In developing countries, 80% to 90% of persons with disabilities of working age are unemployed, whereas in industrialized countries the figure is between 50% and 70%.
In most developed countries the official unemployment rate for persons with disabilities of working age is at least twice that for those who have no disability.
There are 370 million persons with disabilities, 238 million of them of working age. Their unemployment rate is usually double that of the general population and often as high as 80% or more.
Anti-discrimination in employment regulation for persons with disabilities have been included in the Indonesian constitution. In addition, it has also been adopted in various articles on legislation,regulating about employment for persons with disabilities, namely Law Number 3 of 2013, Law Number 19 of 2011 and LawNumber 8 of 2016. The need for the many provisions of labor laws that have not been implemented requires affirmative action to realize equal opportunities in all aspects of life and livelihood for persons with disabilities.
Regarding employment opportunities for persons with disabilities, Article 53 of Law Number 8 of 2016 stipulates that the Government, Regional Government, State-Owned Enterprises and Regionally-Owned Enterprises must employ at least 2% (two percent) of persons with disabilities from the number of employees or workers. Private companies must employ at least 1% (one percent) of persons with disabilities from the number of employees or workers.
In most developed countries the official unemployment rate for persons with disabilities of working age is at least twice that for those who have no disability.
There are 370 million persons with disabilities, 238 million of them of working age. Their unemployment rate is usually double that of the general population and often as high as 80% or more.
Anti-discrimination in employment regulation for persons with disabilities have been included in the Indonesian constitution. In addition, it has also been adopted in various articles on legislation,regulating about employment for persons with disabilities, namely Law Number 3 of 2013, Law Number 19 of 2011 and LawNumber 8 of 2016. The need for the many provisions of labor laws that have not been implemented requires affirmative action to realize equal opportunities in all aspects of life and livelihood for persons with disabilities.
Regarding employment opportunities for persons with disabilities, Article 53 of Law Number 8 of 2016 stipulates that the Government, Regional Government, State-Owned Enterprises and Regionally-Owned Enterprises must employ at least 2% (two percent) of persons with disabilities from the number of employees or workers. Private companies must employ at least 1% (one percent) of persons with disabilities from the number of employees or workers.
The barriers to employment
Specific barriers to employment exist for people living with disabilities. They may be cautious in approaching employers because of fear of prejudice. They may worry an employer will rule them out immediately because they see a wheelchair or other aid. Or because they don't want to accommodate workplace supports such as flexible hours, wheelchair access or special IT programs.
For employers, they may have preconceived notions (which they may or may not be conscious of) about what people with disabilities are capable of. This can potentially hold them back from hiring. The perceived cost of supports and up-skilling could also be an issue.
Specific barriers to employment exist for people living with disabilities. They may be cautious in approaching employers because of fear of prejudice. They may worry an employer will rule them out immediately because they see a wheelchair or other aid. Or because they don't want to accommodate workplace supports such as flexible hours, wheelchair access or special IT programs.
For employers, they may have preconceived notions (which they may or may not be conscious of) about what people with disabilities are capable of. This can potentially hold them back from hiring. The perceived cost of supports and up-skilling could also be an issue.
It’s a big conversation and kitaoneus.asia haven't all the answers. But kitaoneus.asia passionate about helping businesses see the benefits of hiring people who live with disabilities. Here are five, for starters.
1. Diversity and innovation
Every business needs to innovate to stay relevant. Consumers want new products, added value and new ideas.
So how to cultivate innovation? Having a diverse workforce is key. You need people of all cultures, genders and life experiences who can contribute perspectives.
Your bottom line will benefit too. A 2018 Accenture study showed businesses that actively seek to employ people with disabilities outperform businesses that don’t. Their revenues were 28% higher, net income was two times more, and profit margins were higher by 30%.
2.High work quality
Sometimes, there’s a stereotype that people who live with a disability are somehow less capable. Yet Kiwi think tank, the Maxim Institute, has found that the job performance of people with disabilities is often better than people without.
3. Better retention
People with disabilities are more likely to stay in a role for longer. Stats NZ has found that people with a disability tend on average to stay longer in their job (10.6 years). Non-disabled people averaged three years less (7.0 years). Evidence also shows those living with disabilities take less sick leave than those without.
4.Better morale and culture
Studies show employees think better of the business they work for if there is greater diversity. Accommodating the needs of staff with disabilities also shows you care, which improves employee-employer relations.
5. Better reputation
One in five working age New Zealanders have some sort of disability. You enhance your reputation if your workforce and public image reflects the diversity of your customers. A 2017 survey from the US National Business and Disability Council found 66% of consumers will buy from a business that features people with disabilities in their advertising. And 78% will buy goods and services from businesses that ensure accessibility at their physical locations.
1. Diversity and innovation
Every business needs to innovate to stay relevant. Consumers want new products, added value and new ideas.
So how to cultivate innovation? Having a diverse workforce is key. You need people of all cultures, genders and life experiences who can contribute perspectives.
Your bottom line will benefit too. A 2018 Accenture study showed businesses that actively seek to employ people with disabilities outperform businesses that don’t. Their revenues were 28% higher, net income was two times more, and profit margins were higher by 30%.
2.High work quality
Sometimes, there’s a stereotype that people who live with a disability are somehow less capable. Yet Kiwi think tank, the Maxim Institute, has found that the job performance of people with disabilities is often better than people without.
3. Better retention
People with disabilities are more likely to stay in a role for longer. Stats NZ has found that people with a disability tend on average to stay longer in their job (10.6 years). Non-disabled people averaged three years less (7.0 years). Evidence also shows those living with disabilities take less sick leave than those without.
4.Better morale and culture
Studies show employees think better of the business they work for if there is greater diversity. Accommodating the needs of staff with disabilities also shows you care, which improves employee-employer relations.
5. Better reputation
One in five working age New Zealanders have some sort of disability. You enhance your reputation if your workforce and public image reflects the diversity of your customers. A 2017 survey from the US National Business and Disability Council found 66% of consumers will buy from a business that features people with disabilities in their advertising. And 78% will buy goods and services from businesses that ensure accessibility at their physical locations.