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Why hiring individuals with disabilities can benefit Asia’s workforce


All businesses around the globe have faced these challenges. labor shortages as many people quit their jobs — and Asia is no exception.

A 2021 Mercer Survey found that Thailand, Indonesia, Philippines, and Malaysia had the highest levels of employment. higher turnover rateThis is especially evident at mid-career, when compared to previous years. 

It Great Resignation isn’t ending any time soonSo how do employers in Asia retain and attract talented workers? 

The answer lies in an “under-tapped pool” of talent — individuals with disabilities, said Joni Simpson from the International Labor Organization (ILO). 

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According to the Disability Information Center, people with disabilities are those suffering from long-term mental, physical or sensory impairments. the United Nations

Simpson, a senior specialist on gender, equality, and non-discrimination, stated that there are approximately 472 million people with disabilities in Asia. However, almost two thirds are not working.

The population-to-employment ratio for people with disabilities in Asia is only 28%, said ILO’s Joni Simpson.

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According to the most recent guide for employersPublished by ILO. Asia’s companies struggle to include disabled people due to prevailing stereotypes and lack of awareness. 

It stated that some of the biggest fears and assumptions about people with disabilities include the belief that they can only perform repetitive tasks, low productivity, high accidents rates, and costly adaptations in the workplace. 

But Simpson says that highly skilled workers with disabilities are “out there” and “wanting to find jobs” — and it is up to companies to step up their diversity-hiring practices.

More than 1 billion people worldwide have disabilities, according to statistics. But, within this number, there is a lot of talent and gifted individuals that are more capable than their peers and are willing and able to help them outperform or even lead.

Bernd Starke

Deutsche Bank

Asia’s workforce can benefit from the hiring of people with disabilities. CNBC Make ItLearn more. 

1. Competitive edge 

Diversity is increasingly important — 76% of employees and job seekers report that a diverse workforceAccording to Glassdoor, this is an important aspect they take into consideration when considering companies or job opportunities.

Bernd Starke (Deutsche Bank) is head of DACH (Germany Austria, Switzerland) Asia-Pacific corporate coverage agreed. Diversity and inclusion were emphasized, particularly among the “younger generation” of top talent.

For top-tier talent to be attracted to your organization, you must have an inclusive and welcoming culture of hiring. 

Starke is also head of dbEnable Singapore. This organisation runs a Work Placement Programme that offers students with disabilities an opportunity learn more about banking operations. 

Five interns were hired at the bank as part-time employees since the launch of the program in 2016. 

Deutsche Bank said that inclusive hiring is essential for organizations looking to hire top talent and young people.

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According to statistics, over one billion people worldwide have some form of disability. Starke explained that many of those with disabilities are talented individuals, who have the potential to be more effective than their peers and are willing and able to lead. 

ILO said in its report that in building a more diverse workforce, businesses stand to gain “competitive business advantage” when they broaden strategies and practices to include disability — as well as differences in gender, age, race and ethnicity. 

Additionally, the report stated that after undertaking this activity, companies reported a better reputation and increased profitability. 

Accenture conducted a 2018 study and found these facts. businesses that actively seek to employ people with disabilitiesCompanies that reported higher revenues, net profits and profit margins had lower revenue than companies who did not.

Simpson added: “That will play out towards clients as well – seeing this company as a company that’s up to speed with diversity … and that can make an impact on their choice to work with them, their choice to to buy from them.” 

It has a positive impact on both internal and external staff.”

2. Loyalty 

The Great Resignation. the mass quitting of workersThis is an indication of the severity of the pandemic. job loyalty may be a thing of the past.

Simpson said that job loyalty remains strong for employees with disabilities. 

They are efficient in their work and loyal to their employers. According to the evidence we have, turnover rates in this industry are less.

DuPont de Nemours, for example, found that Americans with disabilities had equal to higher performance scores. better retention ratesAnd less absenteeism.

It can also be in the form of other aspects of diversity. Appreciation is what makes it worth your time to stay.

Employees who don’t have disabilities will be able to show loyalty and support one another.

Working for a company brings you a sense of fulfillment. [diversity]- It is relevant to other people. When you know your company values you, is ready to support you … you will thrive and give your best in the workplace,” said Simpson. 

3. Workplace empathy

They bring fresh perspectives and ideas to the team as they cater for individuals with disabilities.

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We are all more human when we take care of each other. It is more important to offer support to a friend or colleague who has a disability. [him/her]Starke agreed. 

“When you talk to them and (find out) it takes them two hours in the morning to get to work … you just start to be a little bit more empathetic.”

Simpson stated that when companies learn and cater for the needs people with disabilities, it also brings new perspectives to their employees.

“We’re all going there, after all.” [experience disability]”At some point in our life.”

How to start a company

Starke and Simpson believe that building a diverse workforce begins with the company’s leaders. 

The tone is set by leaders. Simpson stated that it is important for leaders to examine their recruiting and check whether they are discriminating against potential candidates with disabilities. 

“The leadership has to make sure that people …. Don’t think of them as people just trying to get a job.

The International Labor Organization recommends that a disability-inclusion policy be written by a company. It should address recruitment, confidentiality, job progress, retention, and accessibility.

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Starke stated that companies should strive to hire a diverse workforce. The end goal must be employment opportunities and not charity.

“If someone has a disability and we hire them, it must be based on their abilities and talents.”