Case study MDG 1
MDG 1: End poverty and hunger – employment for young people with disabilities in Thailand
The aim of the action
Develop a better job creation system at the request of employers who need information to source persons with disabilities, or often untapped human resources, and at the same time empower students with disability with specific professional proficiency such as interviewing skill, social skills, etc.
Project partners
The project is led by Disabled Peoples' International Asia Pacific (DPI/AP)* in collaboration with:
Council of People with Disabilities of Thailand
Employer Confederation of Thailand
Information and Communications Technology
Ministry of Labour
National Office for the Empowerment of Persons with Disabilities
Nonthaburi Society of Disabled Persons
Redemptorist Vocational School for Persons with Disabilities
Thai Chamber of Commerce
Main types of activities and tools used
Building a partnership and forming coordination committee
This would involve DPIAP and necessary stakeholders, firstly contacting the Thai Chamber of Commerce to propose collaborating on a strategic plan to involve a number of businesses in this initiative. In this stage, the business sector will be made aware of the challenges and obstacles facing persons with disabilities in the pursuit of employment and a proposed initiative to open up opportunities will be discussed.
Universities in Bangkok will be advised of the project’s scope and goals and would also be an active project partner.
A project coordination committee would then be set up comprised of representatives from the National Office for Empowerment of Persons with Disabilities (NEP), Thai Chamber of Commerce, and Trade Union Council of Persons with Disabilities in Thailand (CPDT), Disabled Peoples’ International Asia Pacific (DPIAP), universities and business sector representatives. This committee will develop practical project planning and regular coordination meetings to discuss the progress and challenges of the project. This committee will also define a management, implementation, and monitoring and evaluation system.
Baseline survey
A baseline study will need to be conducted to ascertain what skills and education requirements are sought after by the business sector among other things. The businesses involved will perform a study of the jobs in demand and skills required within their organizations and sectors. This survey will explore and elaborate on the following:
- The skills and needs of companies in order to establish a response to real market demand.
- This survey is also an opportunity for companies to understand the business sectors’ responsibilities/ obligations to provide equal opportunities for all under Thai law.
- Benefits to companies of hiring persons with disabilities such as taxation deductions, and incentives for renovating business premises to become more accessible.
- Reasonable accommodations to welcome young people with disabilities into the workplace.
Skills mapping exercise
Following the baseline survey, the companies involved should carry out a skills mapping exercise. Ideally there would be two or three options for students/ graduates with disabilities, which could include:
i) Employment opportunities.
ii) Internship opportunities for university students.
iii) Apprenticeships or on-the-job training for people with disabilities that could transition into work.
During this stage, the project coordination committee should set-up a short training module that focuses on companies expectations with regards to employees.
University road show
Following the tabling and documentation of the data from the business sector, the disabled peoples’ organisations will initiate a drive to a selected number of universities to approach the students with disabilities and advise of this initiative.
The students will be given information as to which companies are participating in the project together with details on current positions on offer circulated to all participating universities. In this phase, the businesses will begin to draft the positions to be offered.
Job matching and recruitment
The identified trainers can then offer short courses of the modules to prospective students/interns with disabilities. This can be carried out at various locations such as the university, disabled peoples’ organisation, business organizations etc with information circulated to various universities for interested young people with disabilities to attend.
The students/intern database or details of the students’ education and skill sets will then be made available to the business sector looking to recruit. The companies can match the candidates to their selection criteria. The business sector will also release the job openings or internships available. This can be made available on the company’s website, university websites, DPO’s desires and the government ministry websites, leaving the young people with disabilities time to submit applications. Once the businesses have short-listed the candidates, they can carry out interviews to establish the suitability according to their selection criteria.
Each business should identify a key person who will be responsible for the selection requirements, recruitment and day-to-day running of the program. This person can be the in-between person for the employer and recruits.
Program start
The selected candidates will then proceed to begin their placements whether internships or jobs as required. Regular contact is to be maintained with the business sector and the other stakeholders to provide feedback on the process and the benefits or challenges being faced. The candidates are also required to report on their experiences within the organizations.
Additionally, DPIAP as disability experts will provide employers with strategies to welcome and manage persons with disabilities in the workplace by the provision of Disability Equality Training. This collaboration across the sectors will serve to build enduring relationships, promote local governance as well as acting to address disability (and gender) imbalances in the workplace.
Monitoring and Evaluation
The project evaluation will use a Results-Based-Management Framework as a basis for monitoring and evaluating this project. Progress will be measured in terms of outputs and outcomes that relate back to the original objectives.
Furthermore, in order to determine what parts of the program are well designed and what aspects need improvement, ongoing monitoring and evaluation will need to be carried out by the individual companies and shared with all project partners. This will allow a clear picture of outcomes and outputs for all stakeholders to see. A format for the evaluation should be created that captures several aspects for instance:
- Numbers of student and graduate recruitments for the different opportunities over a time period.
- Value of the employer training for internships and apprenticeships
- How the different stakeholders collaborate with each other in the project.
- Numbers of business companies adding students/ graduates with disabilities to their programs, and new additions
- Measuring job accommodations at the business premises
- Managers’ assessment of interns and graduates potential after completing assignment.
- Number of on-the job training and/or internships that transition to full time positions within a company.
- Ways the program can be improved.
Outcomes of the project up to now
Krungthai AXA Company:
- At present, 8 persons with disabilities are employed in different departments.
- Staff without disability’s negative attitude is gradually changing to become more open to staff with disabilities.
- Staff with disability with low self-esteem is becoming more confident and no longer regard themselves as a pitiful person who needs help all the time.
- Krungthai-AXA will advocate for inclusive employment to their alliance companies by mid 2012.
- Office environment is adjusted to be more accessible. Disabled People’s International Asia-Pacific made an accessibility audit.
- Lesson learns and good practice will be shared with the Thai government and other business companies.
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