disabilitiesWhen reviewing existing policies and practices within the company, as well as job descriptions posted by the company, employers should examine whether they are supportive of hiring persons with disabilities. Some of these considerations may include looking at the avenues through which the job announcements are made and determining whether these avenues are accessible for persons with disabilities. These policy reviews should also be conducted on a periodic basis to ensure that feedback and improvements are continually taken into account.

Job Analysis, Redesign, Carving and SharingA key aspect of the recruitment process is job analysis. Job analysis comprises a clear understanding of the various tasks that have to be performed by the job role. These tasks can be segregated according to the level of importance. This allows for better job matching based on the expertise and experiences that the candidate with disabilities possesses, while also examining whether all tasks and functions are essential to a

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particular job role. Subsequently, employers may look into the possibility of job redesign, job carving or job sharing, and determining the corresponding remuneration packages for employees with disabilities.

Getting the Recruitment Process RightThe next step in the recruitment process is to accurately represent the essential job functions in the job description, by obtaining inputs from the line managers and job coaches, as well as other forms of information which would be useful for the applicant. This is to help to manage expectations and ensure clarity of job role for applicants. When employers are looking to publish these job postings, apart from their conventional recruitment sources, they can also work with SG Enable to optimize the outreach and enhance the effectiveness in looking for suitable candidates.

Preparing for the InterviewIn interviewing persons with disabilities, there are some pointers that might be useful for employers or interviewers to bear in mind. While the interviewer should be aware of the candidates’ special needs, they should also objectively assess the candidates’ competencies. To do so, it is pertinent to focus on the job requirements and what the candidates can bring to the organisations in terms of their skillset and experiences.

Reasonable AccommodationAn accommodation is defined as any change in work environment or processes to allow an employee with disability to enjoy equal employment opportunities. As such, accommodations can be broadly categorized into either job or workplace accommodation. Examples of job accommodation include job trial, part time employment, flexible working hours and telecommuting. Workplace accommodation addresses the accessibility of the compound or facility. These accommodations are relevant not only to persons with disabilities, but also to other employees as well. Amongst other benefits, reasonable accommodations can lead to better employee retention.

Natural SupportNatural support refers to the “natural sources of support (which) include an individual’s network of family and friends, and an employee’s employers and co-workers on the job.” In order to ensure the successful integration of persons with disabilities into the workplace, engaging the support of other employees is crucial. By providing adequate support in the form of a mentor or a buddy, employers can help to maximise the potential of persons with disabilities in the organisations. Also, employers should ensure that company activities and events are inclusive to allow all employees to participate actively.

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Workplace Health & SafetyThe workplace health and safety policies should bear equal consideration for all employees within the company. Employers may refer to the Workplace Safety and Health Act, which has several guidelines to take reference from. However, if there are employees with disabilities working in the company, there should be greater emphasis placed on several aspects, such as the conducting of risk assessments for employees with disabilities to remove or control risks, developing and putting into practice control measures to address the risks that have been identified, or to consult relevant personnel or experts as to address some of these concerns.

Emergency PreparednessAn emergency refers to an unforeseen circumstance or combination of circumstances that would call for immediate attention. When there are employees with disabilities working in a company, the issue of emergency preparedness becomes even more important as employees not only have to be aware of the procedures, but also have the knowledge of how to assist their fellow colleagues with disabilities while being mindful of the risks that might occur with certain disabilities or health conditions.

Internal and External CommunicationTo effectively convey the company’s position on inclusive hiring, both external and internal communication to stakeholders must be considered. One of the ways organisations can do this is to look into highlighting the company’s commitment to inclusive hiring in its internal publications and on the company’s website and policy statements.

To find out more, you may download the full Recruitment & Hiring of Persons with Disabilities - HR Guide from employment.sgenable.sg for free.

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