A recent study revealed an alarming portion of Singapore’s disabled workforce are unhappy with inclusivity
A national study from Singapore Management University (SMU) revealed that mor than half of the respondents believe workplaces across the country are not up to standard in inclusivity for those living with disability.
The Engage.Me. study from SMU principal lecturer Rosie Ching, gathered the perceptions of 7,265 people, including 171 who were visually impaired, 103 with hearing problems, 151 with physical disabilities, 961 people who work or volunteer with people with disability, and 5,789 members of the general public.
Of those surveyed, over half said the physical, tech, and social accessibility in the workplace was not accessible for those with disability.
“Accessibility, especially digital, is still the critical bottleneck,” commented Ching.
“Without the means to apply, connect, or communicate, participation in employment, education, and social life, including the ability to apply for jobs, collaborate with colleagues, and engage in community or policy processes, engagement simply isn’t possible.
“If digital access fails, PWDs (persons with disabilities) cannot even reach the stage of engagement that defines genuine participation.”
Recruiters acknowledged their bias, with both PWDs and the general public respondents admitting they were just “a bit willing” to hire a candidate with a disability.
The study linked the correlation between attitudes towards PWDs and employment.
Ching said that while the general public does empathise with those living with disability, infrastructure must be addressed to support this inclusion.
“Without proper accessible systems, inclusive hiring, and genuine workplace support for employers as much as for employees, good intentions rarely pave the way for real opportunity,” she explained.
There are a variety of factors contributing to the lack of inclusivity. A major hurdle is awareness of support, with eight out of 10 respondents unaware of training initiatives and 7 in 10 unaware of hiring grants provided by the government.
“Goodwill is evident, but support remains significantly inadequate. Without clear signposting and practical nudges, awareness lags, and with it, genuine inclusion,” Ching said.
To help turn these results around and capitalise on the desire to provide support, the study identified two key areas for improvement:
- Fix digital and information gaps
- Equip employers and tie incentives to inclusion outcomes
Josh Lye, Singapore Association for the Deaf (SADeaf) executive director said the study recognises the care and empathy felt by Singaporeans. What must meet this is the infrastructure to cater for this support.
Ching added: “Every statistic in the results shows goodwill but goodwill without access doesn’t get anyone hired. Until we improve workplace accessibility, make support easy to find, and give employers practical tools and benefits, people with disabilities will keep hearing ‘you’re welcome here’ while the door essentially stays half-closed, akin to being invited to a feast and left standing outside the restaurant.”
