“Talent has no boundaries. Workforce diversity includes persons with disabilities”
Just received a good news. My grant application to write a case study on employment of persons with disabilities (PWDs) has been approved. Money-wise it’s nothing to shout about. But this topic is close to my heart – have been wanting to research and write something about PWDs. So call it a soul filler ;).
So my team and I will be working with the Welfare Department of the Ministry of Women, Family and Community Development. The grant is funded by the Ministry of Education, part of their initiative to enrich our local case study bank.
Malaysia has a policy on 1% PWD employment in public sectors. Apparently, this hasn’t been achieved. So we’ll be researching on how to help them to get closer to the target. I am passionately curious to find out.
Stay tune for updates.
Assalam Dr,
Appreciates your generous effort to conduct the study on the PWD. I manage interviewed 1(one) of PDW last 2 weeks. His name is Che Wan Zawawi, currently working in INTAN, East-Coast. Been served INTAN for 13 years( starting 2003) . I knew Che wan , quite some time ( 2013). He is my class mate during Master Project Mgt Prog ( OUM, 2013-2014). He is hard working person, with great courage. He always say ” apa org lain boleh buat , aku pun boleh buat”.
Just to share, summarized on my interview session.
1) There was the “push factor” on the PWD intake in public sector. Its is the Gov. skim (2008) to encourage public sector to start hire the PWD, built the appropriate facilities and norm work culture. The most important, public sector will be “icon/ role model” for private sector to start hiring PWD.
2) There is no significant privilege on PWD, in term of training, work scope and promotion.
3) Although the Gov. skim to hire PWD started in 2008 ( target to have 1% PWD in Public workforce). According to Che Wan there is no specific Standard Operating Procedure (SOP) for PWD. In my opinion, Public Sector should have comprehensive SOP for PWD. Referring to Che Wan, he got bunch of “grey area” and lots of argument with his superior. I’m wondering why, GOV. start the PWD-Skim in the 2008 and hope to get 1% achievement, but they don’t have the SOP? We can see the result, only Jabatan Kebajikan Masyarakat managed to have 1% achievement and others Jabatan still far behind.
4) Further compare to Gov Link Comp(GLC) , the PWD hiring rate very low. In my previous organization (Petronas), they give many excuses on why not hiring the PWD.
5) My opinion , the awareness level of hiring PWD in Malaysia still very low. The public sector as the “icon/role model”, was unsuccessfully increased the awareness level of hiring PWD in Malaysia.
6) Finally, as compare to developed countries, the awareness level of hiring PWD is high. Apart having the comprehensive PWD policies and SOP, they had implemented the program Corporate Social Responsible- Disable (CSR-D), https://people.utm.myanddisability.org/images/pdf/pubs/ILO_CSRDisability.pdf . I believed, this will be effective approaches to improve the awareness level of hiring PWD in Malaysia.
Regards
Shariman
Waalaikumsalam,
Thanks for dropping by Shariman. And tqvm for the updates on the interview. Very interesting. Consider asking Petronas – why the reluctance?
Malaysia has to do a lot to be at par with other countries. Let’s make our efforts in this area count ya. InsyaAllah.