Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Group 3
Alota, Kathleen
Alota, Shiela
Ang, Danielle
Bejosano, Kathlyn
Diaz, Sarah
Montenegro, Cashmere
Motol, Sybel Anne
Equality in all areas of employment is the overall statement under Article 27 of the
Convention on the Rights of Persons with Disability. Nations that have signed and/or
ratified the Convention have agreed to pursue equality of people with disabilities in all
areas of employment. The Convention, in relation to employment, begins by saying:
Under the CRPD, persons with disabilities are those who have long-term physical,
mental, intellectual or sensory impairment which, in interaction with various barriers, may
hinder their full effective participation in society on an equal basis with others.
There are an estimated one billion persons with disabilities globally, with about 80
percent of them living in developing countries.
Despite major gains in recent years, people with disabilities are still at higher risk of
poverty and social exclusion around the world. Largely overlooked in data collection and
policy formulation, people with disabilities are often rendered socially invisible. Around
800 million people with disabilities are of working age, and many of them face significant
obstacles to equal opportunities in the world of work, ranging from attitudinal and physical
to informational barriers.
When persons with disabilities have access to decent work, it brings considerable
economic advantages. Developing countries lose up to 7 percent of their gross domestic
product due to the exclusion of persons with disabilities from the labor market. Further,
employers across the world increasingly recognize the benefits of diverse workforces and
employing persons with disabilities.
The State shall adopt an integrated and comprehensive approach to health development
which shall endeavor to make essential goods, health and other social services available to all
the people at affordable cost. There shall be priority for the needs of the underprivileged, sick,
elderly, disabled, women, and children. The State shall endeavor to provide free medical care
to paupers.” (Philippines 1987, Art. XIII, Sec. 11)
Mandates the establishment of a special agency for persons with disabilities (currently
National Council for the Welfare of Disabled Persons) for their rehabilitation development
and self-reliance, integration into the mainstream of society. [Sec. 13, Art. XIII, 1987
Philippine Constitution]
Republic Act No. 7277, as amended by RA 9442, An Act Providing for the
Rehabilitation, Self Development and Self-Reliance of Disabled Persons and Their
Integration into the Mainstream of Society and for other Purposes (the “Magna Carta
for Disabled Persons”)
Republic Act (RA) No. 10524, An Act Expanding the Positions Reserved for PWDs,
amending for the purpose RA No.7277 (Magna Carta for Persons with Disability)
“At least one percent (1%) of all positions in all government agencies, offices or
corporal ions shall be reserved for persons with disability: Provided, That private
corporations with more than one hundred (100) employees are encouraged to reserve at
least one percent (1%) of all positions for persons with disability.”
Batas Pambansa Bilang 344, the Accessibility Law.
According to one study conducted in the Philippines, 1,500 employable PWDs, only
34.25% are engaged in paid work. About 22% in the Philippine survey are self-employed
and the rest are homemakers or dependent on other family members for economic
survival.
The International Disability Rights Monitor reported that 57.12% of PWDs are employed
in the country but more than half (30.94%) of this number work in the sectors of
agriculture, forestry, or fisheries.
It has also shown that many employers find PWDs as valuable workers in the organization.
They are found to be loyal, dependable, productive, and cooperative and have shown better
attendance record than their colleagues with no disability. Employing PWDs was also seen
as a fulfillment of an organization’s social responsibility and legal obligations, as well as
widening one’s recruitment market.
Policies across G20 countries for the labor market inclusion of persons with
disabilities
The experiences of many G20 countries show that a comprehensive policy approach is
required to tackle both the demand and supply side of disability employment as well as to
create enabling environments for persons with disabilities and employers, while at the
same time taking into account the diversity of situations encountered by persons with
disabilities. Indeed, many policy measures are relevant for all persons with disabilities,
whether they seek to enter, stay or re-enter the labor market. These can include non-
discrimination legislation, mandated quotas in employment or training, provision of
workplace adjustments, inclusive public employment services as well as fostering
disability-confident employers who recognize the talent and skills of persons with
disabilities.
A. Demand side: promoting disability inclusion within the private and public sector.
This section provides some best practices from the public sector, which can
play a leading role in the way the strategies for improving employment practices to
support people with disability as employees are developed. "In 2010, the
Executive Order number 13548 in the US aimed to increase the employment of
persons with disabilities in federal agencies by 100,000.3 Furthermore, in 2017, the
U.S. Equal Opportunity Commission issued a final rule according to which each
federal agency must adopt “the goal of having at least 12% of its workforce be
people with disabilities.” Out of these 12%, 2% must be people with targeted
disabilities.4 In addition, Section 503 of the Rehabilitation Act of 1973 prohibits
federal contractors and subcontractors from discriminating against persons with
disabilities in employment and revised regulations have established a nationwide
utilization goal of 7% for qualified individuals with disabilities."
A.3. Entrepreneurship for people with disabilities- Policy makers can effectively
support the self-employment of persons with disabilities by making mainstream
entrepreneurship development schemes more inclusive of persons with disabilities,
eliminating relevant barriers, provide required support and increase
entrepreneurship awareness among and of people with disabilities.
A.4. New approaches for labor market inclusion of persons with disabilities
facing particular challenges- Supported employment is a practice that is
particularly effective for persons with intellectual disabilities and is done through
on-the-job-training in which the person with a disability is supported by a job coach
in their initial period of work, support which will then gradually diminish. The
person with a disability would be employed as any other employee and public funds
would cover the costs of the job coach. For persons with psychosocial disabilities,
Individual Placement and Support (IPS) is a method that has led to some interesting
results, although still in rather small numbers.
B. Supply side: ensuring that persons with disabilities have the skills as demanded by the
labor market
Inclusive skills development policies that ensure that persons with disabilities, both
women and men, have the same access to the labor market are more cost-effective
and more successful in terms of results than specialized approaches. There are an
increasing number of examples of mainstream vocational training services,
including apprenticeship schemes that include persons with disabilities. "In India,
the Skills Council for Persons with Disability (SCPwD) carries out accreditation of
training centres throughout the country, including those run by non-governmental
organizations and organizes training for trainers. The SCPwD has prepared a
manual for trainers on the training needs of persons with different disabilities,
which is aligned with the UK standards."
B.3. Job placement services: matching the demand and the supply
Public employment services play a key role in providing the required support to job
seekers with disabilities. All in all, they suggest that timely activation is a key policy
tool at the disposal of policy-makers to limit the risk that clients with working
capacity stay for too long in the disability benefit system. It is also essential to
effectively support people with disabilities in their efforts to search for an
occupation adapted to their work capacities.
Several OECD countries, including G20 members, have opted recently for the
implementation of one-stop-shops service provision for people with disability.
Employment and rehabilitation services need to profile their clients in line with the results
of assessments. International experience points to the critical importance of profiling,
provided that it is enough individualized so to effectively bring together all relevant
information of clients, based on medical files, employment history, and any services
hitherto provided. At the same time, the profile should be sufficiently standardized so that
its quality is independent from who had profiled the case and where it had been kept.
When persons with disabilities require more intensive support, it is important to ensure
that there is collaboration between the mainstream employment services and the
specialized services that will provide the required additional support. Collaboration with
universities will also lead to higher chances of including graduates with disabilities in the
labour market.
C. Making the environment more enabling- The policy and social environment has an
impact on the demand and supply side. As some of the relevant issues, as well as inclusive
policies and programmes, have already been addressed, this section will focus on four
issues of particular relevance: (1) Averting stereotypes (2) The legal framework, often
combining anti-discrimination legislation and affirmative action measures (3) Disability
benefits schemes, which should be designed to promote labour market participation. (4)
The role of accessible technology as an enabling factor.
C.2. Legal framework- G20 countries have led the world in approaches to ensuring
non-discrimination. Most countries have introduced anti-discrimination and
equality legislation to ensure equal treatment of people with disabilities, which
covers the different phases of employment, such as job promotion, hiring, career
development and dismissal procedures, as well as issues such as education,
transport and built environment. One key element of disability discrimination
legislation is the obligation to provide reasonable accommodation (individual
reasonable adjustments), an issue that is of particular relevance for labour inclusion.
C.4. Accessible technology as an enabler advances in ITC need to ensure that new
technologies are accessible to all potential users, including persons with disabilities.
For instance, though the Internet holds great potential for persons with disabilities
as job seekers, workers and entrepreneurs, the vast majority of websites are not
compliant with Web Content Accessibility Guidelines (WCAG) 2.0 and thus not
compatible with assistive technologies. To make a significant impact in this area,
large international efforts are required.
D. Mental health as a special challenge the reason for moving into disability benefits in
OECD countries is because of mental health issues. Mental ill-health exacts a high
price – on individuals, employers, and the economy. The key elements of policy
transformation that are needed to build a more mentally resilient workforce and
improve the labour market inclusion of people who suffer from mental ill- health
relate to the timing, quality and actors of intervention.
D.2 Quality of intervention- Raising awareness among front-line actors of the high
prevalence of mental ill-health, and the key role they play in good outcomes for the
people concerned is an important first step. Anti-stigma campaigns in many
countries have successfully contributed to greater awareness by specifically
targeting front-line actors (e.g. workplace campaigns such as Business in Mind in
Australia and the Mentally Healthy Workplace Program in the United Kingdom).
Equally, managerial leadership is needed to helping employment services and line
managers understand their role.
D.3 Key actors of intervention- The positive influence that front-line actors like
teachers, managers, general practitioners and employment counselors can have on
education and labor market outcomes of people with mental ill-health is often
poorly harnessed. One key element in empowering mainstream actors to deal with
mental ill- health is the availability of an easily accessible support structure where
people with mental health problems. Employers and line managers rarely have
access to professional support. Some countries, especially in Northern and Western
Europe, have strong occupational health systems that support employers and, to
some degree, employees.
The ILO strives with partners to achieve decent work for all. It promotes social
justice and internationally-recognized human and labor rights. It is the United Nations
agency where governments, employers and workers have, through a tripartite structure,
equal voice in improving conditions and life at work. Promotes equality of opportunity and
treatment for persons with disabilities in the world of work. Access of persons with
disabilities to decent work is important both as an essential right and in terms of the
economic advantages it brings. As for ILO the importance of ensuring persons with
disabilities attains their right to work, there are economic and business reasons for
inclusion. These include the benefits to economies as whole, businesses that adopt diverse
practices and the persons with disabilities themselves. The ILO approach to the inclusion of
persons with disabilities is both assuring the rights of persons with disabilities as well as
recognizing the economic benefits of inclusion.
a. “May 1% Ka Ba?”
It is a campaign of the Unilab Foundation and the Asia Foundation which ensures
that PWDs are provided with equal employment opportunities. Aims to raise public
awareness on RA 10524, and to engage government agencies and private companies
to provide jobs for PWDs through documentation of success stories in the
workplace and capacitating PWDs to enhance their employability. The campaign is
also supported by other government agencies including the Department of Labor
and Employment (DOLE), Department of Foreign Affairs (DFA), National Council on
Disability Affairs (NCDA), Civil Service Commission (CSC), and the Philippine
Information Agency (PIA).
a. 25% additional deduction from the private corporation’s gross income of the
total amount paid as salaries and wages to PWDs. And to avail of this
incentive, private corporations are required to present proof that they are
employing PWDs who are accredited or registered with the Department of
Labor and Employment and Department of Health as to their disability, skills,
and qualification
b. Private entities that improve or modify their physical facilities in order to
provide reasonable accommodation for PWDs shall be entitled to an
additional deduction from their net income, equivalent to 50% of direct costs
of the improvements or modifications.
References:
https://www.ohchr.org/Documents/Issues/Disability/SubmissionWorkEmployment/CivilSociety/AsiaPaci
ficForumNationalHRI.doc
https://www.pap.org.ph/sites/default/files/upload/pjp2014-47-2-pp27-64-
gatchalianbulahaoboyayaocatainacumilangdulnuansalaguban-
dimensions_of_filipino_employers_attitudes_in_hiring_persons_with_disability.pdf
https://www.pwc.com/ph/en/taxwise-or-otherwise/2017/employment-of-pwds.html
https://www.ncda.gov.ph/disability-laws/batas-pambansa/batas-pambansa-blg-344/