ILO _ Employ Ability in Asia and Pacific

8/8/2019 ILO _ Employ Ability in Asia and Pacific

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EmployAbilityA resource guide on disAbility for

employers in AsiA And the pAcific

Debra A. Perryeditor

Regional Ofce or Asia and the Pacifc



Copyright © International Labour Organization 2007

First published 2007

Publications o the International Labour Ofce enjoy copyright under Protocol 2 o the UniversalCopyright Convention. Nevertheless, short excerpts rom them may be reproduced withoutauthorization, on condition that the source is indicated. For rights o reproduction or translation,application should be made to the ILO Publications (Rights and Permissions), International LabourOfce, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International LabourOfce welcomes such applications.

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ILO Cataloguing in Publication DataPerry, Debra A.

EmployAbility : a resource guide on disability or employers in Asia and the Pacifc / Debra A.Perry, editor. - Bangkok: ILO, 2007

140 p.

ISBN: 9789221191223;9789221191230 (web pd)

employability / disabled person / disabled worker / human resources management / goodpractices / Asia / Pacifc

15.04.3

The designations employed in ILO publications, which are in conormity with United Nationspractice, and the presentation o material therein do not imply the expression o any opinionwhatsoever on the part o the International Labour Ofce concerning the legal status o anycountry, area or territory or o its authorities, or concerning the delimitation o its rontiers.

The responsibility or opinions expressed in signed articles, studies and other contributions restssolely with their authors, and publication does not constitute an endorsement by the InternationalLabour Ofce o the opinions expressed in them.

Reerence to names o frms and commercial products and processes does not imply theirendorsement by the International Labour Ofce, and any ailure to mention a particular frm,commercial product or process is not a sign o disapproval.

ILO publications can be obtained through major booksellers or ILO local ofces in many countries,or direct rom ILO Publications, International Labour Ofce, CH-1211 Geneva 22, Switzerland.Catalogues or lists o new publications are available ree o charge rom the above address, or byemail: [email protected]

Visit our web site: www.ilo.org/abilityasia

Printed in Thailand



orgAnizAtions And

government offices

Aghanistan.............................................................................................................78

Australia..................................................................................................................79

Bangladesh.............................................................................................................80

Cambodia...............................................................................................................82

China.......................................................................................................................84

Fiji............................................................................................................................85

Hong Kong SAR, China.........................................................................................85

India.........................................................................................................................87

Indonesia................................................................................................................90

Japan.......................................................................................................................91

Korea, Republic o ..................................................................................................91Lao PDR...................................................................................................................92

Macau SAR, China..................................................................................................92

Malasia..................................................................................................................93

Mongolia.................................................................................................................95

Nepal.......................................................................................................................96

New Zealand...........................................................................................................96

Pakistan...................................................................................................................97

Philippines..............................................................................................................98

Samoa...................................................................................................................100Singapore.............................................................................................................101

Sri Lanka................................................................................................................102

Taiwan, China........................................................................................................103

Thailand................................................................................................................103

Viet Nam...............................................................................................................105

guidelines And fAct sheets

Hiring persons with disabilities...........................................................................108

Compan disabilit polic guidelines and sel-assessment checklist...............110Inclusion o persons with disabilities...................................................................112

Language..............................................................................................................114

Overcoming ears and concerns........................................................................116

Disabilit-riendl strategies...............................................................................118

Attitudinal barriers...............................................................................................121

Pschiatric disabilities and mental illness.........................................................125

Hidden disabilities................................................................................................128

Barrier-ree tourism..............................................................................................132

glossAry

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Man companies around the region are learning that people with disabilities are

productive and that the bring man benets to the workplace. EmployAbility:

A resource guide on disability or employers in Asia and the Pacic has been

developed at the request o emploers who need inormation to take advantage

o this oten untapped human resource. These emploers know that to compete

in a highl competitive, global marketplace, companies must have ull access totalent and be responsive to the communities in which the operate.

As a specialized agenc o the United Nations, the ILO is uniquel positioned

to address the issue o disabilit and emploment. The ILO members include

governments, emploers and trade unions. It deals with issues o industrial

relations, air labour practices and anti-discrimination in the workplace as well

as competitiveness, productivit and good management practices. The ILO

also advocates or the rights o disabled persons, recognizing that the can

considerabl contribute to the workplace i the are given equal treatment and

equal opportunities. Man companies also know this.

Emploers hire disabled persons or man reasons. Some initiall do so to compl

with national labour laws, while others do so because the were approached b a

disabled person or an organization representing disabled people. Still others take

seriousl their commitment to non-discrimination or corporate social responsibilit.

Man companies recognize the business case or hiring workers with disabilities.

Simpl put, the business case acknowledges that i given opportunit and

matched to jobs according to their abilities, people with disabilities make good

emploees and bring man other hiring benets.

As companies will learn rom reading EmployAbility or accessing the resources it

lists, hiring disabled persons or retaining those who become injured on the job

makes good business sense on man levels. Research and compan experiences

demonstrate that when disabled workers are integrated into the workplace,

the productivit o all workers oten rises. Teamwork is enhanced, and real cost

savings are realized in terms o reduced turnover, recruitment and retraining costs.

Disabled emploees can help companies identi and develop services or design

products or an oten overlooked market segment – people with disabilities and

their amilies and riends. As the population ages, this group increases in number.

The travel and bu products and services geared to their needs.

“WE HAVE THROWN AWAy THE STEREOTyPE THAT DISABLED

PEOPLE ARE LESS PRODUCTIVE; OUR CASE PROVES IT.” Sun Joo Kim, Human Resources Manaer, CJ Teleni, Seoul

preface

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Man companies worr about increased costs related to hiring disabled workers.

Do the need to design special workplaces or purchase expensive equipment?

The answer in most cases is a resounding no. Learn the acts rom these pages and

access the resources it guides ou to. Read the case studies and review the sample

compan policies. I ou are convinced about the value o hiring disabled persons,the manual also contains a list o helpul government agencies, non-government

organizations, training institutions and disabled persons’ organizations, listed

alphabeticall b countr to assist ou. I ou want some quick inormation, go

to the last section or checklists and act sheets that are a sample o the kind o

inormation ou can nd b accessing the resources listed.

We welcome our eedback on EmployAbility . We have made ever attempt to

provide ou with the most updated inormation and contacts, but as ou know,

contact inormation and web addresses change. Please let us know i ou nd such

changes. We also encourage ou to visit the Emploers’ Corner o the AbilityAsia web site (www.ilo.org/abilitasia) to learn more about the ILO and, in particular, its

Code o Practice or Managing Disabilit in the Workplace.

With our best wishes or our success and competitiveness.

sa yaaILO Reional Director or Asia and the Pacifc

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This resource manual contains inormation to assist businesses and organizations

that want to benet rom the business case or recruiting, hiring and retainingpeople with disabilities as emploees. It presents a collection o resources and

examples o good practice. It aims to help emploers in this region learn more

about workers with disabilities and the business case or hiring them.

WhAt is the business cAse?

The business case basicall states that hiring workers with disabilities can positivel

impact a compan’s bottom line. Here’s wh:

lPeople with disabilities make ood, dependable emploees.Emploers o disabled workers consistentl report that, as a group, people

with disabilities perorm on par or better than their non-disabled peers on

measures such as productivit, saet and attendance.

lPeople with disabilities are more likel to sta on the job.

The costs o job turnover, such as lost productivit and expenses related to

recruitment and training, are well known to most emploers.

lHiring people with disabilities increases workorce morale.

Man emploers report that teamwork and morale improves whendisabled workers become part o the sta.

lPeople with disabilities are an untapped resource o skills and talents.

In man countries, people with disabilities have skills that businesses need,

both technical job skills and transerable problem-solving skills developed

in dail lie.

lPeople with disabilities represent an overlooked and multibillion-dollar

market sement. That market is disabled persons and their amilies and

riends. The annual disposable income o disabled persons is estimated to

be US$200 billion in the United States, $50 billion in the United Kingdom

and $25 billion in Canada. Ignoring this market ma mean losing not

onl the disabled consumer but his or her amil and riends. As the

population ages, so does the incidence o disabilit. It makes sense to

have emploees who know rst-hand about the product and service needs

o this consumer segment.

introduction

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About this resource mAnuAl

Man emploers who want to hire disabled workers have expressed dicult in

nding disabilit inormation and sources o disabled job seekers tailored to their

needs. While the situation and resources var in the dierent countries o Asia andthe Pacic, this guide can help. It lists organizations and sources o inormation to

help emploers who value a diverse workorce that includes disabled persons.

EmploAbilit includes the ollowing inormation:

l Inormation on how to access publications covering the area o

emploment and disabilit, man o which are available ree and are

accessible online;

l A list o web sites that are specic to emploer needs or that provide

general disabilit inormation;

l Examples o corporate sector policies and good practices related to

emploment o people with disabilities;

l A list o national organizations or government oces that provide direct

assistance to emploers who want to nd disabled job seekers;

l Other items such as checklists and act sheets that provide immediate and

brie inormation.

i n t r o d u c t i o n



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Learning about disabilit and disabled workers need not be costl or dicult.

This section lists organizations and the publications the have available (or saleor ree) that deal with the emploment o disabled persons. While some o the

material contains inormation specic to the legal or other conditions o its countr

o origin, all contain general guidance that ma be o value in an countr or

workplace context.

publicAtions AvAilAble And free

of chArge on the internet

Australian Emploers Network on Disabilit

This organization o emploers provides act sheets, newsletters and other

inormation online. Click on the “Newsletters” and “Fact sheets” items on the

menu or a complete list.

Web site: www.emad.asn.au

Sample act sheet titles:

l Interviewing People with Disability, 2007

l Managing Someone Returning to Work, 2007

l Training or People with Disability, 2007

Canada Public Service Aenc (CPSA)

The CPSA is a Canadian national institution that deals with human resources

management in the public service sector. The Diversit Division o CPSA oers

Creating a Welcoming Workplace or Employees with Disabilities, an online

publication worth reviewing.

Web site: www.psagenc-agencep.gc.ca

Emploment and Disabilit Institute (EDI), Cornell Universit, United States

The EDI provides man resources and publications. Some can be downloaded

rom the web site and others must be ordered or requested. Click on the “EDI’s

digital commons collection” link on their “Publications” page or a ull list o

publications, or browse b “Areas o expertise” or “Ke words”.

Web site: www.ilr.cornell.edu/edi

publications

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Sample publication titles:

l Comparative Study o Workplace Policy and Practices Contributing to

Disability Non-discrimination, 2004

l Disability in a Technology-Driven Workplace, 2003

l A Review o Selected E-Recruiting Websites: Disability Accessibility

Considerations, 2002

International Labour Oranization (ILO)

The ILO’s Factor Improvement Programme (FIP) is a training initiative to

develop local actories’ capacit in industrial relations, health, saet and working

conditions. The FIP training programme includes the Disability in the Workplace

sub-module. To download the publication, go to “Want to learn more” item onthe main page o its web site, which leads ou to the “Disabilit sub-module”.

Web site: www.ilop.org

The ILO’s “Disabilit and Work” web site provides a list o publications, working

papers, research papers and reports on the training and emploment o people

with disabilities. To download publications, go to the “Publications and working

papers” item on the main page.

Web site: www.ilo.org/emploment/disabilit


l ILO Code o Practice on Managing Disability in the Workplace, 2002

l Mental Health in the Workplace: Introduction and Executive Summaries, 2000

AbilitAsia is the ILO’s disabilit programme in Asia and the Pacic. Its web

site provides inormation, resources and a list o publications related to various

disabilit issues in the region. Check the site’s “Publications” section.

Web site: www.ilo.org/abilitasia


l Unlocking Potential: A Multinational Corporation Roundtable on Disability

and Employment Asia and the Pacic – Proceedings o the Meeting, 2005

l Moving Forward: Toward Decent Work or People with Disabilities –

Examples o Good Practices in Vocational Training and Employment rom

Asia and the Pacic, 2003

l Employment and Disabled Persons (Inormation sheet)

l The Basics o Vocational Assessment (Inormation sheet)

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Japan Oranization or Emploment o the Elderl

and Persons with Disabilities (JEED)

JEED oers an online emploment guide or emploers and persons with

disabilities in Japan. Click on the “To see 2006 edition” button on its English web

site to download “Supporting the Emploment o Persons with Disabilities, 2006”

Web site: www.jeed.or.jp/english

Virinia Commonwealth Universit, Rehabilitation Research and TraininCenter on Workplace Supports and Job Retention (VCU-RRTC), United States

The VCU-RRTC web site on workplace supports and job retention provides

considerable inormation, resources and research reports about work and disabilit

issues. Man publications are ree on the web site and others can be purchased

through linked sites. Go to the “Research” or “Resources” section to see listso articles, books, brieng papers, case studies, act sheets and monographs or

manuals.

Web site: www.worksupport.com


l Assistive Technology as a Workplace Support Fact Sheet, 2005

l Business, Disability and Employment: Corporate Models o Success, 2004

l Employers’ Views o Workplace Supports: VCU Charter Business

Roundtable’s National Study o Employers’ Experiences with Workers with

Disabilities Monograph, 2002

l Recruiting Qualied People with Disabilities

Transport and Tourism Division (TTD) o the United Nations Economic and

Social Commission or Asia and the Pacifc (UNESCAP)

Barrier-Free Tourism or People with Disabilities in the Asia–Pacic Region,

published in 2003 b the Transport and Tourism Division o UNESCAP looksat the economic rationale or developing barrier-ree tourism and identies

good examples o barrier-ree tourism practices within Asia and the Pacic. The

publication can be downloaded rom the “Publications archives” o the web site.

Web site: www.unescap.org/ttdw

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United States Chamber o Commerce

The Institute or a Competitive Workorce (ICW) o the US Chamber o Commerce

oers publications on the hiring o persons with disabilities. Go to the “ICW”

section on the “Program” menu o its web site. Click on the “Publications” item to

nd various documents on hiring “Individuals with disabilities”.

Web site: www.uschamber.com


l Disability Employment 101, 2004

l Disability: Dispelling the Myths – How People with Disabilities Can Meet

Employers’ Needs, 2004

United States Department o Labor (DOL)

The DOL’s Oce o Disabilit Emploment Polic oers publications on various

issues related to the emploment o persons with disabilities. Its “Archives”

contains a list o act sheets.

Web site: www.dol.gov/odep

Sample act sheet titles:

l Accommodating Employees with Hidden Disabilities, 2000

l Diversity and Disabilities, 1996

l Small Business and Sel Employment or People with Disabilities, 2000

publicAtions free upon request

International Labour Oranization

AbilityAsia: Hiring People with Disabilities – Employer Perspectives and

AbilityThailand are videos on CDs that are geared to an emploer audience to

encourage emploers to hire disabled workers b identiing specic benets. For

video clips and contact inormation or to obtain a cop, go to the “Emploers”

section o the AbilityAsia web site.


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priced publicAtions

Emploers’ Forum on Disabilit, United Kindom

The Emploers’ Forum on Disabilit is a membership organization o emploers

interested in disabilit that advocates rom the emploers’ perspective. It oersa variet o publications or sale or or ree that specicall relate to the business

case, hiring and accommodating disabled workers and attracting disabled

customers. Visit its web site or a complete listing o available products and prices.

Web site: www.emploers-orum.co.uk

Sample priced publication titles:

l Welcoming Disabled Customers

l Disability Communication Guide

l Employment Action Files

l Realising Potential

l Brieng papers (on a variet o topics, including how to accommodate

individuals with dierent tpes o disabilities)

World Institute on Disabilit (WID), United States

WID is an internationall recognized public polic centre that works to strengthen

the disabilit movement through research, training, advocac and public

education. WID’s “Publications” section on its web site oers priced publications,links to other sources and downloadable publications.

Web site: www.wid.org

Sample publication titles o interest to emploers:

l How to Create Disability Access to Technology: Best Practices in Electronic

and Inormation Technology Companies, 2005

l Asking about Disability: A Guide or Individual Development Account

Administrators, 2002 (downloadable ree o charge)

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websitesIncreasingl, web sites oer valuable guidance and inormation about emploment

and disabilit. This section lists selected web sites o emploers’ organizationsthat deal with disabilit issues, organizations that provide inormation specicall

geared to emploers and others that provide general inormation about disabilit.

It also includes a list o web addresses or disabilit-specic organizations and or

international and United Nations agencies that deal with disabilit.

employers’ orgAnizAtions

a e n d, a

Web site: www.emploersnetworkondisabilit.com.au

Business Advisor Council, Cambodia

Web site: www.bac.org.kh

Emploers’ Forum on Disabilit, United Kingdom


Emploers Network on Disabilit, Emploers’ Federation o Celon, Sri Lanka

Web site: www.emped.lk/emploment.htm

Realising Potential, United Kingdom

Web site: www.realising-potential.org

US Chamber o Commerce, United States

Web site: www.uschamber.com

Workwa, Ireland

Web site: www.workwa.ie

informAtion for employers

ILO AbilitAsia web site − Emploers’ CornerWeb site: www.ilo.org/abilitasia

Emploment and Disabilit Institute, Cornell Universit, United States

Web site: www.ilr.cornell.edu/ped

Emploer Assistance and Recruiting Network, United States

Web site: www.earnworks.com

JobAccess, Australia

Web site: www.jobaccess.gov.au

Job Accommodation Network, United States

Web site: www.jan.wvu.edu

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National Centre or Promotion o Emploment or Disabled People, India

Web site: www.ncpedp.org

Worksupport.com – Inormation, Resources and Research about Work and

Disabilit Issues, United States


generAl disAbility informAtion

Asia Pacic Development Center on Disabilit

Web site: www.apcdproject.org

The Commonwealth Rehabilitation Service Australia

Web site: www.crsaustralia.gov.au

Cornucopia o Disabilit Inormation, United StatesWeb site: codi.bualo.edu

Center or International Rehabilitation Research Inormation and Exchange,

United States

Web site: cirrie.bualo.edu

Tech For All, United States

Web site: www.tech-or-all.com

generAl disAbility orgAnizAtions

Action on Disabilit & Development, United Kingdom

Web site: www.add.org.uk

Beond Abilit International

Web site: www.beond-abilit.com

Braille Without Borders

Web site: www.braillewithoutborders.org/ENGLISH

Dais ConsortiumWeb site: www.dais.org

Disabilit Awareness in Action, United Kingdom

Web site: www.daa.org.uk

Disabled Peoples’ International

Web site: www.dpi.org

Disabilit Rights Education & Deence Fund, United States

Web site: www.dred.org

Handicap International

Web site: www.handicap-international.org

W e b s i t e s

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Inclusion International

Web site: www.inclusion-international.org

Rehabilitation International

Web site: www.rehab-international.org

World Blind Union

Web site: www.worldblindunion.org

World Federation o the Dea

Web site: www.wdea.org

World Federation o the Deablind

Web site: www.wdb.org

World Network o Users and Survivors o Pschiatr

Web site: www.wnusp.net

Workabilit International

Web site: www.workabilit-international.org

World Rehabilitation Fund

Web site: www.worldrehabund.org

internAtionAl And regionAl orgAnizAtions

United Nations

United Nations Global Compact

Web site: www.unglobalcompact.org

ILO – general

Web site: www.ilo.org

ILO – AbilitAsia


ILO – Disabilit and workWeb site: www.ilo.org/emploment/disabilit

ILO – SaeWork

Web site: www.ilo.org/saework

United Nations Economic and Social Commission or Asia and the Pacic (ESCAP)

Web site: www.unescap.org/esid/psis/disabilit

United Nations Enable

Web site: www.un.org/esa/socdev/enable

We b s i t e s

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United Nations Food and Agriculture Organization (FAO) – Empowering the

rural disabled in Asia and the Pacic

Web site: www.ao.org/waicent/aoino/sustdev/PPdirect/PPre0035.htm

Others

Asian Development Bank

Web site: www.adb.org/socialprotection/disabilit.asp

European Commission Directorate General on Emploment and Social Aairs

Web site: europa.eu.int/comm/emploment_social/disabilit/index_en.html

World Bank

Web site: www.worldbank.org/disabilit

W e b s i t e s

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policy

examplesMan corporations and emploers’ organizations have policies or ormal

statements that address their principles on diversit and/or non-discrimination

in the workplace. Some have policies specic to hiring workers with disabilities;

others have indicated special projects or partnerships to encourage the training,

emploment and/or workplace integration o disabled persons. Examples

o dierent policies, principles or initiatives relating to disabled persons and

emploment are provided in this section. The polic names and compan web

sites ollow:

l Australian Chamber o Commerce and Industr

Web site: www.acci.asn.au

l American Telephone &Telegraph (US)

Web site: www.att.com

l British Broadcasting Corporation


l Emploers’ Federation o CelonWeb site: www.emped.lk

l International Labour Organization

Web site: www.ilo.org

l Marriott International

Web site: www.marriott.com

l Marriott Foundation or People with Disabilities

Web site: www.marriott.com/oundation/deault.mi

l Nike

Web site: www.nike.com/nikebiz

l Nike

Web site: www.nike.com/nikebiz/nikeresponsibilit

l Westpac Banking Corporation

Web site: www.westpac.com.au

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AustrAliAn chAmber of commerce

And industry (Acci)

Emploment or People with Disabilities1

principles of disAbility employment policy

ACCI advocates, through its general emploment polic, or a sstem that enables

all Australians to be competitive in the emploment market. While the extent o

disabilit or each person with a disabilit is unique, ACCI advocates or a diverse

workorce in which people participate where the are able to do so.

More than 670,000 Australians o working age now receive the Disabilit Support

Pension – more than the number receiving unemploment benets. The growthin numbers has been in excess o 60 per cent over the past ten ears. This trend

indicates that an ageing Australian workorce, together with growing numbers

o people with disabilities, has potential to seriousl erode labour suppl and

add signicantl to public outlas. In an era o improved health and longevit

and declining lost-time injuries in the workplace, growth in the incidence o

disabilit should be seriousl questioned. Policies that encourage greater reliance

on income support must be discarded in avour o better rehabilitation and

emploment policies.

A new ocus on disabilit emploment is required urgentl due to the ailure o past approaches that, while leading to an arra o ragmented public policies and

programmes, have ailed to achieve adequate emploment and participation

outcomes or people with disabilities who have signicant work capacit.

ACCI, through its education and training polic, promotes equalit o education

opportunities and options or people with special needs, including disabilities.

This means providing access to and appropriate support or people with

disabilities in education and training to ensure the have opportunities to develop

marketable skills that meet the needs o business.

Through its economic polic, ACCI articulates long-term aims o ull emploment

and an acceptable distribution o income and wealth across the communit.

Having people with disabilities o workorce age entirel reliant on income support

or long periods o their lives undermines these objectives. Without remed, it will

contribute to unsupportable growth in public expenditure.

Workplace-relations regulation must have the ultimate eect o encouraging

– rather than discouraging – the emploment o people with disabilities. ACCI

workplace-relations polic is based on principles o simplicit and minimizing

regulations and that the determination b emploer and emploee at the

workplace level are particularl relevant to the emploment o people with

disabilities. An overl protective, rights-based approach to emploment regulation

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m p l e s

1 Download rom: www.acci.asn.au/text_les/policies/2007/EmplomentPeopleDisabilitiesPolic2007.pd



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or people with disabilities will detract rom, rather than assist, an increase in

emploment levels.

ACCI polic also advocates improved health and saet perormance, better

rehabilitation and return-to-work outcomes. Ageing increases the incidence

o disabilit in the communit, particularl within the cohort o mature age

emploees. This trend will require higher priorit to be given to the prevention o

workplace injur and disease and to the reorm o workers’ compensation schemes

to create greater incentives and supports or injured emploees to return to work

and to protect emploers willing to recruit and retain emploees with disabilities

rom unreasonable risk and cost.

policy obJectives

Participation and support or people with disabilities

ACCI supports participation policies and support sstems or people with

disabilities that:

l Ensure that people with disabilities participate to the ull extent o their

abilities, in emploment and in the communit;

l Recognize that disabilit does not automaticall equate with an inabilit

to work and require people with disabilities to take up emploment where

it is reasonable or them to do so;

l Discourage reliance on income support b those who have a signicant

capacit to work;

l Introduce appropriate mutual obligation requirements relative to those

met b people without disabilities;

l Provide most support to those most in need o assistance, including

supported emploment options;

l Ensure that people with disabilities who are able to work enjo the rewards

o emploment and are alwas better o in work than when reliant onincome support;

l Redirect public unding awa rom passive income support to

rehabilitation and emploment assistance;

l Do not create abrupt changes in the composition o the labour orce

without adequate and well-planned support or emploers.

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Trainin and education or people with disabilities

Australia has disappointing rates o participation or people with disabilities in

vocational education and training – less than 2.5 per cent, compared with 11

per cent o all workorce-age Australians. Training retention rates and eventual

emploment outcomes are also well below average, as people with disabilities are

less likel to complete their training and graduates with disabilities are less likel

to nd emploment.

ACCI promotes training and education policies that:

l Develop and recognize marketable skills;

l Improve transitions or oung people with disabilities rom school to

urther education and training;

l Promote participation in vocational education and training through earl

intervention in schools;

l Provide appropriate assistance or people with disabilities to undertake

education and training;

l Ensure that people with disabilities are acknowledged as potential

participants in programmes that address areas o skills shortages wherever

reasonabl practical;

l

Provide or people with disabilities to upgrade their skills while in work andre-skilling where disabilit is a barrier to returning to a ormer occupation;

l Are eectivel linked to emploment and pre-emploment programmes

so that people with disabilities have continuit in the assistance the

require to move rom training and education to work.

employment for people With disAbilities

ACCI supports emploment policies that:

l Promote the emploment o people with disabilities to emploers andwithin the wider communit;

l Provide or a range o emploment options that acknowledge, airl and

realisticall, the circumstances and capacit o each individual and the level

o support required;

l Guarantee proessional assistance in the recruitment and integration o

emploees with disabilities in the workplace that is well coordinated and

inormed b emploers’ needs and that orms part o the communit’s

obligation to people with disabilities;

l Do not provide disincentives or unreasonable burdens or emploers

seeking to include people with disabilities in their workorce;

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l Acknowledge that not all industries are able to accommodate people

with disabilities to an equal degree due to the inherent nature o their ke

occupation tpes;

l Reduce complexit and red tape across the range o emploment and

vocational education and training programmes designed or people with

disabilities;

l Establish eective linkages between rehabilitation, training and return-to-

work programmes;

l Acknowledge and reward emploers who make substantial eort to

increase the numbers o people with disabilities in their workorce.

WorkplAce relAtions

Emploers will be most likel to provide greater emploment opportunities

or people with disabilities i there is as simple and straightorward process as

possible or such emploment.

ACCI activel pursues workplace relations policies that:

l Provide or the emploment o people whose productivit is limited b

their disabilit under the Supported Wages Scheme;

l Seek reorm o infexible workplace regulations that restrict emploers’

abilit to accommodate people with disabilities;

l Ensure that people with disabilities have the same access to fexible

working arrangements under the workplace relations sstem as all other

emploees, including individual agreement making and agreement

making with or without the involvement o trade unions.

occupAtionAl heAlth And sAfety

And Workers’ compensAtion

ACCI is committed to the achievement o an OHS outcome or Australian

workplaces where ever person in the workplace has a sae place o work and a

sae method o working, as ar as is reasonabl practicable, including:

l Improving workplace OHS perormance to reduce work-related injur and

disease;

l Increasing the capacit o emploers to achieve improved OHS

perormance;

l Ensuring that OHS and workers’ compensation sstems encourage earlintervention;

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l Promoting responsible participation b emploees and encouraging their

disclosure o conditions that ma aect emploers’ abilit to maintain

adequate levels o saet in the workplace;

l Ensuring that an awareness o OHS issues is incorporated into appropriate

workplace induction and vocational education and training programmes;

l Establishing an OHS polic that clearl denes roles and responsibilities o

everone in the workplace;

l Involving all emploees in a joint approach to improving OHS

perormance;

l Providing appropriate inormation and training to meet the needs o the

workplace and emploee participation;

l Minimizing risk, including identiing, assessing and controlling hazards,

and ongoing monitoring, evaluation and review;

l Reorming workers compensation schemes that contain disincentives to

earl rehabilitation and return to work.

Recent trends in the regulation o OHS and workers’ compensation schemes

are placing a higher dut o care on emploers that ma result in disincentives

to emplo people who present additional OHS risks. This does little to help

increase emploment opportunities or people with disabilities in man industrial

settings where there are signicant, additional costs associated with advancedrisk-management processes. Emploers who welcome people with disabilities

into their workplaces should not be penalized or doing so. While emploers wish

to promote the emploment o people with disabilities in a non-discriminator

workplace, shiting public costs o support or people with disabilities to private

cost or risk onl hinder emploers’ capacit to oer emploment.

Anti-discriminAtion

ACCI accepts the general principle o equal opportunit, which underpins an anti-discrimination law. ACCI promotes the understanding that discrimination is not an

acceptable human resource practice, does not constitute an appropriate basis or

human resource decision making and is contrar to the interests o business.

ACCI’s policies on discrimination against people with disabilities are incorporated

in its blueprint or the Australian workplace relations sstem, entitled Modern

Workplace: Modern Future.

Emploers alread bear a considerable regulator burden rom a range o Federal

and State anti-discrimination laws. Additional regulation that introduces ar-

reaching and unspecied obligations on emploers or mandator requirements

such as emploment quotas cannot be supported.

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future directions

To make real progress in this area, a concerted and well-coordinated eort must

be made on the part o governments and the communit sector, working in

partnership with emploers to achieve the ollowing ke goals:1. Eliminating aspects o social and industrial policies that create disincentives or

people with disabilities to take up emploment;

2. Examining the reasons or the growth in welare reliance among people with

disabilities and the actors that need to be addressed to stem unacceptable

exit rates rom the labour orce;

3. Providing enhanced emploment opportunities or people with disabilities

through training, workplace support and communit education;

4. Providing consistenc and ease o transition between programmes that aim

to assist people with disabilities in education, training, pre-emploment,

emploment and return to work;

5. Improving communit awareness o the benets o increased emploment or

people with disabilities and recognizing emploers who make a commitment

to emplo workers with disabilities;

6. Providing adequate and well-communicated support and incentives or

emploers, together with a reduction in risks and red tape;

7. Ensuring that emploers are not liable or the costs o adjustment where

welare reorm measures lead to signicant change in the composition o

labour markets.

the policy frAmeWork

Sustained and sustainable economic growth underpins improvement in the

standard o living o all Australians. Through participation in work, people with

disabilities are able to make a valuable contribution and share in the benets o

emploment.

At the same time, ACCI recognizes that increasing the capacit o people with

disabilities to participate in emploment and in man other areas o communit

lie will bring greater opportunities or improved markets in assistive and adaptive

technologies that remove barriers.

ACCI plas an active part in the development, monitoring and evaluation o

education and training policies and initiatives and labour market policies and

programmes to ensure the meet the needs o business and industr in a dnamic

and competitive global econom. From this perspective, ACCI is ideall placed toperorm a lead role in developing new approaches to improve the participation

and competitiveness o people with disabilities in labour markets.

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AMERICAN TELEPHONE & TELEgRAPH (AT&T)

Corporate Disabilit Polic (United States)

AT&T is committed to a program o armative action aimed at ensuring equal

opportunit and providing reasonable accommodations to the phsical and

mental limitations o qualied job applicants and emploees. No individual will be

unlawull discriminated against because o a phsical or mental disabilit, because

he or she ma require a reasonable accommodation, or because o his/her status

as a covered veteran.

AT&T’s polic is to recruit, hire, train and promote individuals with disabilities,

special disabled veterans, veterans o the Vietnam War era and other eligible

veterans without discrimination in all job titles. Further, the polic ensures that all

other personnel actions are administered without unlawul regard to disabilit and

that emploment decisions are based on valid job requirements.

Emploees and applicants shall not be subjected to harassment, intimidation,

threats, coercion or discrimination because the have engaged in or ma engage

in an o the ollowing activities:

l Filing a complaint;

l

Assisting or participating in an investigation, compliance review, hearingor an other activit related to the administration o Section 503 o the

Rehabilitation Act o 1973 [US], as amended, or the Vietnam Era Veterans’

Readjustment Assistance Act o 1974 (VEVRAA), as amended, or an other

ederal, state or local law requiring equal opportunit or individuals with

disabilities or special disabled veterans, veterans o the Vietnam War era

or other veterans;

l Opposing an act or practice made unlawul b Section 503 (VEVRAA)

or the implementing regulations in an other ederal, state or local law

requiring equal emploment or individuals with disabilities or specialdisabled veterans, veterans o the Vietnam War era or other veterans;

l Exercising an other right protected b Section 503 (VEVRAA) or their

implementing regulations.

AT&T commits to monitoring and measuring the eectiveness o its armative

action program.

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began on BBC 3 on September 10 2006 and eatures a number o disabled

characters, in addition to the lead role plaed b Paul Henshall.

l BBC4 to broadcast a minimum o two proles o people o achievement

per ear, with an ambition to develop new on-screen talent in its actual

output (proles o Ra Charles; Mohammed Ali).

In addition, there are man other examples o the BBC’s increasing commitment to

the inclusion and portraal o disabled people in TV output:

l New Street Law and Read Stead Cook on BBC 1 BCIDN BBC Maniesto

Update

l Ballamor and Something Special on Cbeebies

l Soundproo, A Thing Called Love, Top Gear and Junior Mastermind on

BBC 2

l House o Tin Tearawas on BBC 3

l BBC News correspondent Frank Gardner, recentl disabled, has been

eatured in various reports.

In radio:

l In Touch and you and yours on Radio 4, presented b Peter White,

regularl eatures items o interest and relevance to disabled people,

likewise Woman’s Hour and Sound Advice, presented b Gles Brandreth.

l Nick Clarke, presenter o PM and disabled as a result o cancer, kept an

audio diar about his experiences and the eect losing a leg has had on

him and his amil, which was broadcast on Radio 4 just prior to his return

to his anchor role on PM.

l The Archers on Radio 4 has blind actor Ran Kell plaing the regular

character Jazzer.

l Sound Barriers a Radio 4 drama eatured dea actor Steve Da.

l The Lights, a Radio 4 drama eatured wheelchair-using actor Luke Hamill

plaing a wheelchair-using character.

l M MS and Me, another Radio 4 drama written b Jim Sweene, who has

MS.

l Peeling, on Radio 3, written b visuall impaired writer Kaite O’Reill

l Watch the Spider, also on Radio 3, written and perormed b And Mcla,

a paraplegic, about his experiences.

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Other audience:

l The BBC commissioned the rst-ever comprehensive, in-depth research

into learning disabled audiences, covering what the watched, how well

the thought their needs were catered or and what specic programmes

the would like see on TV in the uture.

l A ke nding o the learning disabled research was the importance o TV

soaps to learning disabled people, providing them with a window to the

world, helping them to understand everthing rom relationships to what

goes on in a pub. This led to the overwhelming desire to see themselves

represented in these programmes above all others, particularl signicant

in the light o the current Eastenders’ storline about Bill and Hone’s

bab having Down’s Sndrome.

l The BBC – in conjunction with Channel 4 and the Actor’s Centre – ran theTalent Fund or Disabled Actors, a training and development scheme or

25 disabled actors, selected through nation-wide open auditions. The

aim was to increase the pool o disabled acting talent available to casting

directors.

l BBC Children’s has worked closel with the National Dea Children’s

Societ to produce a guide or programme makers on how to ensure that

their programmes are inclusive o and accessible to Dea children.

What we will be doin oin orward:

l The Production Handbook – a guide or programme makers on the

Disabilit Discrimination Act (DDA) – is currentl being updated and will

be re-launched.

l A recent audit o a range o BBC programmes has been carried out to

assess provision or studio audiences and contributors under the DDA.

Follow-up meetings with production teams will be held to ensure that

the recommendations arising rom the audit are carried out so that

programmes are compliant with the DDA.

l A portraal monitoring surve o BBC TV peak time output has recentl

been commissioned; results will be available at the end o 2006. The

surve will be presented to the TV Commissioning Group and will be used

to inorm polic on inclusion and portraal going orward.

l BBC TV division (soon to become BBC Vision) recentl appointed Mar

Fitzpatrick as Editorial Executive or Diversit to urther help increase the

diversit o participants in BBC output, with a specic ocus on disabilit

and ethnicit.l Mar is currentl reviewing the Disabilit Portraal targets with a view to

setting new, more stretching targets.

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l Alread commissioned but not et broadcast TV programmes include

New Street Law Series 2 and a new children’s drama, Desperados, about a

disabled basketball team.

l Alread commissioned but not et broadcast radio output includes Rean’s

Girls, a Radio 4 aternoon pla written b Kaite O’Reill, who is visuall

impaired; Dabreak, an aternoon pla written b disabled writer Tom Ra

and a commission or an aternoon pla written b Sue Townsend who is

now blind.

l Increase the number o disabled people working in production or the

BBC, either in-house or through independent commissions.

l Continue to activel encourage the inclusion o disabled people in

mainstream programming as well as targeted programming that works in

the mainstream, such as Beond Boundaries and I’m With Stupid.

l Begin the search or a learning disabled presenter or Children’s on-air

presentation.

l In radio, re-investigating was to ensure that programmes eaturing

items o interest to the disabled audience are fagged on BCIDN BBC

Maniesto Update to that audience. BBC Radio Factual is also considering

introducing a regular Disabilit Newsletter.

employment

2. The BBC aims to increase the number o disabled people in all areas o theworkorce, includin production

The DDA states that:

l It is unlawul to treat disabled applicants or emploees less avourabl or

a reason related to their disabilit, unless that treatment can be justied.

l Emploers must also make reasonable adjustments to premises or working

arrangements that place a disabled person at a substantial disadvantage.

In order to meet these leal obliations, the BBC continues to:

l Review recruitment practices so that job opportunities are accessible to

disabled people (advertising, selection and assessment procedures).

l Make reasonable adjustments or emploees who are or become disabled

during emploment.

l The BBC’s commitment to providing a reasonable level o support to its

disabled sta was actored into the out-sourcing contract with Capita.

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In addition the BBC is committed to:

l Assessing the current level o disabled emploees and has set a Disabilit

Emploment Target o 4% to be met b December 2007 ater which the

will be reviewed. We are currentl the onl broadcaster to have a publicl

announced target.

l Consulting with our disabled sta.

l Monitoring progress regularl at the Diversit Board; Mark Thompson

chairs this board and members are all the Divisional Directors.

l Continuing to monitor our disabled workorce.

l Continuing to run Extend, maintaining its more recent, successul ocus on

placements in production areas and reviewing the easibilit o increasing

the number o Extendees taken on annuall. The pan-BBC Access Unit

has now been in operation or ve ears, oering a range o services to

disabled sta that ranges rom access assessments or new starters or

newl disabled existing members o sta to reasonable adjustments to

trained acilitators who can undertake some production roles to general

support and advice. In addition, the are now also advising production

teams working with disabled contributors on technical and production

related issues, such as Desperados.

l

Continue to have a dedicated assistive technolog manager.

Access to goods & services

3. The BBC aims to increase access to services, on and o air.

The DDA states that it is unlawul or service providers to treat disabled people

less avourabl, unjustiabl. Service providers:

l Must make reasonable adjustments to practices, policies and procedures

that make it impossible or unreasonabl dicult or disabled people to

use the service.

l Must provide aids, such as a textphone or inormation in alternative

ormats (disc, tape or Braille), where the would help a disabled person

use a service that would otherwise be inaccessible.

In broadcasting,”services” include:

l Programmes (subtitling, audio description and signing)

l Programme support services (helplines, booklets, act sheets)

l Web sites

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Service provision commitments:

l The BBC is committed to subtitling 100% o programming on BBC 1, BBC

2, BBC News24, BBC 3, BBC 4, CBBC and CBeebies b 2008.

l Currentl 95% o BBC 1 and BBC 2, and 80% o the remaining channels,are subtitled.

l The BBC is committed to signing 5% o programming on all o the above

channels b 2008.

l Currentl, at least 4% o each channel is signed.

l Finall, the BBC is committed to audio describing 10% o programming on

BBC 1, BBC 2, BBC 3, BBC 4, CBBC and CBeebies b 2008.

l Currentl, at least 8 per cent o these channels’ content is audio described.The BBC is exceeding its Ocom quotas on access services each quarter

and is also on track to meet the quotas required b Ocom b 2008.

BBC Inormation provides programme details and other BBC public documents in

a variet o accessible ormats. The BBC Inormation Director is available ree; in

addition to the standard version, there is also a simple English version, an audio

version and a large print version.

Web site accessibilit

The BBC has continued in its commitment to making its content as accessible toas wide an audience as possible. This has been refected in the establishment o

an accessibilit team in 2005 and 2006, the rst with a brie to deliver accessible

educational content or BBC Jam [no longer on air] and the second ocusing on

the deliver o accessible uture services, starting with BBC iPlaer.

l The rst prototpes o bbc.co.uk’s uture subtitling service were seen in

2005/06 in both the Click Online and iMP (Interactive Media Plaer) Trials.

The learning rom these prototpes has enabled bbc.co.uk to develop the

necessar technologies to deliver subtitling or its uture content. This will

culminate in the launch o the rst subtitles service or online AV content

as part o BBC iPlaer in 2007.

l The BBC launched M Web, M Wa (bbc.co.uk/accessibilit) in 2005.

The web site aims to equip anone using a computer with the tools

and understanding to enable them to make the most o the Internet,

whatever their abilit or disabilit and regardless o the operating sstem

(Windows, Mac or Linux) the use. The site provides advice and help to all

those people who would benet rom making changes to their browser,

operating sstem or computer b giving advice on a wide range o specialist hardware, such as alternative keboards and mice, and sotware,

such as voice recognition, screen reading and word prediction.

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l Cbeebies have worked closel with oung children with motor disorders,

such as Cerebral Pals, to design a dozen un and inclusive games or

children 6 ears old and ounger. The Cbeebies team have proved that

designing and adapting games to be controlled b switches rather

than pointing devices is “child’s pla”, such as Rol Mo, Snag a Snoot,Teletubbies: Let’s Count, Teletubbies: Peek-a-boo, Tots TV: Counting Song

(this works automaticall with single switch), Boogie Beebies: What am I?;

Razzledazzle: Chit Chat Chest, Something Special: Old Macdonald’s Farm,

Something Special: Transport Snap, Tikkabilla: Emotion Theatre, Tweenies,

Startastic Captain Jake: Tweenies, Hide and Hear, the Adventures o

Debbie Duck, Tweenies: Make Music with Max (all these can be ound on

www.bbc.co.uk).

BBC iPlaer accessibilit

The BBC is committed to making its broadcast and online products and services as

accessible as possible. The BBC iPlaer proposal or an online TV catch-up service

is no exception, bringing both best practice in accessible web site design and TV

access services together in one service.

The interace has been built with the consultation o the BBC New Media Access

Team and various accessibilit consultants. This ongoing consultation has ed into

ever stage o the BBC iPlaer design, which has enabled the development team

to build a platorm rom which accessible interaces with additional accessibilit

eatures, such as the displa settings options, can be built.

This BBC iPlaer will also eature TV-stle access services (subtitles, audio

description and British Sign Language). Each solution has been designed to

maintain the high standards o the BBC’s linear TV services and will match the

BBC’s TV access services commitments b 2008.

With accessibilit as one o its ke objectives, the BBC iPlaer will set the standards

or accessibilit or all uture BBC digital services.

bbc WorkplAce

4. The BBC aims to ensure access to its buildins

l In 2001 the BBC initiated a long-term process aimed at establishing

improved access or disabled sta, visitors and artists across the BBC

estate. We initiall carried out a programme o site audits across the entire

estate and this produced a substantial list o potential improvements or

consideration and action. BCIDN BBC Maniesto Update Items identied

ranged rom minor works to more signicant building improvements.

BBC Workplace subsequentl initiated a specic project to put in place arolling programme o works that has so ar led to a nancial commitment

in excess o £3m o improvements and upgrades across the estate.

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Detailed improvements

The work so ar carried out tpicall covers:

l External building approach and car parking provision

l New and improved ramping

l Reception works

l Toilet works (both new and upgrades)

l New doors, some door automation and improved vision panelling

l Better signage

l Provision o dea alerters and hearing induction loops

l Lit-car improvement works

l A new lit or Belast

l Lighting and colour contrast improvements or the visuall impaired

l Renewal o and improvements to handrails

l Access improvements to studios and audience areas

l Better dressing room provision

l Projects to assist some disabled sta in their workspace.

New buildins and major reurbishments

In addition to the above, the BBC has also embraced access improvements into all

o major site developments, most notabl at White Cit and Broadcasting House

in London and at Pacic Qua in Glasgow. Furthermore, when we carr out an

signicant upgrades or reurbishments to our present buildings, we alwas ask i

we can build in access improvements. When proposing a move into a new site, we

also ensure that a ull DDA-related audit is carried out. The audit report inorms

our judgement as to the suitabilit o the site in question.

Onoin commitment

All o the listed details here outline our seriousness in seeking to make necessar

and important improvements. We recognise, however, that the process is not

et complete and that we still have a number o access challenges to overcome,

particularl in some o our larger and older buildings. Nevertheless, our strategic

vision is clear, and we remain ull committed to the process o improving

accessibilit across the BBC estate, wherever this is possible.

(2006)



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WhAt is A disAbility?

A disabilit can be dened as a phsical, sensor, intellectual or mental

impairment, which has an adverse impact on a person’s prospect o securing,

returning to, retaining and advancing in suitable emploment.OBLIgATIONS UNDER THE CODE

general

The organization is committed to treat a disabled person in a manner not less

avourable than an other emploee in relation to all matters pertaining to

emploment.

The organization shall make reasonable adjustments wherever possible to ensure

the eradication o unair/unethical barriers that hinder the contribution o disabled

emploees.

Listed are some examples o adjustments:

l Making adjustments in access to premises/work stations.

l Acquisition o appropriate equipment or modication o equipment as

required.

l The grant o leave rom work as reasonable or rehabilitation, assessment

or treatment.

l Provision o training and retraining as relevant.

l Provision o special saet eatures as reasonabl required.

l Ensuring appropriate supervision/mentoring.

Manaers responsibilities – Recruitment and selection

l To ensure advertisements/applications are publicized in a non-

discriminator manner through the inclusion o a statement that promotes

diversit in emploment, and encourages applications rom candidates

with disabilities.l Disabled job applicants who possess the essential selection criteria should

be granted the opportunit o an interview.

l Sta involved within the recruitment process should be provided with an

induction to the contents o this Code.

l Wherever possible the emploer should accommodate adjustments to the

recruitment process to enable candidates with disabilities to participate

and perorm on an equal basis with other candidates. For example, b

permitting a sign language interpreter at the interview.

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Induction, trainin and continuous support

l The line manager should ensure that inormation essential to the job

and workplace such as job instructions, work manuals, inormation on

sta rules, grievance procedures, and health and saet procedures are

communicated to emploees with disabilities in a ormat that assures that

the are ull inormed.

l The line manager will be responsible or conducting discussions with

disabled appointees regarding their individual needs, such as the need or

specic acilities and equipment. The line manager will also be responsible

or ensuring that reasonable support is provided. Advice should be

available rom the team human resources adviser who can arrange to

undertake or arrange ergonomic workplace visits b experts and advise on

appropriate equipment and acilities as necessar.l Condentialit should be maintained at all times in relation to all matters

pertaining to the disabilit as ma be discussed and the appointee,

in consultation with the line manager, shall decide what inormation

concerning the disabilit is divulged to colleagues.

l It is desirable and recommended that a ellow emploee acts as a

temporar guide/mentor to oer assistance as necessar to the new

emploee b mutual agreement. The new emploee should be inormed

o the rst point o contact or advice or assistance on an issues in

relation to the disabilit and the ollow up procedure as ma be requiredthereater.

Career development

l Equal opportunities with other emploees at the workplace should be

aorded to emploees with disabilities to acquire the skills and experience

necessar to develop their ull potential within the organization.

l Emploees should be encouraged to appl or promotion, particularl

where it appears that the ma be reluctant to do so, because o an

impairment arising rom their disabilit, or perceived obstacles in theirworking environment.

l Inormation about career development and promotional opportunities

should be made available and communicated in a manner and orm that is

accessible to emploees with disabilities.

Health and saet

l Managers should pa particular attention to health and saet issues

relating to disabled emploees to ensure that the and their colleagues

are ull aware o the saet procedures.

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l The human resources division will also welcome eedback on this Code,

particularl in relation to an concerns or issues that an emploee ma

have in relation to its applicabilit and operation.

l The emploer will not condone an activit o harassment on grounds o

disabilit.

7. RESPONSIBILITIES FOR IMPLEMENTINg THE CODE

The emploer is responsible or ensuring that sta members who are involved

in selection and other emploment related areas be adequatel inormed and

trained in relation to disabilit issues. All emploees in the organization should

also be amiliar with the provisions o this Code to ensure that the principles and

practices as outlined in this Code are observed.

(2006)



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INTERNATIONAL LABOUR OFFICE (ILO)

Polic on the Emploment o Persons with Disabilites

1. The Oce is committed to providing equalit o access to emploment in

the International Labour Oce, recognizing that it is in the Oce’s interest

to recruit and maintain a diverse and skilled sta, which includes persons

with disabilities. It is thereore the polic o this Oce to activel promote

equal access to emploment opportunities within the ILO or persons with

disabilities. To this end, the Oce undertakes to identi and eliminate

barriers to the emploment, advancement and retention o persons with

disabilities and to promote a workplace culture based on air practices which

will saeguard the rights o persons with disabilities to be treated with dignitand respect and to enjo equal terms and conditions o emploment. In this

regard, the Oce notes that special positive measures designed to meet

the particular requirements o persons with disabilities are not regarded as

discrimination against other workers.

Scope and application o the polic

2. The Oce recognizes that people with disabilities include those whose

disabilities are readil apparent as well as those with less apparent disabilities.

Whether or not a disabilit is obvious, reasonable accommodation ma be

required to enable the person enjos equal access to emploment, as well as

equalit in all terms and conditions o their emploment. This polic applies

to the selection and recruitment process at the time o initial appointment as

well as throughout the career o the sta member and to the job retention

and return to work o persons who acquire a disabilit in the course o their

emploment.

Defnitions

3. A “person with a disabilit” is dened as:

An individual whose prospects o securing, returning to, retaining and

advancing in suitable employment are substantially reduced as a result o a

duly recognized physical, sensory, intellectual or mental impairment.4

4. The Oce recognizes that a disabilit ma be temporar in nature.5 It

undertakes to take reasonable measures to accommodate disabilities o a

temporar nature wherever practicable.

5. The term “reasonable accommodation” is dened as appropriate measures

enabling a person with a disabilit to have access to, participate in, advance

4 This denition is taken rom Managing Disabilit in the Workplace, ILO Code o Practice (2002), paragraph 1.4, which expands upon

the denition o disabilit set out in the Vocational Rehabilitation and Emploment (Disabled Persons) Convention, 1983 (No. 159).5 A temporar disabilit is dened as an impairment that is not expected to persist or longer than 12 months.

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in emploment, undergo training or other career development opportunities.

It ma include adaptation o the job, including adjustment and modication

o machiner and equipment and/or modication o the job content, working

time and work organization, and the adaptation o the work environment

to provide access to the place o work, to acilitate the emploment o individuals with disabilities. The requested accommodation should not impose

a disproportionate burden on the Oce, in nancial terms or in terms o its

practical implications, eects on the overall work process and length o the

envisaged emploment contract.

Reasonable accommodation

6. The Oce undertakes to provide reasonable accommodations necessar to

enable a person with a disabilit to enter into and remain in emploment with

the ILO. The principle o reasonable accommodation applies to all aspects o emploment, including:

l Recruitment, selection and appointment

l Career guidance and development

l Training opportunities

l Promotion or transers

l Job retention

l Return to work

7. It is incumbent upon the person with a disabilit to inorm the Oce o the

need or a reasonable accommodation, particularl where the need or such

accommodation ma not be readil apparent. The nature and extent o the

accommodation required should be determined b the particular needs o

that individual. The Oce ma decline to provide the accommodation i to

do so would impose a disproportionate burden. It shall be or the Oce

to demonstrate this element in the event that it declines to provide the

accommodation requested.

Selection and recruitment

8. The Oce encourages persons with disabilities to appl or positions within

the Oce. It will thereore include a positive reerence to the ILO’s polic on

the emploment o persons with disabilities in the vacanc announcement

or posts, b stating that applications rom persons with disabilities are

welcome. In addition, wherever possible, the Oce will also disseminate

notices concerning vacant posts to specialist publications and organizations

promoting the emploment o persons with disabilities.



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12. Opportunities or ocials with disabilities to participate in training

programmes, seminars, conerences and other ora that might aord

opportunities or advancement will be developed and disseminated to the

extent possible. The use o readers, interpreters and adapted materials will be

acilitated, where necessar and appropriate, to promote the ull participationo ocials with disabilities in such events.

Appraisals

13. The perormance appraisal o ocials with disabilities will be undertaken

according to the objective criteria related to the essential tasks o the job

occupied b the ocial being appraised. Such appraisals will make ever eort

to avoid application o an criteria which would indirectl discriminate against

the ocial on the basis o the disabilit or o an reasonable accommodation

provided to assist the ocial concerned in perorming the essential tasks o the job.

Retention in emploment and return to work

14. I a sta member acquires a disabilit or an existing disabilit becomes

more severe, the Oce will take positive steps aimed at enabling the sta

member to remain in suitable emploment or to return to work ollowing an

absence resulting rom an acquired or increased disabilit. In consultation

with the sta member, the Oce will seek to identi and put in place

reasonable accommodations to acilitate their retention or return to work. Such

measures ma include adaptation o the workplace, work schedules and work

organization, retraining or redeploment.

Workin environment

15. Where appropriate, the Oce will consult with the ocial concerned to

determine what reasonable accommodations ma be required to acilitate his

or her emploment. The Oce is committed to taking all reasonable measures

to eliminate phsical or technical workplace barriers to the emploment o

persons with disabilities, including:

Buildins

(a) All new buildings or improvements to existing buildings occupied b sta

members should compl with the relevant local national legislation in respect

o the access and utilization o public buildings b persons with disabilities.

In this respect, the Oce will take all reasonable measures to ensure that

ocials with disabilities are allocated oce accommodations compatible

with their particular needs, including the provision o designated accessible

entrances and exits to the buildings and designated parking, where necessar.

Emergenc acilities must be appropriate to all ocials with disabilities.



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Ofce environment

(b) The Oce will take steps to ensure that the oce environment is suited

to a person with specic needs, including where appropriate, an ergonomic

assessment o the oce environment when a newl recruited sta member

with a disabilit commences emploment and whenever a sta member’s moveto a dierent oce entails a signicant change in the oce environment, such

as a move rom headquarters to a eld oce.

Meetins, conerences, workshops and seminars

(c) The Oce will take all reasonable measures to ensure that persons with

disabilities are able to participate ull in meetings, conerences, workshops,

seminars and other ora. Presentation aids or other media should, as ar as

practicable, be accessible to people with phsical and sensor disabilities, and

relevant materials should be available in accessible ormats. Attention will also

be paid to the accessibilit o the venues where events are held, to ensure thatthe are accessible to ocials with disabilities.

Fleible work arranements

(d) Where reasonable and appropriate, fexible working arrangements will be

agreed upon between the sta member concerned and the applicable line

manager to meet both the Oce’s work requirements and the particular needs

o the ocial. Some examples o good practice in this area include:

l Flexible starting and nishing times to accommodate the diculties that

some persons with disabilities encounter in getting to and rom work usingpublic transportation;

l Regular breaks during the work da to accommodate the needs o ocials

with disabilities who require periodic medication or rest periods;

l Other measures, such as reduced hours or teleworking arrangements, with

adequate technological support being provided b the Oce.

Access to inormation

(e) The Oce will take steps to ensure that inormation technolog tools

available to sta members, including intranets, applications and databases, areavailable in accessible ormats. In this regard, ocials with disabilities shall be

consulted concerning special equipment or urniture that might be necessar

to enable them to perorm the essential unctions o their job, including

through enabling them to access inormation technolog tools.

Dissemination o inormation and awareness trainin

16. General inormation on disabilities in the workplace and the rights and

duties o persons with disabilities will be provided to all sta to ensure a ull

understanding o this polic and its underling principles.

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Monitorin and implementation

17. The Oce will conduct periodic audits o the number o candidates with

disabilities in competitions, the number who are included on the short lists

or competitions and the number selected and appointed. In addition, the

Oce will conduct reviews ever ve ears o the eectiveness o the positive

measures undertaken pursuant to this polic to promote emploment

opportunities or persons with disabilities and take steps to improve the

eectiveness o such measures, as necessar.

Confdentialit o inormation

18. The Oce will respect the condentialit o inormation provided b anone

relating to his/her disabilit or health status.

Transitional provisions

19. The Oce stresses that, while it remains rml committed to the principle o

equal access to emploment opportunities within the ILO or persons with

disabilities, it ma not be in a position to immediatel remove all barriers

to the ull implementation o this polic in each individual case. The Oce

nevertheless undertakes to continue to move orward to implement ull all o

the protections o the polic.

(Jul 2005)



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MARRIOTT FOUNDATION FOR PEOPLEWITH DISABILITIES

Bridges... From School to Work (United States)

The Marriott Foundation or People with Disabilities was established in 1989 b the

amil o J. Willard Marriott, ounder o Marriott International. Richard E. Marriott,

chairman o Host Marriott Corporation, serves as chairman o the Foundation’s

board o trustees.

The Foundation’s mission is to oster the emploment o oung people with

disabilities. To achieve this, it developed and operates “Bridges…rom school to

work,” a program that places oung people with disabilities who are preparingto exit high school in jobs with local emploers. With a long term ocus on career

development, the program continues to work with these outh to help them

grow and advance on the job. Bridges was launched in late 1989 in Montgomer

Count, Marland, where it continues to operate. It has since been established in

the inner cities o Atlanta, Chicago, Los Angeles, Philadelphia, San Francisco and

Washington, DC.

Education, training and support are central to the Bridges models. To prepare

outh or the workplace, the program provides orientation and training or outh

and their amilies. To assist emploers, Bridges oers coaching that addressesworkplace issues such as communication, supervision and discipline. To

support the placement process, Bridges sta at each program site help identi

appropriate positions, match the oung person’s interests and capabilities with

job requirements and provide ongoing assistance to emploers and outh.

Additionall, the support and involve emploers and outh in the planning and

development o vocational growth opportunities.

To date, Bridges programs have acilitated the placement o more than 7,800

oung people in competitive jobs with over 1,500 emploers. The great majorit

o those outh are members o ethnic or racial minorit groups and man aceadditional socio-economic challenges. Bridges currentl serves an additional 1,100

outh annuall. For these oung adults the uture holds the prospect o productive

and ullling work o a new and important role as contributing members o their

communities.

The Marriott Foundation or People with Disabilities is a non-prot organization

and its Bridges projects are unded in part b grants rom the US Department o

Labour and the US Department o Education.

(June 2005)

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NIKE

Nike and People with Disabilities

Nike’s mission is “To bring innovation and inspiration to ever athlete* in world.”

And in the words o Nike co-ounder Bill Bowerman, we believe that “i ou have a

bod, ou are an athlete”.

But rst ou are a human, an individual with rare talents and singular perspective,

diverse rom all the rest. Nike was built on erce independence, pride,

imagination and guts. The compan is growing into a diverse and creative

workplace that produces some o the best and most innovative athletic ootwear,

apparel and equipment in the world. Since our ocus is alwas to help athletes

reach their ull potential, we aren’t daunted b our dierences. We revel in them,

using our diversit to elevate everthing we do.

Diversit at Nike means honoring a world o ideas, opportunities and people

driving our compan. Nike seeks to engage emploees who refect and

understand our consumers and athletes. We believe in and encourage a variet o

views, practices and backgrounds among our supplier base. We strive to build a

workplace that helps ever individual and communit within Nike to fourish.

disAbility by the numbersThough accurate statistics are dicult to determine, the ILO estimates that there

are 610 million people with disabilities living worldwide, with an estimated 400

million people with disabilities in the developing world. Disabilit is estimated

to aect 10 to 20 per cent o ever countr’s population, a percentage that is

expected to grow because o poor health care and nutrition earl in lie, growing

elderl populations and, in some countries, civil conficts. There are an estimated

39 million people across Europe with some tpe o disabilit, 54 million people

in the United States and approximatel 100 million in the US who are touched b

disabilit through close ties with someone the know.

Nike is a compan o approximatel 25,000 emploees o all abilities. Nike

recognizes the benets o a diverse workorce and is dedicated to educating

our emploees and the communit on the proound impact and value that

emploees, athletes and consumers with disabilities contribute to the success o

our business and the enrichment o the communities where we live and work.

nike And Athletes

Nike’s DNA is tightl wound around competition. We honor athletes and thecompetitive nature o sport. We seek excellence wherever it ma be. And that

wholeheartedl includes athletes who overcome disabilities with a erce desire to

compete.

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Case Martin Award

Proessional Gol Association member and Nike athlete Case Martin continues

to build awareness about Klippel-Trenaun-Weber Sndrome, a rare, incurable

and degenerative condition that causes chronic leg pain, making it phsicall

impossible or him to walk during tournaments. Undaunted b either the disabilit

or PGA roadblocks that threatened his gol career, Martin sued the PGA Tour in

1998, claiming that the Tour’s denial o his request to ride a cart during events

violated his civil liberties under the Americans with Disabilities Act. Martin

emerged victorious.

In 2001, Nike created the Case Martin Award to recognize the eorts o an

athlete who, like Martin, has overcome phsical, mental, societal or cultural

challenges to excel in their sport or who supports other athletes who ace similar

challenges. Winners o the award include Eli Wol (2001), a member o the USParalmpic soccer team and a leader in academic research in the eld o athletic

disabilities; Rud Garcia-Tolson (2002), a 14-ear-old double-amputee swimmer

and track athlete rom Bloomington, Cal., who devotes signicant advocac or

the Challenged Athletes Foundation; Emmanuel Oosu yeboah (2003), a 26-

ear-old cclist and disabilit awareness activist rom Ghana; and Jesse Billauer,

a quadriplegic surer who started a oundation called Lie Rolls On to spread

awareness about spinal cord injuries. The award includes a silver medal and

a US$25,000 grant to a charitable organization o the winner’s choosing that

supports the disabled.

Nike provides support and assistance to other disabled athletes including distance

runner Marla Runan who is legall blind, goler Dennis Walters, the NBA Portland

Trailblazers’ Wheel Blazers basketball team, and various Canadian men’s and

women’s basketball wheelchair teams as well as Canada’s Paralmpic Team through

the Canadian Track & Field Federation.

In Januar 2004, Nike became an ocial sponsor and licensee o the 2006 and

2008 US Olmpic and Paralmpic Teams, as announced b the US Olmpic

Committee. For the rst time ever, US Olmpic and Paralmpic athletes will be

wearing the innovation and inspiration embodied in Nike’s athletic ootwear andapparel on the victor podium.

The partnership between two o the premier organizations in sports will help

enhance the visibilit o US athletes. The relationship will also create new

opportunities or both organizations to eectivel enhance grass roots programs

and will provide greater support to Olmpic and Paralmpic sport and athletes at

all levels.

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nike And the disAbled community

Nike extends its support or people with disabilities into the communit, with

participation in various civic organizations, associations and agencies in an

ongoing eort to aid and educate the public about disabilities.In Januar 2003, Nike joined orces with the Abilities Fund to help develop and

promote entrepreneurship as a route to economic independence or people with

disabilities. The Abilities Fund provides technical assistance to support Nike’s

eorts to extend its procurement and supplier diversit program to businesses

owned b people with disabilities. Nike, in turn, has given the und a grant to

support the organization’s eorts in the economic advancement o people with

disabilities.

In June 2003, Nike began supporting the Rick Hansen Wheels In Motion

undraising event. Some 11,000 Canadians participated in events in more than

160 communities across Canada. Participants biked, skated, ran, wheeled and

walked to help improve the lives o people with spinal cord injuries. More than

$600,000 was raised or critical spinal cord research.

Nike’s Europe, Middle East and Arica region supports individual communit

aairs programs at national and local levels in Belgium, France, German,

Holland, Spain and the United Kingdom. In Spain where Nike partners with the

oundation Empresa Sociedad, several o its projects are targeting people

with disabilities. All projects are driven b the belie that sport can unction asan important catalst or social cohesion. NikeTown Berlin’s Volunteer Program,

now in its th ear, is helping set a national trend o charitable activit in which

annuall 16 store emploees are given the opportunit to work in social projects

involving sports in the disadvantaged communit.

Since 1972, Nike emploees and athletes have contributed cash, product, in-kind

services and volunteer time to a variet o communit programs and non-prot

organizations, man o which serve the disabled communit. Nike donates 3 per

cent o its prior ear’s pre-tax prots to communit programs around the world,

including the Lance Armstrong Foundation, AIDS Resource Alliance, InternationalSpecial Olmpics, among others.

Since 2000, Nike through its emploees has donated more than $500,000 to US

health-related organizations through its Emploee Match Program, including

Special Olmpics Oregon, Oregon Games, the Muscular Dstroph Association,

Cstic Fibrosis, the Maine Handicapped Skiing program and man others.

In Oregon, Nike supports CCI Enterprises, a non-prot rehabilitation service

organization that provides vocational training, job placement and emploment

services or people with disabilities.

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nike disAbled employees

And friends netWork in the us

Nike’s Disabled Emploees Network (DEN) was ormed in March 2000 and is part

o the compan’s Emploee Diversit Network. DEN’s mission is “to add valueand enrich Nike and the communities in which it operates b promoting the

inclusion and ull utilization o emploees with disabilities”.

DEN is open to all US emploees and meets monthl, engaging in an active

agenda that includes sponsorship o activities geared around October’s National

Disabilit Emploment Awareness Month, hosting disabilit mentoring das,

showcasing adaptive sports, bringing in guest speakers and more. The network

assisted in the planning and execution o Nike’s corporate sponsorship o the

rst FlexAbilit Conerence in October 2001, which was part o an Oregon state-

sponsored public inormation campaign designed to help businesses recruit, hireand retain people with disabilities.

Nike is proud to hold gold-member status with the National Business and

Disabilit Council, thanks to the eorts o Nike DEN. The Council is the leading

national corporate resource or hiring, working with and marketing to people with

disabilities.

DEN routinel works with Nike Facilities to monitor, assess and improve access

or people with disabilities. The network is also proud o its close relationship

with Nike’s Stang and Emploee Relations division, in which the groups worktogether to increase hiring and retention o emploees with disabilities.

nike And Advertising

In Nike’s celebration o athletes, we hold up shining examples o the competitive

spirit, such as the drive o a wheelchair athlete in earl “Just Do It” advertising in

the late 1980s. We eatured HIV-positive marathoner Ric Munoz in another Nike

“Just Do It” ad in 1995, which Entertainment Weekly recognized as one o the

“50 Greatest Television Commercials o All Time.” Australian paralmpian John

Maclean ound the spotlight in a September 2002 ad.

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nike And the speciAl olympics

Since December 2002 Nike’s Europe, Middle East and Arica (EMEA) regional

oce has partnered with Special Olmpics Europe and Eurasia, ocusing on the

Special Olmpics Europe/Eurasia Women’s Football Development Project. Theproject introduces the “unied” concept: Plaers with mental handicaps pla

together with ull able women. In June 2005, a pan-European event will bring

together participants rom 12 countries with approximatel 1,000 plaers rom all

over the region.

In September 2003, Special Olmpics and Nike announced a partnership program

in China targeted to reach 6,000 new athletes, increasing the number o Special

Olmpics athletes in that countr to 186,000. This program is part o a ve-ear

plan to recruit, train and oer competitive experiences to 500,000 athletes in

China b 2005. Nike is donating 600 NikeGO product and equipment kits, valuedat $550,000, which Special Olmpics China will distribute to local schools in the

coming ear.

In Oregon, Nike and Special Olmpics Oregon have been partners or more

than a decade. In Jul 2003, Nike was honored or its sponsorship o 16 athletes

ranging in age rom late teens to earl 40s, who have excelled in their sport and

represented the state in the rst World Games or the Special Olmpics ever to

be organized outside the US.

employing people With disAbilities

Contract ootwear actor Chang Shin in Vietnam has been promoting

emploment or people with disabilities since 2001, when the started a one-ear

trial program or disabled emploees wanting to work ull time and helping to

integrate emploees with disabilities more ull into societ as respected citizens.

Nike provides technical support to the contract actor to enable this process.

In Jul 2003, Nike and six o Chang Shin’s ootwear contract actories donated

$3,000 to the Golden Heart Fund to sponsor the National pre-Para games or

athletes with disabilities.At Nike’s Wilsonville Distribution Center in Oregon, Nike has contracted with CCI,

Inc., who in turns emplos approximatel 15–27 individuals with developmental

disabilities or hearing, sight and pschiatric impairments as a transition step in

their work progression rom a CCI sheltered site. These persons handle boxing

operations or the distribution centre, which involves olding diverse-sized boxes

or packing and shipping, stapling operations and line sequencing o dierent-

sized boxes on conveor belts as needed or packaging shoes.

Job openings at Nike are automaticall posted through the National Business and

Disabilit Council (NBDC) web site (www.business-disabilit.com). Nike’s stang

group is in process o researching other web sites that ocus on job seekers with

disabilities.

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Nike makes reasonable accommodations or emploees with disabilities, whether

the are a new hire with a disabilit or an emploee who experiences an onset

o disabilit. Nike’s Emploee Relations department works with the emploee,

Facilities department and the Corporate Responsibilit Ergonomics department

to make necessar accommodations.

In 2003, Nike received a private sector Emploer-o-the-year award rom the

Oregon Commission or the Blind or its willingness over the ears to make

accommodations or Irene Faulkner, a long-term emploee who is blind,

committing to hiring someone to make their web site accessible and sponsoring

the Blind Ambition dragon boat team, which consists o legall blind individuals.

Additionall, Nike has sponsored Disabilit Mentoring opportunities and will be

serving on OCB’s emploer’s advisor board.

nike’s one shoe bAnk

The One Shoe Bank is a service oered b Nike to amputees. A small inventor o

single shoes is collected and kept in the Wilsonville distribution centre and made

available ree o charge to amputees who contact the program. The operation o

the One Shoe Bank is handled on a part-time basis b Nike Consumer Aairs.

(Ma 2005)

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NIKE

Code Leadership Standard on Non-Discrimination

stAndArd

Hiring, wages, benets, promotion, termination or retirement must be based solel

on an emploee’s abilit to perorm the job unction. All Nike contractors must

be committed to equal treatment o all individuals – regardless o race, color, sex,

national origin, age, religion, marital status, sexual orientation, gender identit,

gender expression, veteran status, disabilit or an other actors that are not job

related.

requirements

1. Each contractor must have a written polic against discrimination that includes:

l Statements requiring adherence to the local law;

l The name and title o the individual responsible or administering the

polic;

l Method(s) o voicing internal grievance(s);

l A statement that the decisions or hiring, salar, benets, advancement,termination or retirement are based solel on the abilit o the emploee

to do the job.

2. Each contractor must post this polic on emploee notication board(s).

3. Each contractor must communicate this polic during new emploee

orientation and at ongoing management meetings.

4. Each contractor must not require prospective emploees to disclose personal

inormation that is not relevant to the job or legall applicable.

5. Each contractor must communicate job openings to existing emploees.

6. Each contractor should evaluate current practices b reviewing job applicant

documentation to ensure adherence to polic.

7. Each contractor must ollow local requirements or emploment o designated

categories o emploees, such as those who are phsicall impaired.

8. Each contractor must provide pa equit, promotion, retirement and/or

termination options based solel on emploees’ educational and proessional

qualications and their abilit to perorm job unctions.

(October 2002)

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WESTPAC BANKINg CORPORATION

Westpac’s 2006 Accessibilit Action Plan 20066

Editor’s note: The ollowing is an excerpt rom the 58-page Westpac Accessibility Action Plan 2006.

The plan includes nine objectives related to disability awareness, employment o people with

disabilities, access to Westpac’s web site, telephone banking services and sel-service acilities,

accessibility o premises, inclusion o disabled persons in marketing and promotion, business area

initiatives and monitoring and evaluation. This excerpt includes introductory inormation and the

action plan or Objective 2: Increase employment o people with disability.

“As a global leader in responsible business practices, we are committed to

seeking an environment in which customers with disabilit have appropriate access

to our products and services, and emploees are chosen on the basis o the bestperson or the job, whether that person has a disabilit or not.” David Morgan,

Chie Executive Ocer

executive summAry

Westpac’s 2006 Accessibilit Action Plan represents the bank’s ongoing

commitment to ensuring better access to banking services and emploment

opportunities or people with disabilit.

Highlights o the Plan, the third to be lodged with the Human Rights and EqualOpportunit Commission since 2001, include:

l Establishing a new awareness training program ‘Do the Right Thing’ that

all current emploees must complete b Februar 2007

l Providing Auslan interpreter services at our Annual General Meeting,

which would also be available via webcast

l Captioning all high-end videos viewed b customers visiting our oers as

well as emploees

l Redesigning the queuing sstem in reurbished branches to provide audio

and visual prompts without the use o tickets and rope barriers

l Working more closel with our recruitment suppliers to attract candidates

with disabilit and acilitate their success

l For the rst time, providing mental health awareness training or the more

than 3000 leaders who manage diverse teams.

In addition, we will continue to improve access through enhancements in

technolog and work with our top 100 suppliers to infuence their policies onequitable access.

6 Download rom: www.westpac.com.au/internet/publish.ns/Content/WICRCU+Disabilit+Action+Plan

The document is also available in other ormats.

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obJective :

increAse employment of people With disAbility

Description

One o Westpac’s ke strategic objectives is to be an ‘emploer o choice’,

attracting committed and highl motivated emploees who support our core

values. This means recruiting the best people, which includes people with

disabilit. Our aims are thereore to:

l Ensure Westpac’s recruitment and attraction practices ull support Equal

Emploment Opportunit

l Ensure Westpac sources a diverse range o candidates, including people

with disabilit, via agencies and directl through Careers@Westpac (C@W)

l Focus on working towards a sustainable solution to emploing people with

disabilit.

Our fexible workplace practices are designed to accommodate the varied

personal circumstances in which our emploees work and live. Westpac has in

place non-discriminator recruitment policies and procedures relating specicall

to people with disabilit. These are included in Westpac’s Emploee Guidelines

and Recruitment Resources Centre, available internall on the Intranet. Externall,

inormation is ound on our website www.westpac.com.au under the ‘Westpac

Ino’ tab/Careers/Diversit.

Presentl, it is dicult to directl measure the prevalence o disabilit in our

workorce. This is wh we undertake an annual voluntar census (via our Sta

Perspectives Surve) on the diversit o our emploees, involving disclosure

o disabilit. Whilst ensuring our emploees’ right to privac is protected, this

inormation assists us to continuousl improve Westpac’s workplace practices.

Measurement Method

l Westpac emploees have completed disabilit awareness training and

been inormed about the 2006 AAP

l Emploees and managers have access to and understand the relevant non-

discriminator policies on recruiting, training and oering opportunities to

people with disabilit, including ‘workplace accommodations’

l No complaints are made under the DDA 1992 or under State or Territor

anti-discrimination legislation

l Labour orce statistics and, where possible, statistics on workplace

accommodations

general Manaer Responsible

GM Group People & Perormance

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Action

2.1 Recruitment Supplier Review

Use the reresh o current panel to review their abilit to sourceand manage a pipeline o diverse candidates:

lReview aspects o agencies’ own culture at the initialstage o requesting inormation

lReview experience in sourcing diverse candidates

lEmbed as requirement in Terms and Conditions, ServiceLevel Agreements

2.2 Attraction and Sourcin

lContinue to work with our current partner,

Disabilit Works AustralialInvestigate establishing a new partnership with an

external provider to increase the potential pool o candidates with disabilit

lAdopt a more proactive approach b giving access toour roles directl to suppliers

lReview advertising guidelines and diversit statements

lExpand advertising e.g. non-mainstream media with a targetmarket o the disabilit sector; additional job search sites

lProduce supporting marketing materials

2.3 Education

lIdenti and engage core group o hiring managers aschampions

lReview advertising guidelines and diversit statements

lInclude tagline encouraging people with disabilit to appl

2.4 Review recruitment process to ensure equitable

outcomes or all candidates

2.5 Monitorin & Measurement

Continue the existing tracking process and measures withcurrent and new providers

2.6 Workplace adjustments

Maintain relationship with ergonomist to advise on propert-

related workplace modications where required or sta withdisabilit

responsibility

GM Group P&PCareers@Westpac




GM Group P&P

Careers@Westpac


GM Group Propert



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CHANg SHIN

Viet Nam

In its Viet Nam operations, the Nike subcontractor Chang Shin produces a million

pairs o sneakers a month. Participating in that production are 161 disabled

workers whose disabilities range rom mobilit to visual and hearing impairments

and rom mild to severe. The disabled emploees work alongside non-disabled

emploees throughout Chang Shin’s 22 production workshops, which engage

a total o 18,500 workers. Chang Shin has achieved its integration without an

assistance rom a disabled person’s organization or NGO and in a countr with

a labour code that has an outmoded provision or a seven-hour work da or

disabled workers, which will hopeull change soon.

Chang Shin began hiring disabled workers in 2001, an initiative instigated b the

owner o the Korean-based Chang Shin. (The compan’s China operation also

hires workers with disabilities.) Since then, Chang Shin has seen a stead increase

in productivit, emploee retention, workplace morale and public image. It is a

good example o commitment and creative hiring.

According to Oliver Edolsa, Chang Shin Assistant Director o Corporate

Responsibilit Compliance, it took creative thinking to weave into the workorce

the emploees who needed to leave an hour earlier than other emploees. But

with technical support rom Nike and others, Chang Shin ound jobs where theshorter work da doesn’t impact the assembl lines, such as production jobs in

component preparation, maintenance and custodial jobs. Initiall, Chang Shin

worked with the Government or a trial exemption that allowed or 25 disabled

worker volunteers to work an eight-hour da. The programme was a success, and

both Nike and the Government are looking to review it in the uture and to change

the outmoded law.

Two o the disabled emploees have been promoted or excellent perormance,

and others ll ke posts throughout the actories; one o them is in charge o

cooling sstem maintenance, or instance.

Mr Edolsa admits that the management sta worried at rst when the disabled

workers expressed little condence in their abilities and the non-disabled workers

seemed unsure o how to interact with them. Time, he ound, vanished an

inhibitions. As everone saw the equal capabilities o disabled workers and once

Chang Shin learned to accommodate their work da, disabled emploees became

more condent and the non-disabled workers became quickl accepting and

supportive.

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As the number o actories locating around Ho Chi Minh Cit increases,

turnover rates within various enterprises have increased dramaticall. Chang

Shin experiences an overall 26 per cent annual turnover rate - except among its

disabled emploees. Onl two disabled workers have let. “In terms o advantages,

generall the turnover rate or disabled workers is ver, ver low compared toother workers,” explains Mr Edolsa.

Chang Shin’s initiative to hire disabled workers also has brought the subcontractor

some excellent publicit, including man eatures in Vietnamese newspapers.

Chang Shin’s disabled worker programme has contributed to its internal image

and workplace morale as well. “We are perceived as a compan that tries to do

good, not onl b the Vietnamese government, media and other external parties,”

sas Mr Edolsa, “but also b our own emploees.”



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6

CJ TELENIx

Republic o Korea

CJ Telenix is a specialized telemarketing subsidiar o CJ Home Shopping, the

rst home shopping network in Korea. CJ Telenix emplos 1,200 telemarketers,

more than 60 o whom have phsical disabilities. Most o CJ Telenix’s disabled

emploees ull their customer service tasks rom work stations in their homes.

As in man countries, Korea has an emploment quota sstem that requires

emploers hire a certain percentage o disabled emploees. I the ail to do so,

the emploer pas a lev that the Government uses to provide training, vocational

rehabilitation services or hiring incentives to increase the emploment and

emploabilit o disabled persons. For ears, CJ Telenix maintained a disabilitemploment rate o .06 per cent (well below the 2 per cent quota) and paid its

lev annuall. But in 2003 the compan established a relationship with the Korean

Emploment Promotion Agenc or Disabled Persons (KEPAD), the government

agenc responsible or vocational rehabilitation. Toda, it has achieved a 5.1 per

cent emploment rate o people with disabilities. CJ Telenix has not onl saved

mone but discovered that the change in emploment polic brought greater

operational ecienc, lower turnover rates and improved customer and emploee

satisaction.

The change began when the then CEO, An Jung-Gu, was considering a work-at-home sstem or CJ customer service operators as a wa to increase operational

and corporate ecienc. With motivation rom KEPAD, CJ Telenix initiated the

work-at-home sstem to incorporate emploees with disabilities.

CJ Telenix and KEPAD ormed a dnamic cross-unctional partnership in which

KEPAD is responsible or the recruiting and pre-emploment training o disabled

workers. Applicants appl to CJ Telenix through KEPAD and ace the same

recruitment criteria the compan uses or all its applicants. In act, onl 17 per

cent o the disabled applicants to the KEPAD/CJ Telenix programme have been

accepted so ar. Trainees go through one-month pre-emploment training at

KEPAD that ocuses on both work and general education. The are then trained

b CJ Telenix. KEPAD continues its support, however, b consulting on workplace

adjustment issues and providing other assistance as needed. Ater the completion

o a two-ear emploment contract, each new emploee’s perormance is

evaluated or potential permanent emploment.

The CJ Telenix work-at-home stations are identical to those in its main call centre,

with the same desk, partition, computer, LCD monitors, high-speed Internet

and telephones. KEPAD sta identied what special assistive devices and other

accommodations were needed, which the organization subsidized through its

grant programme. CJ Telenix reports that the cost o setting up home oces is

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want to enter inormation technolog and nancial elds. A local private school

provides IT classes to disabled persons at no cost, on Saturdas, when its IT labs

and teachers are available.

The EFC ormalized the Network with a constitution in 2005 and its membership isgrowing, as are its partners. Recentl, it linked with other ILO projects to expand its

reach. For example, through the ILO Factor Improvement Programme (FIP), the

Network has trained several actories using FIP’s new curricula called Disability in

the Workplace. Working with another ILO project and the JobsNet emploment

service centres (and its computerized job matching programme), the Network has

launched a major media campaign to reach job seekers around the countr.

In mid 2006, the Emploers’ Federation o Celon introduced its Code o Practice

on Managing Disability Issues at the Workplace to media attention and a group o

more than 200 emploers, government ocials and civil societ representatives.

The initial work o the EFC and some o its exemplar emploers are eatured

in the ILO video production, AbilityAsia. The Emploers’ Network on Disabilit

is perceived as a model in the region and globall; members have presented

their experiences at man orums around the region and at the World Bank in

Washington, DC.

When the EFC rst ormed, its ocials recognized the need to practice what

the organization preached. “When we ormed the network, we wanted to set

an example or our members,” sas Meghamali Aluwihare, Industrial RelationsAdviser. The EFC hired a blind receptionist, an emploee who has demonstrated

exceptional perormance and who has inspired other member companies to oer

similar opportunities to other workers with disabilities.


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JOLLIBEE FOODS CORPORATION

Philippines

Jollibee’s Hearing Impaired Personnel Project is a tale that dazzles – with movie

stars and smiling service. It is also a successul corporate-NGO partnership

that has resulted in the hiring o more than 50 (and counting) Dea workers in

its metropolitan Manila outlets. These workers have helped widen Jollibee’s

consumer base, standing as et another testament to the business case or hiring

workers with disabilities.

Jollibee Foods Corporation was started in 1978 b Ton Tan Caktiong as an ice

cream parlour. Toda, it incorporates six subsidiar companies and more than

1,000 ast-ood and ull-service outlets in six countries. It retains a staggering 50per cent share o the Philippine ast-ood market. In 1997, the Jollibee ingenuit

and success took another direction. B partnering with the STEAM (Special

Training, Emploment, Advocac and Management) Foundation, a Philippine

NGO dedicated to creating emploment opportunities or people who are Dea,

Jollibee began to learn about the business case or emploing disabled workers.

It all started with Cromwell Umali, a Dea sales clerk, and Aga Muhlach, a Filipino

movie star. Mr Umali worked in a popular clothing boutique where he met the

actor when he was shopping. Mr Muhlach, among his man credits, serves as the

celebrit endorser o Jollibee’s corporate social responsibilit programmes. MrUmali asked Mr Muhlach to help pitch a new Jollibee programme, one that would

provide job opportunities to Dea people.

A partnership between Jollibee and STEAM ensued. Guided b a memorandum

o understanding, STEAM recruits and provides pre-emploment training to

prospective Jollibee emploees who are Dea. The training includes skills in

social graces, customer relations and communication and basic work orientation.

STEAM also provides sensitivit training and workshops on basic American Sign

Language or Jollibee’s hearing sta working who work with the Dea emploees.

Citing amil support as an important component to the successul emploment o

people with disabilities, STEAM also runs support groups or Dea emploees and

their amilies.

STEAM assists with the job matching and placement. STEAM’s specialized trainers

also helps deliver Jollibee’s on-the-job training programme. Mr Umali is now

one o those trainers. Aside rom the training assistance, Jollibee has not ound

it necessar to make an changes to its acilities or job descriptions or its Dea

emploees.

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Mr Poblete, Jollibee Vice President or Human Resources, reports that all customer

eedback on Jollibee’s Dea emploees has been positive and the have attracted

a sizable ollowing o Dea customers. Emploing Dea workers ma allow Jollibee

to tap into an even larger market beond the disabilit communit. As one Jollibee

store manager puts it, “Most o [the Dea emploees] are rom less-privilegedamilies, which are also our main customer base.”

Jollibee is working on plans to open a store that is completel operated b a Dea

sta and could serve as a training acilit or new Dea emploees.



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Marriott hires man o the training graduates but cannot absorb all o them.

However, other high-end hotels have joined Marriott in hiring the housekeepers

it trains, and graduates do not have a problem nding jobs. The programme

has also moved to other areas o hotel work, such as the laundr, which now also

emplos man disabled workers.

As in all good partnerships, the relationship has expanded. Marriott has helped

Hong Chi set up a pastr and baking programme and shared some o its amous

cookie recipes. JW Marriott also makes regular purchases o Hong Chi’s organic

vegetables grown at its Pinehill Village campus and places regular job orders with

Hong Chi’s sewing workshop or the che’s aprons and neckerchies, providing new

job opportunities or other disabled trainees.

According to Ms Ng, “The Hong Chi graduates are loal emploees who greatl

contribute to the success o the hotel.” But the rewards are clearl two-wa. As aresult o this initiative, the trainers at Hong Chi have learned new technical training

skills.

Now Hong Chi plans to open a small hotel that can be used to expand its training

to even more disabled persons and more areas o training. Not surprising, Marriott

plans to help out.



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KyOBO LIFE INSURANCE

Republic o Korea

Kobo Lie Insurance is a huge enterprise, with 4,551 emploees and assets o

40 trillion won (about US$44 billion) and ve million polic holders. In 2001, the

then 43-ear-old compan redened its mission, stating that it wanted “to help

people overcome hardships in their lives”. This change was made because,

according to the compan’s chie executive ocer, “A compan must update

its management strategies and methods to better meet altered market

conditions….” This vision included opening the compan’s emploment roster to

workers with disabilities.

Kobo’s top executives insisted that disabled workers be given dnamic jobsrather than be hired as a smbolic gesture or to ll a quota and stuck into non-

challenging positions. The compan’s call centre seemed a perect placement

because o the prominence given to that division, which enjos equal importance

with the compan’s 20,000 nancial planners in generating sales and satisaction

among the some 10 million customers. The call centre sta provide insurance-

product consulting and loan guidance and conduct satisaction surves.

Initiall, ten disabled women, including our with a severe disabilit, were hired in

2003; 20 more disabled women were hired later in the ear (eight with a severe

disabilit). Due to their success, the compan expanded opportunities or disabledworkers to its inormation technolog division and hired two more workers a ear

later (including one with a severe disabilit). In 2005, another six emales (our with

a severe disabilit) were hired in the call centre. Then in 2006, Kobo decided to

diversi its emale-dominant call centre sta and hired ve male disabled workers.

This ear, it recruited our disabled college graduates or its IT division and plans

to expand its scope o recruiting to include underwriting and claims divisions.

Thus currentl, Kobo emplos 55 persons with some tpe o disabilit. To nd

applicants, Kobo relies on the Korean Emploment Promotion Agenc or the

Disabled, which provides a pool o possibilities through its nationwide onlinenetwork.

The call centre requires skill in telephone service and use o a computer. To

accommodate disabled workers, especiall those with a serious disabilit, Kobo

made various adjustments. These included providing parking near the entrance,

installing wheelchair ramps and appropriate restrooms, providing assistive

technolog, adjusting workstations including the use o oot pads and adjustment

o chair heights. In addition, disabled workers were paired with a senior emploee

mentor to help them learn the job and adjust to their new workplaces. The director

o the call centre meets on a quarterl basis with disabled workers to discuss anemerging issues or problems to maintain a supportive work environment.

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Additionall, the compan took some remarkable steps to ensure that its

emploees could nd accessible and nearb housing. It also provides transport or

disabled workers who require it.

Jong-Sook Kim, 39, is a wheelchair user emploed b Kobo who praises the

compan’s eorts. “There are ramps at the necessar locations, and the compan

gave me a workstation near m team leader and a mentor or support.” For

Jong-Sook, a mother o two, working “reall helps me support m amil”, which

includes two in-laws. “It also helps me because it allows me to maintain a rhthm

o lie so I can be health. This is the best place I have ever worked, and I want to

sta as long as I can.”

In an evaluation o perormance and customer satisaction, the disabled

emploees ared similarl to the non-disabled peers, scoring 87 and 88.6 out o

100 in each o the quantitative and qualitative analses, as compared to 88.9 and87.5 or the non-disabled workers.

Kobo has an industr reputation as a pioneer and a leader in “moral

management”. In 2004, the Korea Management Association Consulting (a well-

known rm specializing in evaluating perormance and customer satisaction)

recognized Kobo as “Korea’s Most Admired Compan” or its positive social

contributions, including its polic o integrating disabled workers into its corporate

amil.



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PANASONIC

China

China has one o the world’s astest growing economies, and its abundant labour

market serves as a manuacturing resource or man o the world’s multinational

companies and their subcontractors. But in some cities, labour shortages are

starting to surace. However, companies such as Panasonic are nding a hidden

resource in workers with disabilities.

Working in partnership with the Shanghai Disabled Persons’ Federation, Panasonic

China emplos hundreds o workers with a range o disabilities throughout 30

o its actories. As a result, Panasonic is exceeding the Government’s quota or

hiring disabled workers. Eliminating the lev that it used to pa and gaining acompetitive edge in the labour market are two advantages o Panasonic’s recent

initiative to hire more disabled workers.

Panasonic had been recruiting and hiring emploees with disabilities beore its

partnership with the Federation, but the partnership has allowed the compan to

expand on the practice. Panasonic and the Federation work together in identiing

qualied job seekers, matching them with appropriate jobs, training them or

successul emploment and making proper accommodations. The Federation also

organizes job airs to help Panasonic recruit and select qualied applicants with

disabilities. Panasonic reports the job airs have been a tremendous help in ndingqualied applicants with the diverse skill sets its manuacturing operations require.

The Federation provides pre-emploment training or the disabled applicants

whom Panasonic recruits rom the job airs. Aterward, Panasonic integrates the

disabled trainees into its regular training programme, with support and advice

rom a Federation specialist when it is needed. The Federation considers its

partnership with Panasonic especiall important because o the compan’s large

presence in China and its brand recognition around the world.

“Panasonic’s success sets an example or other companies operating in China,”sas Lao Guomin, Deput Director, Shanghai Disabled Persons Federation.

Dao Jin, a Sino-Japanese joint venture that manuactures air conditioning devices,

has alread ollowed Panasonic’s lead. It has ormed a similar partnership with the

Federation and is hiring disabled workers or placement throughout its actories.



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UBS Ag

Asia and the Pacic

UBS is one o the world’s leading nancial services rms; headquartered in

Switzerland, it has oces in 50 countries. UBS aims to attract, retain and develop

dnamic individuals and applies this principle to hiring people with disabilities.

Within Asia and the Pacic, the Toko branch o UBS has been hiring people with

disabilities or several ears. In the past two ears, the rm has urther initiated a

disabilit internship programme or universit students in Hong Kong, Singapore

and Australia. UBS uses this programme to seek out as “earl” as possible a high-

qualit stream o talent that oers the compan potential to create a more diverse

workorce.

To attract applicants, UBS conducts outreach programmes in all major cities in Asia

and the Pacic in partnership with schools, universities, government bodies, NGOs

and emploment agencies. The outreach programmes encourage people with a

disabilit to either appl or the internship programme or or vacancies elsewhere

in the rm.

Full- and part-time internships are structured to accommodate the needs and

availabilit o the students as well as the demands o the dierent business

areas. Currentl, UBS has disabled interns in its investment banking, equities,operations, xed income, legal and compliance, inormation technolog, nance

and communit aairs departments. The perorm a variet o roles, rom research,

project management and nancial analsis to administrative support.

UBS management regards the internship programme as a vital link to a relativel

under-used suppl o talent that can bring dierent skills, experiences and

perspectives to the workplace.

“Emploees who have been working with people with disabilities have become

increasingl aware that people with disabilities can make a signicant contribution

to UBS’ success and that this contribution overwhelmingl osets an adjustments

necessar to acilitate their inclusion into the workorce,” sas Ran De Silva,

Director o Global Diversit in the Asia and Pacic region. “UBS globall provides

emploment opportunities or people o all backgrounds, including dierentl

abled people,” explains Ms De Silva. Interns have ound that the programme gives

them a chance to discover and develop their potential and that it has provided

them with a lie-changing experience.

Notes Jason Ho, a blind intern in the Communit Aairs Department at UBS

Hong Kong, “Never had I dreamed o working or an investment bank like UBS.M internship experience has been most inspiring and has given me an equal

opportunit to prove m abilities, despite m visual impairment.”

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Mr Ho sas he ound the work “challenging” in that it constantl pushed him

“out o m comort zone”. “I eel empowered b m line manager, as she

has demonstrated trust and aith in m competencies and has given me the

opportunit and authorit to make decisions.”

The success o the programme has in act increased demand or interns within the

dierent departments and in other branches, which has compelled UBS to urther

the cause b regularl organizing outreach programmes to increase the suppl o

potential candidates.



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organizations

and government

officesThe organizations and government oces listed in this section provide specic

services or emploers as well as or people with disabilities. The listings include

government oces, non-government organizations (NGOs), disabled persons’

organizations (NGOs that are operated b people with disabilities) and emploers’

organizations. The are arranged b countr in alphabetical order.

Services to emploers var according to the organization, but the commonl

include was or nding job seekers with disabilities, job matching services,

assistance in making workplace or job accommodations or nding assistive devices

and ollow-up services once a disabled person is hired. Some o the organizations

listed ma provide more tailored services, such as disabilit awareness training,

customized job-training services according to the compan’s skill needs and on-

the-job training or support services, such as job coaches or even wage or training

subsidies. Man o the descriptions note the vocational training provided to

disabled persons, as such training ma indicate a source or an emploer’s specicskill needs. Finall, companies interested in outsourcing some o their work tasks

or in need o specic products ma nd partners within these listings.

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AfghAnistAn

Ahan Disabled Union (ADU)

The ADU is an organization o persons with disabilities that pursues a rights-

based approach to enhancing disabilit awareness and oers sel-advocactraining or land mine survivors and other people with disabilities. The ADU

also provides vocational training, income generation programmes and

micronance to disabled Aghans. It has produced a list o qualied disabled

people or emploment, which is available upon request to emploers. It

covers 20 provinces throughout Aghanistan.

Contact: Mr Haji Omara Khan Muneeb

Phone: 93.701.75759

Email: [email protected], [email protected]

Web site: www.aduaghanistan.org

Address: 3rd Street

Taimani Project

Kabul

Emploment Service Centres (ESCs)

Operated b the Aghanistan Ministr o Labour and Social Aairs, the ESCs

maintain a registr o job seekers and oer them services such as vocational

and career counselling and job placement. The ESCs also maintain basic

labour market inormation. For emploers, the centres screen candidates andprovide job matching services and disabilit awareness training. In addition,

the ESCs provide sel-emploment-support services, such as business

development assistance and access to credit. The centres operate in the

provinces o Kabul, Herat, Kandahar, Gardez, Ghazni, Jalabad, Pul-i-

Khumri, Kunduz, Mazar-i-Shari and Jowzjan.

Contact: Mr Mubarak Shah

Phone: 93.799.300.541

Email: [email protected]

Web site: www.emplomentservices.org.a

Address: Flower Street, Shar-e-Now

Kabul

SERVE Ahanistan

SERVE is an organization that addresses the needs o disabled people

in Aghanistan, with particular ocus on those who are blind, Dea or

intellectuall impaired. It oers home-based training, communit-based

rehabilitation, integrated education (especiall or those who are blind or

Dea), job coaching, basic phsiotherap and training in home industriesand agriculture skills. SERVE matches workers with disabilities to jobs and

oers disabilit awareness training and accommodations such as Braille and

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sign language support to emploers. SERVE works in Kabul, Parwan, Kapisa,

Jalalabad, Kandahar, and JozJon provinces.

Contact: Mr Arselah

Phone: 93.702.814.96


Web site: www.serveaghanistan.org

Address: PO Box 4015

Kartechar

Kabul

AustrAliA

National Disabilit Services (NDS)

The NDS is a non-prot umbrella organization o more than 600 NGOs in

Australia. The NDS provides emploers with names and contact details o

disabilit emploment support agencies in all areas o Australia. Its member

organizations cover all disabilit groups and are active in all states and

territories.

Contact: Ms Tina Siver

Phone: 61.2.6283.3200


Web site: www.nds.org.auAddress: Locked Bag 3002

Deakin West ACT 2600

33 Thesiger Court

Deakin ACT 2600

Australian Emploers Network on Disabilit

The Emploers’ Network assists businesses and organizations in building

up their skills and condence to successull recruit and retain people with

disabilities. It provides a variet o services to emploers, including seminars,

polic and procedure audits, and assistance in navigating the emploment

service sector and in developing innovative programmes. The Emploers’

Network is active in New South Wales, Australian Capital Territor and

Queensland.

Contact: Ms Suzanne Colbert

Phone: 61.2.9261.3922

Fax: 61.2.9261.3966


Web site: www.emad.asn.auAddress: Suite 3, Level 18, Tower 2

201 Sussex Street

Sdne 2000

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Underprivileed Children’s Educational Proramme (UCEP)

UCEP works to protect children’s rights and helps underprivileged children

become productive adults. It oers an integrated strateg o human

resources development b integrating general education and skills training

and providing emploment support services. UCEP orms advisor and

emploers’ committees or interested emploers and encourages the

participation o committee members in the curriculum development o

UCEP’s technical training programmes. UCEP also oers disabilit awareness

training to emploers and can assist them in adapting job requirements and

making reasonable workplace accommodations or disabled workers. UCEP

works in the cities o Dhaka, Chittagong, Khulna and Rajshahi.

Contact: Brig. Gen. Atab Uddin Ahmad

Phone: 880.2.801101416 Email: [email protected]

Web site: www.ucepbd.org

Address: Plot Nos. 2 & 3

Mirpur 2

Dhaka 1216

cAmbodiA

Action on Disabilit and Development (ADD)

The ADD is a British-based NGO working in Cambodia. For emploers, the

ADD provides two tpes o training: general disabilit awareness training

and specic training on how to include people with disabilities into their

workplaces. The ADD works in the provinces o Kampong Speu, Kampong

Chhnang, Kampong Cham, Pursat, Pre Veng, Takeo, Kampot and Kandal.

Contact: Mr Vanthon Sre

Phone: 855.12.803394

Fax: 855.23.216917

Email: [email protected] site: www.add.org.uk

Address: No. 133, Street 95

Sangkat Boeong Trabak

Kham Chamcar Morn

Phnom Penh

Association or Aid and Relie (AAR) Japan, Cambodia Ofce

The AAR Japan is an international NGO that operates the Kien Khleang

Vocational Training Centre in cooperation with the Cambodian Government.The Kien Khleang Vocational Training Centre is a vocational training school

or post-polio and landmine survivors in Cambodia. It oers skills training in

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motorccle repair, television/radio repair and sewing. Sta will also match

workers with disabilities to emploers in those skill areas. The AAR is active in

ten provinces throughout the countr.

Contact: Mr Huo Socheat

Phone: 855.23.430.195

Fax: 885.23.430.195


Web site: www.aarjapan.gr.jp/english/act/cambodia

Address: The Kien Khleang National Rehabilitation Centre

National Road 6A, Sangkat Chrochangva

Khan Russe Keo

Phnom Penh

Disabilit Action Council (DAC)

The DAC is the national coordinating bod or disabilit organizations in

Cambodia. The DAC’s role is to provide proessional advisor service to

government polic makers and legislators on issues related to people with

disabilities. It also helps emploers link to organizations, training centres and

government oces throughout the countr to nd qualied workers.

Contact: Mr Ham Hak

Phone: 855.23.215.341

Fax: 855.23.214.722


Web site: www.dac.org.kh

Address: Home 86, Street 99,

Sangkat Phsar Deom Thkov

Kham Chamcar Morn

Phnom Penh

National Centre o Disabled Persons (NCDP)

The NCDP is a semi-autonomous government agenc that aims to improve

the social and economic well-being o people with disabilities, particularlthose with mobilit and visual impairments, and enhance their participation in

the workplace. Among other services oered, the centre will assist emploers

in nding the most-qualied disabled job seekers or their openings using its

database and screening candidates according to emploers’ specications.

The NCDP also provides disabilit awareness training and helps identi

workplace accommodations or disabled workers. Companies interested in

gits and traditional handicrats should also know that the NCDP has a retail

outlet and network o producers o ne silk and Cambodian hand-made

products. Its job placement services cover the Phnom Penh area.

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Contact: Mr yi Veasna

Phone: 855.12.834.116

Fax number: 855.23.213.876


Web site: www.ncdpcam.org Address: Nr. 3 Norodom Blvd.

Wat Phnom

Phnom Penh

chinA

China Disabled Persons’ Federation (CDPF)

The CDPF is the national umbrella organization that provides training and

emploment services or people with disabilities and oversees China’semploment quota sstem. It has thousands o branches at the provincial,

cit, count and township levels. Its role is to acilitate links between

government, societ and people with disabilities. For emploers, the CDPF

oers disabilit awareness training, assists with job placement and provides

unds and technical support or workplace accommodations and on-the-job

training. It also provides vocational training in areas such as IT, sewing and

tailoring and can customize training to suit a particular emploer’s needs.

Contact: Ms Nie Jing

Phone: 86.10.6658.0036Fax: 86.10.6513.9719


Web site: www.cdp.org.cn/english

Address: No 186 Xizimen Nanxiaojie

Xicheng District

Beijing 100034

guandon Peiin Technical Vocational School

The Guangdong Disabled Persons’ Federation runs the Guangdong PeiingTechnical Vocational School in Guangzhou, serving students with mobilit,

visual and hearing impairments. The centre trains its students in the use o

special and adaptive equipment, such as blind-riendl computers. It also

oers technical training in accounting, computers, art design and disabilit

awareness training to area emploers.

Contact: Mr He Xiaojing

Phone: 86.20.823.17173

Fax: 86.20.823.05769

Email: [email protected] Address: No. 1 Mubei Road

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Tianhe

Guangzhou

Guangdong

fiJi

Fiji National Council or Disabled Persons

The Council serves as the national coordinating bod on disabilit-related

concerns and operates under the auspices o the Ministr o Women,

Culture and Social Welare. Other ministries and seven national disabilit

organizations sit on the Council as executive members; the Council manages

the Vocational and Technical Training Center or Persons with Disabilities. It

conducts awareness training or emploers and provides them with advisor

support services as well as directing them to appropriate specialized trainingagencies.

Contact: Ms Kaushila Devi Prasad

Phone: 679.3319.045


Web site: www.ncdp.org

Address: Qarase House

GPO Box 16867

Suva

hong kong sAr, chinA

Hon Chi Pinehill Interated Vocational Trainin Centre, Hon Chi Association

The Hong Chi Association, an NGO, and its Pinehill Integrated Vocational

Training Centre provide vocational training, emploment and residential

services or people with intellectual disabilities. Its vocational training

expertise entails hotel housekeeping, gardening, catering, retail services,

and printing and binding. The Hong Chi Association helps emploers match

workers with disabilities to suitable jobs, conducts on-the-job training andprovides job coaches, assistance with workplace accommodations and

orientation, and disabilit awareness training.

Contact: Ms Siu-Kee Wong

Phone: 852.2664.3620

Fax: 852.2664.2805


Web site: www.hongchi.org.hk

Address: Pinehill Village

Chung Nga Road

Nam Hang, Tai Po, New Territories

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Vocational Trainin or People with Disabilities Section, Hon Kon SAR

Vocational Trainin Council (VTC)

This Section o the VTC provides vocational training to people with

disabilities in man occupational areas, including inormation technolog,

catering, retailing and printing. It oers emploers job matching services,

trial work periods and ollow-up services ater job placement. It also advises

emploers on the application o technical aids and modication o machiner

and job sites or disabled workers.

Contact: Mr yL Kwok

Phone: 852.2538.3288

Fax: 852.2550.1146


Web site: www.vtc.edu.hk Address: Room 419

147 Pokulam Road

Marketin Consultanc Ofce, Social Welare Department

The government-sponsored Marketing Consultanc Oce assists in the

marketing and business development o products and services produced b

approximatel 100 sheltered workshops, supported emploment units and

integrated vocational rehabilitation services centres in Hong Kong SAR. The

Marketing Consultanc Oce can assist businesses in meeting workorce or

product needs b providing job matching o qualied workers and brokerage

services, acilitating subcontracts and helping businesses and NGOs orm

strategic alliances.

Contact: Mr Ramond Ng

Phone: 852.2835.2706

Fax: 852.2834.7046


Web site: www.mcor.org.hk

Address: Room 2314, 23/FISouthorn Centre

130 Henness Road

Wanchai

New Lie Pschiatric Rehabilitation Association

The New Lie Pschiatric Rehabilitation Association is a Hong Kong- based

NGO that provides a comprehensive range o communit-based pschiatric

rehabilitation services catering the residential, vocational and social needs

o people with pschiatric disabilities. It provides work services to businesses

and organizations in cleaning, securit, retailing and catering. New Lie also

oers emploers job matching services and ma oer salar subsidies or

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up to three months to companies emploing people with disabilities. It also

provides ongoing support to individuals it places and to the emploers who

hire them.

Contact: Ms Deborah Wan and Mr Thomas Chu

Phone: 852.2332.4343, 852.2327.4391

Fax: 852.2770.9345


Web site: www.nlpra.org.hk

Address: 332 Nam Cheong Street

Kowloon

Selective Placement Division, Labour Department

The Selective Placement Division o the Labour Department provides a ree

recruitment service to emploers and ree emploment assistance to jobseekers with disabilities. It matches people with disabilities to job vacancies,

reers suitable candidates to emploers or recruitment interviews and assists

emploers o people with disabilities in appling or communit resources

and unding or technical devices and aids. It also provides post placement

ollow-up.

Contact: Mr Patrick Chow

Phone: 852.2852.4160

Fax: 852.2541.3914


Web site: www.jobs.gov.hk

Address: 17/F Harbour Building

38 Pier Road, Central

indiA

Association o People with Disabilit (APD)

The APD works to empower people with disabilities to become active

contributors to societ. The NGO has various institutional and communit-

based services or providing education, therap and vocational training and

emploment services or persons with disabilities in both rural and urban

areas. The APD helps emploers make workplace accommodations to create

a barrier-ree environment, matches workers with disabilities to jobs and

provides disabilit-awareness training. The APD works in Bangalore and Kolar

and targets people with disabilities rom poor social-economic backgrounds.

Contact: Mr Anand Talwar

Phone: 91.80.25490531Fax: 91.80.25470390


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Web site: www.apd-india.org

Address: 6th Cross, Hutchins Road

Linagarjapuram

St. Thomas Town Post

Bangalore 560084

Blind People’s Association

The Blind People’s Association provides vocational training in occupational

areas such as tailoring and telephone and computer operation. Its

emploment and placement service assists emploers to identi jobs

suitable or people with visual impairments and acilitates interviews with

appropriate job seekers. It advocates or the hiring o disabled persons and

provides technical assistance regarding the Disabilit Act. The Association is

active in Gujarat.Contact: Mr Bhushan Punani

Phone: 91.79.26303346 or 26304070

Fax: 91.79.26300106


Web site: www.bpaindia.org

Address: Jagadish Patel Chowk

Surdas Marg

Vastrapur

Ahmedabad 380 015

Directorate general o Emploment and Trainin, Ministr o Labour

The Ministr o Labour is responsible or operating 17 training centres

throughout the countr. Reerred to as “emploment exchanges”, the

oer training in areas such as metal work, carpentr, computing, tailoring,

electronics and automobile repair. The exchanges also provide job

placement services to match people with disabilities to jobs. The Ministr

operates under an advisor board o NGOs, emploers, trade unions and

government representatives to make sure services are appropriate to labourorce needs.

Contact: Mr yogesh Raizada

Phone: 91.11.23001175

Fax: 91.11.23350896


Web site: www.dget.nic.in

Address: Room Nr. 511

Shram Shakti Bhawan

New Delhi 110001

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National Centre or Promotion o Emploment or Disabled People (NCPEDP)

The NCPEDP is an advocac-based, cross-disabilit organization, acting as

an interace between the Government, the private sector, institutions and

NGOs. It works toward creating emploment opportunities or disabled

people. The NCPEDP helps emploers to hire people with disabilities b,

among other things, operating a web site that solicits job openings and

registers job seekers. It also collects and disseminates emploer examples o

good practice based on an awards programme or emploers who have done

an exemplar job o hiring disabled workers. It covers all o India.

Contact: Ms Rati Misra

Phone: 91.11.26265647

Fax: 91.11.26265649

Email: [email protected] Web site: www.ncpedp.org

Address: A-77 N.D.S.E

Part II

New Delhi 110049

National Societ or Equal Opportunities or the Handicapped (NASEOH)

The NASEOH works as an apex bod to acilitate equal opportunities or

people with disabilities in Maharashtra state. It helps emploers nd job

candidates with disabilities and matches them to job openings and provides

on-the-job training or disabled workers and disabilit awareness training

or emploers. It also provides vocational training in areas such as tailoring,

computer communication and data processing. The NASEOH operates

across India, with primar emphasis on the service, inormation technolog

and small-scale industr sectors.

Contact: Ms Sudha Balachandra

Phone: 91.22.25225830 or 91.22.25220224/225

Fax: 91.22.25220225

Email: [email protected] Web site: www.naseoh.org

Address: Postal Colon Road

Chembur

Mumbai 400 071

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indonesiA

Directorate o Social Rehabilitation and Services or People with Disabilities,Ministr o Social Aairs

The Directorate o Social Rehabilitation and Services or People withDisabilities provides social rehabilitation and vocational rehabilitation

services or people with disabilities throughout Indonesia. Vocational training

is oered in tailoring, welding, computers, handicrats, automotive repair

and carpentr. To acilitate emploment, the Directorate arranges regular

meetings between emploers and the Government. It also encourages

emploer participation and involvement in its training institutions to adjust

curricula to the needs o emploers and the labour market.

Contact: Ms Rita Chasanah

Phone: 62.811.166.394Fax: 62.21.3100.438


Address: J1. Salemba Raa No 28

Jakarta 10430

Emploers’ Association o Indonesia (APINDO)

APINDO is an emploers’ organization that supports the creation o

harmonious industrial relations and a better business environment

throughout Indonesia. APINDO is involved in activities to empower disabled job seekers. It has been activel involved in Indonesia’s National Action Plan

o Disabled Persons (2004–2013). With other members o the National Action

Plan Committee, APINDO has been developing a guide book on disabled

workers meant or both disabled workers and their emploers or potential

emploers. APINDO also oers inormation and consultative support to

emploers on the hiring and integration o disabled workers.

Contact: Ms Nina Tursinah

Phone: 62.21.579.38823

Email: [email protected] Web site: www.apindo.or.id

Address: Plaza Great River Fl. 15

Jl HR Rasuna Said X-2 Kav.1

Jakarta 12950

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JApAn

Japan Oranization or Emploment o the Elderl and Persons with

Disabilities (JEED)

JEED is a government agenc that works to acilitate the integration o people with disabilities into workplaces throughout the countr. JEED

oers a variet o services to emploers, including counselling on disabilit

emploment, emploment-management support programmes, training

courses and seminars and inormation centres. It also publishes manuals and

materials concerning the emploment o people with disabilities.

Contact: Ms Chikako Kohama

Phone: 81.3.5400.1037

Fax: 81.3.5400.1638


Web site: www.jeed.or.jp/english

Address: 1-11-1 Kaigan

Minato-ku

Toko 105 0022

koreA, republic of

Korean Emploment Promotion Aenc or the Disabled (KEPAD)

KEPAD is the government agenc that administers the countr’s emplomentquota sstem and provides job matching services to assist emploers nd

qualied workers with disabilities. The agenc oers hiring incentives and

partners with emploers to assist in meeting labour needs. In addition,

KEPAD provides customized training to meet specic emploer requests, job

coaching or certain populations o disabled persons, advice on workplace

accommodations, and unding or assistive technolog and devices. It

engages in a wide range o high-qualit vocational training programmes

in areas such as computer-aided design/computer-aided manuacturing,

inormation technolog, industrial modelling, graphic arts and media andashion design. Disabled emploees can also access training upgrades

through KEPAD. The agenc serves the entire countr and operates through

training centres and local area oces.

Contact: Ms Homin Jung

Phone: 82.31.728.7307

Fax: 82.31.728.7037


Web site: www.kepad.or.kr

Address: 297-1 GUMI-Dong,Bundang-GU Seongnam-SI

Geonggi-Do

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lAo pdr

Diital Divide Data

Digital Divide Data uses a social enterprise model to provide an integrated

vocational training and work programme or landmine and polio survivorswhile still operating as a business. The programme is a combination o work

experience, in house training, education, counselling and job placement. It

can provide emploers with skilled and reliable accounting, data entr and

secretarial services perormed b people with disabilities. Digital Divide Data

operates out o Vientiane.

Contact: Mr Vannasith Somthaboun (c/o Handicap International)

Phone: 856.21.263.448, 856.21.223.140, 856.20.242.8773


Web site: www.digitaldividedata.org

Address: Unit 21

Dongpaleb Village

Chanthabour District

Vientiane

Lao Disabled People’s Association (LDPA)

The LDPA is an organization o disabled persons that works to empower

people with disabilities and encourage their ull participation in societ.

It provides disabilit awareness training to emploers and assiststhem in adapting job requirements and making reasonable workplace

accommodations or disabled emploees. It works throughout the countr.

Contact: Mr Lapsavongxa Nouaneta

Phone: 856.21.312.510 and 20.244.6026


Address: Ban Thongkang 05

Lao-Thai Street

Vientiane

mAcAu sAr, chinA

Labour Aairs Bureau

The Labour Aairs Bureau is responsible or assisting the Macau Government

in ormulating and implementing policies concerning labour, emploment,

occupational saet and health, and vocational training. It aims to enhance

the qualit o human resources in Macau while building harmonious labour

relations. The Bureau has a special working group that assists emploers

in matching qualied disabled job seekers to their job openings. It also

perorms ollow-up consultations with emploers who hire disabled

emploees to help ensure a health emploer-emploee relationship.

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mongoliA

Labour and Social Welare Service Ofce (LSWSO)

The LSWSO’s primar goal is implementing the Mongolian legal ramework

or emploment promotion, vocational training and social welare services. Toull the goal, the LSWSO perorms training in labour and occupational saet

and health, monitors and evaluates activities o the local Labour and Social

Welare Service Oces and writes labour market reports. The LSWSO oers

job counselling, job placement, and entrepreneurship and vocational training

to people with disabilities. It also supports emploers who hire people with

disabilities and implements Mongolia’s disabilit emploment quota. It

operates across the countr.

Contact: Ms Erdenebileg Tudev

Phone: 976.11.260482


Address: Ulaanbaatar 211238

State Propert Building No.7

The Monolian Emploers’ Federation (MONEF)

MONEF is an independent emploers’ organization that works with

emploers across the countr to advocate or their interests and promote

development o the private sector. MONEF oers proessional assistance

in the recruitment and integration o emploees with disabilities. It alsoseeks to reorm workplace regulations to better accommodate people with

disabilities.

Contact: Ms Battsetseg Shagdar

Phone: 976.11.314579


Web site: www.mone.mn

Address: Baga Toiruu-44A

Ulaanbaatar-48

Monolian National Federation o Disabled Persons’ Oranizations(MNFDPO)

The MNFDPO is an umbrella organization uniting 37 disabled persons’

organizations across the countr to better promote the rights o disabled

people. In the area o emploment, the MNFDPO oers services to disabled

persons such as counselling and vocational training. It also conducts job

airs or disabled job seekers and emploers and aides in job matching

and placement. The MNFDPO also provides disabilit awareness training

or emploers and works closel with the Emploment and Social WelareAgenc to develop jobs or people with disabilities.

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Contact: Ms Indra Ounbaatar

Phone: 976.9984.7276, 9665.9635, 9913.6102


Address: PO Branch 46 A – PO Box 260

Baangol DistrictUlaanbaatar

nepAl

National Association o the Phsical Disabled-Nepal (NAPD-Nepal)

The NAPD-Nepal is an organization o disabled persons that advocates

and lobbies or all social partners working on disabilit issues. It helps

strengthen partner organizations and oers training to phsicall disabled

people in vocational skills (such as tailoring, painting, secretarial services and

cosmetolog), counselling, access to assistive technolog, capacit building

and leadership skills. The NAPD-Nepal will work with interested emploers

in matching skilled trainees to job openings and in identiing reasonable

workplace accommodations, as required b government polic. NAPD-Nepal

also provides awareness training. It is active in all parts o Nepal.

Contact: Mr Kiran Silpakar

Phone: 977.1.5551928


Web site: www.disabilitnepal.org Address: Jwagal-10

Lalitpur

Post Box No.: 8975 EPC: 971

neW zeAlAnd

Workbride

Workbridge is a specialized vocational and emploment service or people

with disabilities. Sta are equipped to match the skills and abilities o jobseekers with the particular needs o emploers. In addition to its emploment

placement and vocational rehabilitation services, Workbridge oers

emploers and disabled workers post-placement support and assistance with

workplace accommodation. It also provides disabilit awareness training.

Workbridge operates nationall rom 27 centres.

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Contact: Ms Ruth Teasdale

Phone: 64.4.913.6422

Fax: 64.4.913.6432


Web site: www.workbridge.co.nzAddress: Ground Floor, Gen-I Tower

Corner o Customhouse Qua & Waring Talor Street

PO Box 2560

Wellington

pAkistAn

Association or the Rehabilitation o Challenin People (ARCP)

The ARCP develops skills-training programmes and communit-basedrehabilitation programmes or people with disabilities and assists in matching

trainees to available jobs. The ARCP also oers disabilit awareness

trainings or emploers and assists them in making proper workplace

accommodations. Its work covers the entire countr.

Contact: Mr Muhammad Mobin Uddin

Phone: 92.21.4128867, 92.300.2613317


Address: 408/677

Fatima Jinnah ColonJamshed Road 3

Karachi 74800

Special Talent Echane Proramme (STEP)

STEP is a cross-disabilit organization conceived and launched b disabled

people to mobilize workers with disabilities and job seekers with disabilities

across Pakistan through capacit building at the grassroots and state levels.

STEP oers communit-based rehabilitation to people with disabilities and

training in both low-technolog and high-technolog skill areas. STEP mapsorganizations oering services to disabled persons and liaisons with other

disabilit stakeholders, including the corporate sector. It oers emploers

accessibilit guidelines, orientation sessions and awareness training on the

diversied capabilities o disabled workers.

Contact: Mr Muhammad Ati Sheikh

Phone: 92.51.2202130


Web site: www.step.org.pk

Address: House No. 8G-7/2-4

Islamabad

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National Council or the Welare o Disabled Persons (NCWDP)

The NCWDP is the national government oce charged with ormulating

disabilit policies and coordinating and monitoring the activities o all

agencies concerned with disabilit. The NCWDP also enorces laws related

to disabilit prevention, rehabilitation and equal opportunities or people

with disabilities. The Sub-Committee on Emploment addresses issues on

training and emploment o persons with disabilities through polic and

programme development. It oers disabled people training, scholarships

and transportation discounts. It oers emploers disabilit awareness training

and inormation on the Philippine Magna Carta on Disabilit, the countr’s

major disabilit law.

Contact: Ms Catalina L. Fermin

Executive Director Phone: 63.2.929.8879


Web site: www.ncwdp.gov.ph

Address: Ground Floor

Sugar Regulator Administration (SRA) Building

North Avenue, Diliman

Quezon Cit

The Nova Foundation or Dierentl Abled Persons, Inc.

The Nova Foundation promotes the ull participation and economic and

social integration o persons with disabilities b assisting them in reaching

their career goals. The Nova Foundation aims to create emploment

opportunities b providing inormation and communication technolog

training to people with disabilities and assisting in behavioural change so

that disabled workers easil adapt to the corporate environment. Aside

rom skills training, the Nova Foundation oers job placement and matching

services and osters the inclusion o people with disabilities in mainstream

job airs. It works in the National Capital Region, Cebu Cit and Davao Cit.

Contact: Mr Rodolo L. D. Nolasco

Phone: 63.2.726.7088


Web site: www.novaoundation.ph

Address: Suite 27

Columbia Tower

Ortigas Avenue

Mandaluong Cit 1550

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00

Resources or the Blind, Inc. (RBI)

The RBI is a non-prot organization working across the countr to provide

resources, training, scholarships, counselling and vocational services or

those who are blind or visuall impaired. It also provides job placement

services and helps emploers b oering orientation sessions on disabilit,

consultation services in workplace accommodations and equipment loans.

Contact: Mr Rand Weisser

Phone: 63.2.726.3021-4


Web site: www.blind.org.ph

Address: Box 1831

Manila

(and)Box 470 CPO

Cebu Cit

Special Trainin, Emploment, Advocac and Manaement Foundation

(STEAM)

STEAM is an NGO that works with emploers across the countr to create

emploment opportunities or Dea persons to lit them out o povert and

isolation through work. STEAM oers vocational training to Dea people

and also develops and provides pre-emploment training or potential

emploees. STEAM provides emploers with disabilit awareness and

sensitivit training (including short courses in American Sign Language) as

well as providing on-the-job assistance to technical trainers and consultative

support when it comes to reasonable workplace accommodations.

Contact: Ms Rose H. Vergara

Phone: 63.2.374.3828


Address: #29-A Scout Tobias Street

Corner Scout Lozano StreetQuezon Cit 1103

sAmoA

Nuanua O Le Aloa (The National Council o People with Disabilities)

Nuanua O le Aloa is an organization governed b people with dierent

disabilities who are elected annuall b disabled Samoans. One o Nuanua’s

main objectives is to promote equal emploment opportunities or people

with disabilities. It oers training or its members with disabilities andconducts awareness-raising workshops to help build their sel-esteem.

Nuanua also works in collaboration with the countr’s private sector to

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promote job creation, income generation and active participation o

disabled persons in the village econom. It provides emploers with

consultative support and job matching services to disabled job seekers and

is in the process o creating an emploment database. It works across the

countr.

Contact: Mr Adi Taunai and Mr Hans Joechim Keil

Phone: 685.25246, 685.21247


Address: Nuanua O Le Aloa

PO Box 6235

Apia

singApore

Bizlink

Bizlink, a local NGO, has a mission to promote the integration o people

with disabilities into mainstream societ through both open and sheltered

emploment. Bizlink oers emploers job-matching services and

consultations on job and building accommodations. It also provides disabilit

awareness training, emploee counselling and ollow-up services ater an

emploee has been hired. Emploers ma also outsource jobs to Bizlink. It

will organize the work and supervise its disabled workers to complete the

contract at Bizlink’s acilit.

Contact: Mr J. Chan and Mr R. Teo

Phone: 65.6449.5652

Fax: 65.6449.5694


Web site: www.bizlink.org.sg

Address: Bizlink 512, Nr. 01-09

Bedok Industrial Estate

Chai Chee Lane

469028

Workorce Development Aenc (WDA)

The WDA is a statutor board set up under the Ministr o Manpower. It acts

as a catalst and champion or workorce development. It aims to enhance

the emploabilit and competitiveness o emploees and job seekers,

including those with disabilities, to meet the changing needs o Singapore’s

econom. The WDA oers emploment acilitation programmes, such as

job matching and reerral services, training and skills upgrading and raising

industr standards through enhancing human resource capabilities.

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Contact: Ms Ta Ling Ling

Phone: 65.6512.1085

Fax: 65.6512.1111


Web site: www.wda.gov.sg Address: 1 Marina Boulevard No. 16-01

One Marina Boulevard

018989

sri lAnkA

Emploers´ Federation o Celon (EFC)

The EFC is the principle organization representing emploers throughout Sri

Lanka. It promotes emploers’ interests and provides a wide range o directservices to its members, including special services to build awareness and

promote the hiring o disabled workers through its Emploers’ Network on

Disabilit. The Emploers’ Network’s services include matching workers with

disabilities to jobs, arranging job airs where emploers can nd suitable

candidates with disabilities and maintaining a database o emploable

disabled job seekers.

Contact: Ms Meghamali Aluwihare

Phone: 94.286.7966/8 or 286.7941

Fax: 94.286.7942 or 286.7946Email: [email protected]

Web site: www.emped.lk/emploment.htm

Address: 385J3, Old Kotte Road

Rajagiria

Sri Lanka Foundation or the Rehabilitation o the Disabled (Rehab Lanka)

Rehab Lanka, a local NGO, is managed and staed b people with all tpes

o disabilities. Its mission is to provide training programmes or people

with disabilities, with a ocus on disabled women, to enable them to entermainstream emploment. It provides training in computers, industrial sewing

and metal abrication, and job placement and post placement ollow-up.

Rehab Lanka also oers advice on how emploers throughout Sri Lanka can

make their workplaces and businesses accessible to people with disabilities.

Contact: Mr Cril Siriwardane

Phone: 94.112.689287

Fax: 94.112.689287


Address: 5A, Ketharama Temple RoadMaligwatte

Mardana

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Foundation or the Emploment Promotion o the Blind

The Foundation or the Emploment Promotion o the Blind oers training

in vocational skills and or independent living. Blind persons rom around

the countr come to the oundation or training in traditional Thai massage,

Braille, mobilit and orientation skills, computer operation, telephone

reception, music and astrolog. The Foundation also cooperates with the

Non-Formal Education Department and the Vocational Department o the

Ministr o Education to conduct special courses in other skill areas. The

Foundation assists emploers with job placement o its trainees; especiall

popular are those trained in telephone operation and massage. It will

also assist in workplace accommodations and is available or ollow-up

consultations.

Contact: Mr Pecharat TechavacharaTel: 66.2.678.0763

Fax : 66.2.678.0765

Email : [email protected]

Web site: www.epblind.ksc.net.th

Address: 2218/86 Chan Road

Chongnontri

Bangkok 10120

Redemptorist Job Placement or People with Disabilities

The Redemptorist Job Placement or People with Disabilities, which is

part o the Redemptorist Vocational School or the Disabled in Pattaa,

osters collaboration between commercial enterprises throughout Thailand

and people with disabilities seeking emploment. Redemptorist can

match emploers and qualied job seekers, organize courses on disabilit

awareness and consult with emploers on workplace accommodations. The

school provides vocational training in inormation technolog, computer

programming, network administration and web site design. Courses last or

two ears and graduates are assisted with job placement upon completion.

Emploers are supported in integrating these new workers into theworkplace.

Contact: Mr Manop Iamsaard

Phone: 66.3.871.6247-9 ext, 8110

Fax: 66.3.871.6542


Web site: www.rvsd.ac.th/jobs

Address: PO Box 1

Pattaa Cit

Chonburi 20260

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Contact: Mr Dao Khan Truong

Phone: 84.8.834.7155

Fax: 84.8.293.8300


Web site: www.saomaicenter.orgAddress: 12B/C7 Hoang Hoa Tham St.

Ward 13

Tan Binh Dis

Ho Chi Minh Cit

Vietnam Assistance or the Handicapped (VNAH)

The VNAH is an NGO that works to improve the qualit o lie or people

with disabilities throughout Viet Nam through direct humanitarian assistance

and programmes that promote the reorm o laws and policies. It promotesbarrier-ree access to public acilities and transportation and works to

change the public perception o people with disabilities. The VNAH provides

rehabilitation, training and assistive devices to people with disabilities.

Through its emploer advisor panel, the VNAH provides emploers with

awareness training, networking and inormation sharing, and job matching

with qualied disabled job seekers.

Contact: Mr Robert Horvath

Phone: 84.4.747.3000

Email: [email protected], [email protected] Web site: www.vnah-hev.org

Address: #51 C Van Mieu Street

Dong Da District

Hanoi

World Concern Development Oranization

World Concern ocuses on adolescents with disabilities b oering vocational

training in areas such as sewing and knitting, motorbike and biccle repair,

electronics, computer use and hair dressing. It matches emploers todisabled job seekers and oers disabilit-awareness training, equipment

support and assistance in making workplaces accessible. World Concern

covers Hai Duong, Quang Nam, Da Nang and Ninh Binh provinces.

Contact: Ms Huong Le

Phone: 84.4.562.6311 ext. 113

Fax: 84.4.562.6312


Web site: www.worldconcern.org

Address: Room 202, 25 Truong Han Sieu St.Hoan Kiem District

Hanoi

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Do know that among those

protected b the ADA are qualied

individuals who have AIDS, cancer,

who are traumaticall brain injured,

dea, blind and intellectuall orlearning disabled.

Do understand that access includes

not onl environmental access

but also making orms accessible

to people with visual or cognitive

disabilities and making alarms/signals

accessible to people with hearing

disabilities.

Do develop procedures or

maintaining and protecting

condential medical records. Do train

supervisors on making reasonable

workplace accommodations.

Don’t hire a person with a disabilit

who is not qualied to perorm

the essential unctions o the job

even with a reasonable workplace

accommodation.

Don’t assume that ou have to retain

an unqualied emploee with a

disabilit.

Don’t assume that our current

management will need special

training to learn how to work with

people with disabilities.

Don’t assume that the cost o

accident insurance will increase as

a result o hiring a person with a

disabilit.

Don’t assume that the work

environment will be unsae i an

emploee has a disabilit.

Don’t assume that reasonable

workplace accommodations are

expensive.

Don’t speculate or tr to imagine

how ou would perorm a specic job

i ou had the applicant’s disabilit.

Don’t assume that ou don’t have

an jobs that a person with a

disabilit can do.

Don’t make medical judgments.

Don’t assume that a person with

a disabilit can’t do a job due

to apparent and non-apparent

disabilities.

Don’t assume that our workplace is

accessible.

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compAny disAbility policy guidelines

And self-Assessment checklist

Independent Living Institute, Sweden

Web site: www.independentliving.org Download rom: www.independentliving.org/studworkabroad/disabilit-inormation-checklist/checklist-

corporate-disabilit-polic.pd

“A compan’s commitment to diversit in sta, customers or clients is part o

its organizational identit. As such, it needs to be expressed and displaed in a

statement on the compan’s web site. The polic regarding people with disabilities

should be a distinct part o the document.” Independent Living Institute, Sweden

guidelines or ormulatin a disabilit polic

In ormulating our compan’s polic regarding the inclusion o persons with

disabilities as customers and sta, ou might want to keep in mind the ollowing

points:

your diversit polic, i ou have one, should contain explicit reerences to

“persons with disabilities” and include:

l A brie statement o our goals and rationale or a disabilit polic and an

reerences to pertinent legislation.

l The name o the department and organizational level in the compan incharge o the polic’s implementation, including name and contact details

o the coordinating ocer(s).

l A clear description o the due process or grievance settlements.

l Examples o adaptations and accommodations alread implemented.

l Answers to requentl asked questions, or example, about the level o the

compan’s ambition in including persons with disabilities, its experience in

accommodating people with dierent disabilities and where to get moreinormation.

Please keep in mind that access needs dier rom person to person. What ma

be inaccessible to one person ma not present an obstacle to another. An oce

upstairs without an elevator ma not be a problem or a person with a sight or

hearing impairment. For smaller companies in this situation, rather than not having

an disabilit polic at all, we suggest a more pragmaticall ormulated polic that

includes details about specic obstacles, such as:

“We welcome people with disabilities as emploees, trainees and volunteers.

Unortunatel, our current oces are at the top o several fights o stairs. We

encourage applicants with disabilities who are interested in working, volunteering

g u i d e l i n e s A n d

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or training with us to contact us in order to discuss their qualications or the

work and the possibilities o improving their working conditions through assistive

devices and adaptations o workplace or work routines.”

guidelines or presentin our compan’s disabilit polic on our web site:

Displa the disabilit polic on our web site in a manner that refects the

compan’s priorit regarding inclusion o persons with disabilities. This involves

ease o navigation, clear and easil understandable language and web

accessibilit (such as or people who are blind). Eas access should not be limited

to the disabilit polic statement itsel or other inormation o interest to visitors

with disabilities but should appl to the compan’s whole web site. For inormation

on web accessibilit, see or example www.w3.or/WAI.

In displain the disabilit polic ou miht want to:

l Have no more than three mouse clicks between the compan’s homepage

and the disabilit polic.

l Keep the pages with the disabilit polic updated (at least once a ear).

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inclusion of persons With disAbilities

Independent Living Institute, Sweden

Web site: www.independentliving.org

Download rom: www.independentliving.org/studworkabroad/disabilit-inormation-checklist/checklist-

corporatedisabilit-polic.php

The ollowing questions are intended as an aid in assessing an organization’s

abilit to accommodate emploees and trainees with disabilities. your answers to

these questions will be helpul inormation or prospective applicants as well or

our own periodic internal monitoring purposes.

1. Does our compan have a disabilit polic and an action plan, as an integral

part o a general plan, to saeguard equal access or customers, emploees

and trainees with disabilities regarding premises, operations, products andservices?

2. Does our compan have a budget or the action plan, a coordinating oce

and/or designated ocer in charge o its implementation throughout the

compan sstem?

3. Does our compan have a budget or making additional adaptations, over

and above the general measures, or individual emploees and trainees with

disabilities? Are there state subsidies available or this purpose? Would oreign

trainees have to contribute towards these costs?4. When advertising job vacancies, internships and traineeships, do ou state that

qualied people with disabilities are welcome to appl?

5. Is our compan web site ull accessible to people with dierent disabilities?

6. Is printed material available in alternative ormats?

7. Are there an “wa-nding” aids (tactile markers, etc.) on the compan’s

premises?

8. Do the lighting conditions in the various parts o the premises take intoaccount the needs o persons with sight impairments?

9. Do the acoustic conditions in the various parts o the premises take into

account the needs o persons with hearing impairments? Are there optical

equivalent solutions or acoustic signals, such as emergenc sirens?

10. Are qualied sign language interpreters or Dea persons available or can the

be recruited? Are the available or oreign trainees who might need these

services?

11. Can emploees and trainees with learning disabilities request that routines,

instructions and supervision be adapted to their needs?


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12. Is the air qualit in the various parts o the premises suitable or persons with

allergies, asthma and substance sensitivities?

13. In what wa does the compan’s phsical environment take into account the

needs o persons with phsical disabilities, such as wheelchair users regarding

parking, outdoor pathwas, entrances, moving between dierent foors,

hallwas, oces, meeting rooms, production and storage acilities, caeterias,

gms, toilets?

14. Do geographical distances between dierent parts o the compan require

transportation or persons with ambulator limitations, and how is this need

solved?

15. What are the possibilities or trainees with disabilities to obtain suitable

housing near their place o work?

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lAnguAge

Equal Emploment Opportunities Trust (NZ) and UK Emploers’ Forum on Disabilit

Web site: eeotrust.org.nz, www.emploers-orum.co.uk

Download rom: www.eeotrust.org.nz/toolkits/disabilit.cm?section=practicaltips

Language represents our attitudes and infuences the views and behaviours o

those around us. The language with which we talk about disabilit and reer to

people with disabilities is ver important because poor choices lead to negative

or stigmatizing perceptions that onl reinorce alse stereotpes and will hurt the

morale o an workplace.

In the past, language used to describe people with disabilities ocused on the

medical condition rather than the person. This was dehumanizing and did not

portra people with disabilities as capable individuals. Toda, the language usedshould emphasize a social perspective refecting a person’s individualit over his or

her impairment.

Language use can change over time and rom person to person, so it is important

to be open to input and individual preerences. I ou are not sure o what words

to use, ou ma ask the person how he or she reers to him/hersel.

l Disabled is the proper term as opposed to “handicapped”. The ke is

to alwas identi people as a person or people, as in a disabled person

or people with disabilities. Do not use non-personal phrases, such as“the disabled;” it is dehumanizing and seems to reduce people to their

impairment.

l Avoid outdated terms such as “handicapped” and “crippled”. Man o

these terms are considered derogator. Although the ma have once

been common usage, the are no longer acceptable.

l With an disabilit, avoid negative, disempowering words that invite

pit, such as “victim” or “suerer” and phrases like “in spite o his/her

disabilit.” For man people, their disabilit is simpl a part o their lie andnot a traged.

l Avoid labels that lump people together as a homogeneous group. Labels

such as “the disabled” or “the mentall ill” reinorce stereotpes that

disabled people are exactl alike b nature o their impairment and are

separate rom societ. The also reinorce stereotpes that people with

disabilities are powerless patients.

l For dea people, avoid the phrase “dea and dumb”. This terminolog is

outdated and derogator. In an case, man dea people are not silent;

the can speak and use sounds.


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l The phrase “mentall retarded” is considered outdated and oensive b

man. Instead, a person should be reerred to as having an intellectual

disability .

l Wheelchairs give people the reedom to move. So do not speak o them

as i the are conned. Instead sa, “he/she uses a wheelchair” rather than

“he/she is wheelchair-bound” or “conned to a wheelchair”.

l Don’t be araid to use common expressions that might relate to someone’s

disabilit, such as “see ou later”, “did ou hear about that?” or “I’ll be

running along”. People with disabilities do not want excessive attention

brought to them or to bring discomort to others.

l When addressing someone with a disabilit, oer him or her the same

respect as anone else in the same situation. Do not treat adults as i the

were children.

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6

overcoming feArs And concerns

Virginia Commonwealth Universit Rehabilitation Research and Training Center on Workplace Supports and

Job Retention, United States


Download rom: www.worksupport.com/resources/viewContent.cm/73

The ollowing refect questions and concerns business leaders have reported as

reasons the were reluctant to hire people with disabilities.

1. Wh should I recruit and hire rom this labour pool?

First and oremost, the answer is because it makes good business sense. Currentl,

there is ull emploment in the countr and in order or our business to grow,

ou will need workers who are qualied, dependable and will be an asset to the

compan. However, i ou have never recruited, hired or worked with a person with

a disabilit, ou probabl have lots o questions – which creates hesitation in hiring

people with disabilities.

2. What is it oin to cost m business to accommodate the workplace so

people with disabilities can work as well as visit m business?

your ears and concerns are important and shared b lots o businesspeople. But

let us share some inormation that will show wh the are unounded. Studies have

shown that more than hal o the accommodations cost less than US$500 and over

80 per cent cost less than $1,000. Approximatel 20 per cent cost nothing at all. Inaddition, there are resources available to help with some o the accommodations

as well as several tax credits that will assist the removal o architectural barriers

to our workplace. Remember, i a person needs an accommodation and it is an

undue hardship or our business, it does not have to be implemented. Even i ou

don’t hire individuals with disabilities, the easier it is or people with disabilities

who live in our communit as well as the aging citizens to access our business,

the more prot our compan will enjo. It is important to note that people with

disabilities represent a major market who have needs like other customers. The

have substantial buing power.

3. Will m insurance rates o up?

Man businesses express ear and concern that i the hire workers with disabilities,

the compan’s insurance costs will go up. A surve o human resource managers,

conducted b Cornell Universit (US) revealed that a compan’s health, lie and

disabilit insurance costs rarel rise because o hiring emploees with disabilities.

However, attitudinal stereotpes about people with disabilities are still pervasive in

the workplace, causing them to be hired less and red more than workers without

disabilities.


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4. How will hirin people with disabilities aect the morale o m otheremploees?

your concern about our other emploees is one that ever good manager or

business owner needs to consider in hiring an new emploee. Depending upon

our other emploees’ experiences with working or socializing with people with

disabilities, the ma be uncomortable at rst. But usuall this doesn’t last ver

long. Most o the time, ou need to make sure our other workers are not tring

to assist the person with a disabilit too much. It has been reported b a number

o emploers that having persons with disabilities in the work environment causes

other emploees to work harder and be more productive.

5. What happens i the person with a disabilit doesn’t work out in m

compan?

This concern has been asked b man business people. The issue o a person witha disabilit experiencing perormance problems that might lead to termination

is an issue that man emploers ear. It is never eas to terminate someone rom

a job. However, i the emploee is not able to do the work and ater eorts have

been made to correct the perormance but without results, ou are within our

rights to terminate the emploee with a disabilit just as ou would an other

emploee.

6. How do I deal with a person with a disabilit in an interview situation and

what i I sa the wron thin?

One o the biggest ears expressed b people is, “What do I do when I meet

and interview someone with a disabilit? What is the proper etiquette? What do

I sa? Do I oer m hand? Do I move urniture? What i I make a mistake or sa

something stupid?” All o these are normal eelings when ou rst meet someone

with a disabilit. However, the more contact ou have with people with disabilities

and the more interviews ou conduct, the more comortable ou will become in

dealing with these situations. There are certain etiquette tips that can be provided

to ou and other business people as well as training opportunities or interviewing

applicants with disabilities. I ou make a mistake, just shake it o and move

on. We are all humans and make mistakes. The applicant with a disabilit will

understand.

Now that our ears and concerns have been eased, ou are read to get started

recruiting rom this large labour pool to help ou with our labour shortage. Also,

ou ma wish to get involved with a local disabilit group in our communit to

oer our services in developing resumes, conducting mock interview classes

as well as engaging in other activities that will put ou in contact with this target

customer and applicant population.

Good luck with our recruiting eorts.

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disAbility-friendly strAtegies

US Department o Labor

In cooperation with the Business Leadership Network (BLN), an emploer-led initiative o the Oce o

Disabilit Emploment Polic, supported b the US Chamber o Commerce

Web site: www.dol.gov/odep Download rom: www.dol.gov/odep/archives/ek00/riendlstrat.html

Emploers who include disabilit issues in corporate diversit policies enrich and

enhance workplace benets in the new econom. Such benets include diverse

leadership, innovation, increase in overall morale and the abilit to cast a wider

recruiting net. The ollowing are strategies to successull incorporate persons with

disabilities into the workplace.

Make a corporate commitment to include persons with disabilities amonour stakeholders.

Is the CEO committed to a disabilit riendl workplace? Is there a written

document to all sta that arms this commitment? Do corporate policies,

procedures and practices specicall mention disabilit? Do persons with

disabilities serve on the board? Are emploees and customers with disabilities

seen in the annual report? Are workers with disabilities emploed at all skill levels

in the workorce, including senior management positions? Are our products or

services marketed to customers with disabilities? CEO commitment means senior leadership will embrace disability policies and that the organization will “talk thetalk and walk the walk”.

Educate all sta on disabilit.

Does new sta orientation include disabilit awareness training? Are training

materials available in alternate ormats, such as large print, Braille and captioning?

Do emploees with disabilities serve as mentors or new hires who do not have

disabilities? Providing disability education dispels myths and enables all sta to

make sound disability employment decisions.

Provide onoin inormation on disabilit.

Are sta amiliar with legislation pertaining to disabilit? Do sta receive disabilit

inormation that could be helpul at work, at home or at school? Is disabilit

inormation provided routinel in the compan newsletter or on an intranet site?

Are disabilit resources in the communit contacted to help injured workers return

to the workplace as soon as possible? Continued education enables employeesto use pertinent disability inormation to resolve everyday amily and work liesituations.


f A c t s h e e t s

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Encourae sta to volunteer in the communit.

Are sta encouraged to build relationships with the disabilit communit’s

service organizations during work hours? Do sta make regular visits to high

schools to inorm administrators, teachers and students (including students with

disabilities) about scheduled open houses and job trends in our industr? Are

human resources sta instructing students with disabilities about how to set up a

scannable resume or serving as mentors to graduating post-secondar students

with disabilities to help them with their job search? Employers who want tomake a dierence in the disability employment arena are eager to infuencetomorrow’s disabled workers and help job candidates with disabilities with their search.


f A c t s h e e t s

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8

AttitudinAl bArriers

US Department o Labor’s Oce o Disabilit Emploment Polic


Download rom: http://dvr.dhhs.state.nc.us/DVR/pubs/Attitudes.pd

In the “Quagmire” episode o the American television series The X-Files, Agent

Mulder, discussing the Captain Ahab character (who has onl one leg) in the novel

Moby-Dick , tells Scull he alwas wished he had a phsical disabilit. His reasoning:

Because societ doesn’t expect much rom people with disabilities, he wouldn’t

have to work so hard to prove himsel. Without a disabilit, Mulder would be

considered laz or a ailure i he didn’t work, whereas with a disabilit, he would

have an excuse or slacking and would be called “courageous” or merel holding

a job, let alone succeeding.The act that a respected character on one o America’s most popular television

shows expressed this viewpoint exemplies the rampant attitudinal barriers

hindering people with disabilities in or tring to enter the workorce.

People with disabilities encounter man barriers ever da – rom phsical

obstacles in buildings to sstemic barriers in emploment and civic programmes.

yet, oten, the most dicult barriers to overcome are attitudes other people

carr regarding people with disabilities. Whether born rom ignorance, ear,

misunderstanding or hate, these attitudes keep people rom appreciating – and

experiencing – the ull potential a person with a disabilit can achieve.

The most pervasive negative attitude is ocusing on a person’s disabilit rather

than on an individual’s abilities. A lawer is eective i he or she has a solid

grasp o law and can present a complete case beore a jur or judge; that the

lawer accesses law books through a Kurzweil reader because he or she is blind

is immaterial to the job skill. A rancher is eective i she or he eeds the cattle

and mends the ences; that the rancher with paraplegia operates a cattle eeder

sstem in the bed o a truck via a rod rom the cab or rides an all-terrain vehicle to

reach ences is immaterial to the job skill. A stocker in a actor is eective i he orshe packages the proper number o items in each bin; that the stocker, because o

a developmental disabilit that limits attention span, uses a counting device is not

onl immaterial to the job skill but can make that person the most accurate stocker

on the actor foor.

Agent Mulder expresses a more insidious attitude – that societ doesn’t expect

people with disabilities to perorm up to standard, and when people with

disabilities do, the are somehow courageous. This attitude has the eect o

patronizing people with disabilities, usuall relegating them to low-skilled jobs,

setting dierent job standards (sometimes lower standards that tend to alienateco-workers, sometimes higher standards to prove the cannot handle a job) or

expecting a worker with a disabilit to appreciate the opportunit to work instead

g ui de l i ne s A




o demanding equal pa, equal benets, equal opportunit and equal access to

workplace amenities.

People with disabilities encounter man dierent orms o attitudinal barriers, as

the ollowing explains:

Ineriorit

Because a person ma be impaired in one o lie’s major unctions, some people

believe that individual is a “second-class citizen”. However, most people with

disabilities have skills that make the impairment moot in the workplace.

Pit

People eel sorr or the person with a disabilit, which tends to lead to patronizing

attitudes. People with disabilities generall don’t want pit and charit, just equal

opportunit to earn their own wa and live independentl.

Hero worship

People consider someone with a disabilit who lives independentl or pursues a

proession to be brave or “special” or overcoming a disabilit. But most people

with disabilities do not want accolades or perorming da-to-da tasks. The

disabilit is there; the individual has simpl learned to adapt b using his or her

skills and knowledge, just as everbod adapts to being tall, short, strong, ast,

eas-going, bald, blonde, etc.

Inorance

People with disabilities are oten dismissed as incapable o accomplishing a task

without the opportunit to displa their skills. In act, people with quadriplegia can

drive cars and have children. People who are blind can tell time on a watch and

visit museums People who are Dea can pla baseball and enjo music. People

with developmental disabilities can be creative and maintain strong work ethics.

Spread eect

People assume that an individual’s disabilit negativel aects other senses,abilities or personalit traits or that the total person is impaired. For example,

man people shout at people who are blind or don’t expect people using

wheelchairs to have the intelligence to speak or themselves. Focusing on the

person’s abilities rather than his or her disabilit counters this tpe o prejudice.

Stereotpes

The other side o the spread eect is the positive and negative generalizations

people orm about disabilities. For example, man believe that all people who

are blind are great musicians or have a keener sense o smell and hearing, thatall people who use wheelchairs are docile or compete in the Paralmpics, that all

people with developmental disabilities are innocent and sweet-natured, that all


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people with disabilities are sad and bitter. Aside rom diminishing the individual

and his or her abilities, such prejudice can set too high or too low a standard or

individuals who are merel human.

Backlash

Man people believe individuals with disabilities are given unair advantages,

such as easier work requirements. Emploers need to hold people with disabilities

to the same job standards as non-disabled co-workers, though the means

o accomplishing the tasks ma dier rom person to person. The Americans

with Disabilities Act (ADA) does not require special privileges or people with

disabilities, just equal opportunities.

Denial

Man disabilities are “hidden”, such as learning disabilities, pschiatric disabilities,epileps, cancer, arthritis and heart conditions. People tend to believe these are

not bona de disabilities needing accommodation. The ADA denes “disabilit”

as an impairment that “substantiall limits one or more o the major lie activities”.

Accommodating “hidden” disabilities that meet the above denition can keep

valued emploees on the job and open doors or new emploees.

Fear

Man people are araid that the will “do or sa the wrong thing” around

someone with a disabilit. The thereore avert their own discomort b avoidingthe individual with a disabilit. As with meeting a person rom a dierent culture,

requent encounters can raise the comort level.

Breakin down those barriers...

Unlike phsical and sstematic barriers, attitudinal barriers that oten lead to

discrimination cannot be overcome simpl through laws. The best remed is

amiliarit, getting people with and without disabilities to mingle as co-workers,

associates and social acquaintances. In time, most o the attitudes will give wa to

comort, respect and riendship.

Tips or interactin with people with disabilities:

l Listen to the person with the disabilit. Do not make assumptions about

what that person can or cannot do.

l When speaking with a person with a disabilit, talk directl to that person,

not through his or her companion. This applies whether the person has a

mobilit impairment, a mental impairment, is blind or is Dea and uses an

interpreter.

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l Extend common courtesies to people with disabilities as ou would

anone else. Shake hands or hand over business cards. I the person

cannot shake our hand or grasp our card, the will tell ou. Do not be

ashamed o our attempt, however.

l I the customer has a speech impairment and ou are having trouble

understanding what he or she is saing, ask the person to repeat

rather than pretend ou understand. The ormer is respectul and

leads to accurate communication; the latter is belittling and leads to

embarrassment.

l Oer assistance to a person with a disabilit, but wait until our oer is

accepted beore ou help.

It is oka to eel nervous or uncomortable around people with disabilities, and it is

oka to admit that. It is human to eel that wa at rst. When ou encounter thesesituations, think “person” rst instead o disabilit; ou will eventuall relax.


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psychiAtric disAbilities And mentAl illness

Virginia Commonwealth Universit Rehabilitation Research and Training Center on Workplace Supports and

Job Retention, United States


Download rom: www.worksupport.com/research/viewContent.cm/45

Pschiatric disabilities

In spite o the presence o smptoms, man people with mental illness work ever

da or attend school. Man successul individuals in government, arts, theatre, law,

education, entertainment and medicine have some orm o mental illness.

Did ou know?

l Four o the ten leading causes o disabilit or persons aged 5 and olderare mental disorders.

l An estimated 15 per cent o the US population uses some orm o mental

health services in an given ear.

l Mental illnesses are treatable.

l One in ve people will experience mental illness in his or her lietime.

l One in our people knows someone personall who has a mental illness.

Mental illness

Employment concerns

Emploers who have no known experience with mental illness ma be concerned

about hiring a person with a pschiatric disabilit. Unortunatel, there are

numerous stereotpes that impact societ’s attitudes. Some emploers ma

assume that a person with a mental illness will act inappropriatel or be unreliable

when perorming essential job unctions. Fortunatel, workplace accommodations

and support can help the emploee overcome unctional limitations.

A small number o people require minimal support while others need occasional

or substantial support. The level varies over time or the individual. Tpical support

needs include help in maintaining concentration, handling stressul situations,

interacting with co-workers or responding to supervisor eedback.

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Accommodation considerations

There is a variet o workplace accommodations that are eective or people who

are experiencing mental illness, such as:

Supervisin eectivel

l Provide continual eedback and reinorcement

l Develop clear expectations o responsibilit

l Develop strategies to deal with problems

l Develop a procedure to evaluate accommodations.

Maintainin stamina durin the workda

l Allow fexible scheduling

l Provide additional time to learn tasks and new responsibilities

l Allow use o a job coach

l Allow the emploee to work rom home.

Maintainin concentration

l Reduce distraction in the work area

l Provide space enclosures or private oce space

l Plan or requent breaks

l Divide large assignments into smaller tasks.

Interactin with co-workers

l Educate emploees on disabled people’s right or workplace accommodations

l Provide sensitivit training to co-workers and supervisors

l Make attendance at work-related social unctions optional

l Encourage non-work conversations out o the work area.

Aidin memor

l Allow the emploee to use a tape recorder

l Provide or tpewritten notes, checklists and instructions

l Allow additional time or training.

Handlin stress

l Provide praise and positive reinorcement

l Reer to counselling and emploee-assistance programmes

l Allow telephone calls to a doctor during work hours.


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hidden disAbilities

US Department o Labor’s Oce o Disabilit Emploment Polic


Download rom: www.dol.gov/odep/archives/ek00/hiddenemp.htm

The Americans with Disabilities Act (ADA) denes “disabilit” as an impairment

that “substantiall limits one or more o the major lie activities”. Although some

disabilities, such as inabilit to walk, missing or impaired limbs or severel impaired

vision, are eas to observe, man disabilities are not. Some examples o “hidden”

disabilities are learning disabilities, mental illness, epileps, cancer, arthritis,

intellectual disabilit, traumatic brain injur, AIDS and asthma. Man people do not

believe that hidden disabilities are bona de disabilities needing accommodation.

Hidden disabilities can result in unctional limitations that substantiall limit oneor more o the major lie activities, just like those that are visible. Accommodating

hidden disabilities can keep valued emploees on the job and open doors or new

emploees.

The ADA requires that reasonable accommodation be provided, i necessar,

or all impairments that meet the denition o “disabilit”, whether hidden

or visible. Reasonable accommodations must be determined on a case-b-

case basis to ensure the eectivel meet the needs o the emploee and the

emploer. Accommodations can range rom making existing acilities accessible

or wheelchair users to job restructuring, acquiring or modiing equipment,developing fexible work schedules or modiing task protocols.

Accommodating qualied emploees with disabilities sets up a win-win situation:

emploers gain a qualied, stable, diverse workorce; people with disabilities get

jobs; and societ saves mone that previousl unded public benets and services

or people with disabilities.

The ollowing are examples o accommodations worked out through discussions

between emploees with disabilities and emploers, in consultation with the Oce

o Disabilit Emploment Polic’s Job Accommodation Network (JAN). JAN is atoll-ree service that provides advice to businesses and individuals on workplace

accommodations and the emploment provisions o the ADA.9

These samples o accommodations do not represent the onl possible solution. To

receive guidance on specic accommodation questions, talk with the emploee

and give JAN a call.


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9 JAN can be reached b calling 1-800-526-7234 (V/TTy) in the United States.



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Situation: A bowling alley worker who is intellectually disabled and has bi-manual

motor and nger dexterity problems was having diculty properly wiping the

bowling shoes that had been returned by customers.

Solution: A local job coach service provider abricated a device that allowed

the individual to roll the shoes in ront o a brush rather than run a brush over

the shoes.

Cost: No cost because the scraps o wood that were let over rom other

projects were used to make the device.

Situation: A high school guidance counsellor with attention decit disorder was

having diculty concentrating due to the school noise.

Solution: The school replaced the bell on his phone with an electric light bulb

device that lights up when the phone rings, sound-prooed his oce andprovided a foor an or white noise.

Cost: Less than US$600

Situation: A machine operator with arthritis had diculty turning the machinery

control switches.

Solution: The emploer replaced the small machine tabs with larger cushioned

knobs and provided the emploee with non-slip dot gripping gloves that

enabled him to grasp and turn the knobs more eectivel and with less orce.

Cost: Approximatel $130

Situation: A warehouse worker whose job involved maintaining and delivering

supplies was having diculty with the physical demands o his job due to atigue

rom cancer treatment.

Solution: The emploer provided the emploee with a three-wheeled scooter

to reduce walking. The emploer also rearranged the laout o supplies in the

warehouse to reduce climbing and reaching.

Cost: $3,000

Situation: Due to hot weather conditions, a worker with asthma was having

diculty working in an outside environment uelling airplanes and moving

luggage.

Solution: The emploer moved the individual to the midnight shit and to a

position where the worker was both inside and outside the acilit.

Cost: $0

g ui de l i ne s A




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g ui de l i ne s A


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Situation: A part-time college instructor with Asperger’s Syndrome was

experiencing auditory discrimination diculties that prevented her rom making

immediate decisions. This was causing problems or her during meetings and

annual evaluations and had prevented her rom meeting time lines or projects.

Solution: The emploee was permitted to take notes during sta meetings and

to provide written responses to all attendees on the questions raised during

the meeting within a time rame agreed upon b the meeting participants. The

emploee also received a cop o meeting agendas, annual evaluations and

project expectations in advance o the ace-to-ace meetings and was thereb

able to ask questions or provide ollow-up responses in writing.

Cost: $0

Situation: A machine operator with HIV was experiencing diculties remembering

the steps involved in changing a part on his machine.

Solution: The emploer provided the emploee with a step-b-step check list

and written instructions on how to change the part.

Cost: $0



3

bArrier-free tourism

Transport and Tourism Division, UNESCAP

Web site: www.unescap.org/ttdw

Download rom: www.unescap.org/ttdw/Publications/TPTS_pubs/pub_2316/pub_2316_tor.pd

The business case states that emploing people with disabilities is important

because the have insight into an overlooked and multibillion-dollar market

segment. One o the industries where this consumer market segment is most

important and where certain businesses are poised to capitalize on it is the tourism

industr.

As more disabled people gain emploment throughout the world, the are

becoming a growing group o consumers o travel, sport and other leisure-

oriented products and services. Research conducted b Australia’s DeakinUniversit ound that there are more than 100 million disabled people in the world

with a disposable income. The present a niche market segment that is being

increasingl pursued b tourism service providers to gain a competitive edge

in the Asia and Pacic region. A successul strateg in attracting this market has

relied on hiring service providers who have disabilities.

The travel needs o people with disabilities have been categorized as “barrier-ree

tourism”. Barrier-ree tourism not onl attracts people with disabilities but also

their amil and riends. And closel linked to the needs o people with disabilities

are the travel needs o less mobile senior citizens and amilies with oung children,

all o whom compose large market segments.

The main tourism-generating countries o North America, Europe and Australia

have alread recognized that people with disabilities, together with their riends

and amil, constitute a large potential consumer market. In these countries,

barrier-ree tourism has ostered a powerul niche market. Identiing and

accommodating that niche market in Asia and the Pacic is a strateg to attract

more tourists rom main tourism-generating countries.

In general, accessibilit is the major issue or letting disabled people eel condentenough to spend their time and mone at a particular destination. Barriers to

disabled travellers come in man dierent orms through three main clusters:

l Phsical access, which involves people with mobilit impairments (such

as wheelchair users) and accommodations such as ramps, handrails, lower

counters and lits.

l Sensor access, which involves people with hearing or sight impairments

and such accommodations as tactile markings, handrails and both audio

and visual cues or elevators and alarm sstems.


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g ui de l i ne s A


l Communication access, which involves people who have dicult

communicating through written language, vision and speech and ma

necessitate the training o sta in alternative communication means.

Man tourism service providers should alread be capable o this because

communication between people o dierent cultures and countries otenrequires alternative communication skills anwa.

Despite this niche market and its powerul consumer demand, most tourism

service providers in the Asia and Pacic region have et to recognize the

importance o taking action to create a barrier-ree environment. Man tourist

sites and acilities are not accessible and their sta are not trained in disabilit

awareness. However, service providers, who have recognized the consumer

demand and have made the necessar accommodations, such as the ollowing,

will tell ou that it pas o:

l The Hilton Adelaide Hotel in Australia

Web site: www.hilton.com

l St. Bernard Beach Resort in Bantaan Island, Philippines

Web site: www2.mozcom.com/~hl

l Thara Patong Beach Resort in Phuket, Thailand

Web site: www.tharapatong.com

l TransIsland Taxis Ltd in Singapore

l Timeless Excursions tour operator in India

Web site: www.timelessexcursions.com

l Navo Nepal tour operator in Nepal

Web site: www.navonepal.com

l China yunnan Exploration Travel Service in China

Web site: www.toptrip.cc/tour_disabled.htm

l Accessible Kiwi Tours in New Zealand

Web site: www.tours-nz.com

Accessible Journes, Inc. is a US-based wholesaler that oers consultative

support in developing accessible travel itineraries and booking services to an

IATA-, ARC- or CLIA-licensed travel agent. you can check out their services or

travel agents and tour operators on their web site: www.disabilittravel.com

Participants at the Asia-Pacic Conerence on Tourism or People with Disabilities

(September 2000 in Bali) agreed on the ollowing action steps that service

providers should take to promote barrier-ree tourism:



34

1. Develop in-house programmes to raise awareness, sensitivit and skill levels to

provide more appropriate services or persons with disabilities.

2. Communicate more with disabled persons and their organizations to exchange

accurate and reliable inormation or strengthening tourism services to better

meet diverse consumer needs.

3. Encourage tourism service providers to make their web sites accessible or

disabled persons, especiall blind persons.

4. Involve disabled persons with the requisite experience and skills in conducting

access surves o premises and to serve as resource persons and advisers in

improving tourism services.

5. Introduce barrier-ree tourism into the agendas o their regular meetings.

6. Introduce accessibilit as a criterion in the ranking o hotels and restaurants.


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glossaryAdjustment Adaptation o the job, including adjustment and

or accommodation modication o machiner and equipment and/ormodication o the job content, work organization

and the adaptation o the work environment, to

provide access to the place o work and working

time to acilitate the emploment o individuals with

disabilities.

Disabilit manaement A process in the workplace designed to acilitate

the emploment o persons with a disabilit through

a coordinated eort addressing individual needs,

work environment, enterprise needs and legalresponsibilities.

Disabled person An individual whose prospects o securing, returning

to, retaining and advancing in suitable emploment

are substantiall reduced as a result o a dul

recognized phsical, sensor, intellectual or mental

impairment.

Discrimination An distinction, exclusion or preerence based on

certain grounds that nullies or impairs equalito opportunit or treatment in emploment or

occupation. General standards that establish

distinctions based on prohibited grounds constitute

discrimination in law. The specic attitude o a public

authorit or a private individual that treats unequall

persons or members o a group on a prohibited

ground constitutes discrimination in practice. Indirect

discrimination reers to apparentl neutral situations,

regulations or practices that in act result in unequal

treatment o persons with certain characteristics.

Distinction or preerences that ma result rom

application o special measures o protection

and assistance taken to meet the particular

requirements o disabled persons are not considered

discriminator.

gl o s

s Ar y

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37

gl o s

s Ar y

9

Job adaptation The adaptation or redesign o tools, machines,

workstations and the work environment to an

individual’s needs. It ma also include adjustments

in work organization, work schedules, sequences o

work and in breaking down work tasks to their basicelements.

Job analsis Making a detailed list o the duties that a particular

job involves and the skills required. This indicates

what the worker has to do, how he or she has to do

it, wh he or she has to do it and what skill is involved

in doing it. The analsis can also include acts about

tools used and machines operated. A job analsis is

usuall the rst step in the placement process.

Job retention Remaining with the same emploer and with

the same or dierent duties or conditions o

emploment, including return ater a period o paid

or unpaid absence.

Mainstreamin Including people with disabilities in emploment,

education, training and all sectors o societ.

Oranization o persons Organizations that represent persons with

with disabilities disabilities and advocate or their rights. These can

be organizations o or or persons with disabilities.

Return to work The process b which a worker is supported in

resuming work ater an absence due to injur or

illness.

Vocational rehabilitation A process that enables disabled persons to secure,

retain and advance in suitable emploment and

thereb urthers their integration or reintegration into

societ.

Worker/emploee An person who works or a wage or salar and

perorms services or an emploer. Emploment is

governed b a written or verbal contract o service.

Workin conditions The actors determining the circumstances in which

the worker works. These include hours o work, work

organization, job content, welare services and the

measures taken to protect the occupational saet

and health o the worker.



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Workin environment The acilities and circumstances in which work takes

place and the environmental actors that ma aect

workers’ health.

Workplace All the places where people in emploment need

to be or to go to carr out their work and that are

under the direct or indirect control o the emploer.

Examples include oces, actories, plantations,

construction sites, ships and private residences.

Workstation The part o the oce or actor where an individual

works, including desk or work surace used, chair,

equipment and other items.

Work trial Work activit to provide experience in or test

suitabilit or a particular job.

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t hAnk s

0

thanks

The ILO wishes to acknowledge the man individuals who have contributed to this

document. First o all, thanks to all the companies who contributed their policiesor good practice examples ound in sections 5 and 6 and to the organizations and

government oces that submitted inormation sheets or section 7. Additionall,

the act sheets were either in the public domain or the organizations that authored

them granted permission or use in this document.

Credit or the considerable research and compiling o data that the document

required goes to a series o interns who worked under the direction o the

project’s editor, Debra Perr, Senior Specialist in Vocational Rehabilitation or Asia

and the Pacic. These included Karin Boman Röding, who conducted the initial

surve o organizations and research and Sanja Kuma Kaushik who supportedher and designed a database or the inormation. Michael Clne did additional

work, including drating some o the case studies. Associate expert Tiina Eskola,

intern Kung-Hoo Roh, ILO assistant Suguna Voradilokkul, and cop editor

Karen Emmons helped with nal checking and preparation o the document or

publication. Their hard and tireless work is most appreciated. Without their help,

this document would not have been possible.



share your

company’s

exampleWe would like to know about our compan’s disabilit polic or an examples o

inclusion o disabled persons into our workplace. Please contact:

Debra Perr

International Labour Oce10th Floor, UN Building

Rajadamnern Nok

P.O. Box 2-349, Rajadamnern

Bangkok, 10200, Thailand

Tel: +662.288.1792


Barbara Murra

ILO Disabilit Programme

Skills and Emploabilit Department

International Labour Oce

ILO _ Employ Ability in Asia and Pacific

Documents

Transcript of ILO _ Employ Ability in Asia and Pacific