What is SG Enable and how does it support disability-inclusive employment?

Living with a disability is already tough. But finding a job in Singapore when you have a disability is even tougher.

In light of 3rd Dec, the International Day of Persons with Disabilities, we’d like to shine a light on how SG Enable helps to make job hunting easier for people with disabilities, and how employers can join this initiative.

What is SG Enable in Singapore?

SG Enable is an organisation in Singapore that focuses on enabling persons with disabilities (PWDs). Set up by the Ministry of Social and Family Development (MSF) in 2013, they are a registered charity and an Institution of a Public Character. They play a key role in enhancing the employability and independence of PWDs by offering a range of support services, such as:

• Employment support: SG Enable works to connect PWDs to employers and provides support in terms of job matching and vocational training.

• Education support: The organisation collaborates with educational institutions to ensure that students with disabilities have access to appropriate support services.

• Caregiver support: SG Enable offers assistance and resources to caregivers of people with disabilities, recognising the important role caregivers play.

• Accessibility support: The organisation is involved in promoting accessible infrastructure and facilities to ensure that PWDs can participate fully in society.

• Financial assistance: SG Enable helps to administer financial assistance and various government grants or schemes to support individuals with disabilities and their families.

• Training and development: They offer training programs to enhance the skills and capabilities of PWDs.

Is it hard for PWDs to get a job in Singapore?

According to the Ministry of Manpower (MOM), only 31.4% of resident PWDs aged 15 to 64 are employed. Another 3% are without a job and actively looking for one.

Many challenges still persist for PWDs in Singapore. Some employers may have misconceptions about their capabilities, and may wrongly assume that they cost the company more money, because they need to accommodate their needs at the workplace. Additionally, there is also the stereotype that they will have lower productivity levels. Certain jobs and industries may also present more significant barriers to them, due to the physical nature of the work.

There is a need for more awareness and education about PWDs. Some accommodations might be required to help facilitate them in being able to perform their best work, but it is not giving the employee any undue advantage, and cannot be considered special treatment. Typically, the modifications or concessions required to employ a person with disability are also very minimal.

What are the benefits of hiring persons with disabilities?

Did you know? A report by SG Enable revealed that companies at a more mature stage of adopting disability-inclusive hiring practices are perceived by their employees to have a stronger culture and organisational performance. The key benefits include…

1. Purpose-driven employees

The study found that on average, organisations with disability-inclusive employment practices score 6% higher on clarity of direction, and 9% higher on purposeful leadership. Adopting effective disability-inclusive employment practices has a positive correlation with employees taking greater pride in working for their company and perceiving its leadership as being more purpose-driven.

Employees also felt that their organisation had a clearer and more relatable strategic focus, and they were more likely to stay with the organisation or recommend it as a place to work.

2. An innovative and learning culture

According to the study, employees in organisations with disability-inclusive employment practices were significantly more likely to rate their company as being open to change and learning, demonstrate trust in its employees, value their work-life balance, and reward their strengths and performance.

Individuals who worked closely with persons with disabilities were also more positive about the flexibility, responsiveness and adaptability of the organisation. An inclusive culture provides a safe space where employees are encouraged to speak up and are valued for their unique contributions and diverse perspectives, fostering more innovative thinking and collaboration.

3. Simpler, digitally-enabled processes

Most companies have inefficiencies, but they might not be aware of them, or feel any urgency to address them. Having to integrate PWDs into the workforce however, provides that driving force to digitalise and streamline processes as much as possible.

On average, organisations with more disability-inclusive employment practices score 8% higher on digital readiness, and employees who work closely with PWDs score their organisation 12% higher on adaptability. This can be seen in how some companies have adopted assistive technology to ensure their new staff members are able to work effectively and without logistical challenges. These tools include speech recognition software, screen readers and electronic braille notetakers.

Solving the challenges of PWDs at work helps to encourages employees to be more adaptable and digitally savvy, as they consider new ways to use technology and improve work processes across the organisation. This in turn leads to new learnings and enhanced productivity levels across the business.

4. Empowering and enabling lives

Hiring PWDs doesn’t just provide them with a stable income and more financial independence. You’re helping to boost their confidence and self-worth too. Giving them a place of employment where they can contribute in some way, earn their own keep, and interact with others provides them with a sense of identity, purpose, and social connection.

How can employers become more disability-inclusive?

Keen to adopt more disability-inclusive hiring practices but don’t know where to start? Fret not, because SG Enable has a plethora of resources for you to tap into.

1. Equip yourself with the necessary knowledge and skills

SG Enable provides the relevant training for employers to educate themselves on how to welcome and include PWDs in the workplace, through their Disability Awareness Talks and High Impact Retention and Employment (HIRE) workshops.

They’ve got handy employer toolkits you can check out to kickstart your disability-inclusive employment journey, case studies from trailblazing inclusive employers in Singapore, and even an Enabling Work App you can download on your mobile which provides interactive learning on how to support colleagues with disabilities.

2. Engage with PWDs through transition-to-work initiatives

SG Enable has three transition-to-work initiatives: Job Shadowing Day, the IHL Internship Programme, and the RISE Mentorship. These help organisations showcase their work environment, whilst also offering PWDs a glimpse into what your company does, enable them to form new social connections, and also gain valuable exposure into the working world.

3. Get registered with the Open Door Programme

The Open Door Programme (ODP) is a government-funded initiative by the Ministry of Social and Family Development and Workforce Singapore, administered by SG Enable. Once you register with ODP, you can apply for grants and employment support services such as:

• The Job Redesign Grant — which helps employers by supporting up to 90% of the job redesign costs, such as purchase of equipment or workplace modifications;
• The Training Grant — for course fee support for employers; and
• Recruitment, job placement and job support services.

As an employer, you can also tap on the Enabling Employment Credit, which provides permanent wage offsets and additional time-limited wage offsets. From April 2023 to December 2025, employers can receive greater support for hiring PwDs who have not been working for at least 6 months.

Take a step towards building a more inclusive society

With so many resources and support available, there’s really no reason for you to not employ PWDs. It’s time to start championing greater disability inclusion and build a more inclusive Singapore. All you need to do is take the first step.

If you’re looking for more inspiration, check out what other exemplary organisations with the Enabling Mark have achieved here.

For more tips on creating a diverse and inclusive workplace, check out our resources here:

• 5 companies with inclusive cultures we can learn from
• Supporting neurodiverse employees
• Supporting transgender employees
• Supporting employees with disabilities
• Creating a pregnancy-friendly workplace
• Generational differences in the workplace