According to a report from the Ministry of Manpower, approximately 64% of persons with disabilities (PWDs) aged 15 to 64 in Singapore were outside the labor force between 2022 and 2023. During the same period, around 3.6% were jobless yet actively seeking employment.

The 2024 Inclusive Cities Barometer report by Cushman & Wakefield highlighted that Singapore needs to enhance its social inclusivity measures to reach the standards set by leading cities like Sydney, Australia.

Wee Wei Ling, the executive director of sustainability and partnerships at Pan Pacific Hotels, emphasized that integrating PWDs into the workforce and community is a continuous endeavor.

Erwin Chan, CEO of Abilities Beyond Limitations and Expectations (Able), agreed, noting that despite increasing efforts from employers toward inclusive hiring, finding job placements for PWDs remains challenging. Able is a social service agency dedicated to assisting individuals with physical disabilities by offering career coaching and job placement services.

Chan remarked, “Based on our experience, inclusive employment has significant room for improvement, as changes in corporate culture to fully accept PWDs are still ongoing.” He also pointed out that stigma surrounding disabilities persists, with employers often expressing concerns about productivity and work quality.

Natalie Craig, CEO of Cushman & Wakefield, Singapore, stated that an inclusive workspace could yield a broader talent pool and provide “unique perspectives, insights, and problem-solving skills.” To foster inclusivity, the company aims for at least 1% of its workforce to consist of PWDs, implementing job redesign initiatives and disability awareness training.

The Enabling Mark (Silver) accreditation received in 2023 by the company, awarded by SG Enable, recognizes organizations for their exemplary practices and results in disability-inclusive employment.

Ku Geok Boon, CEO of SG Enable, has previously discussed that fostering an inclusive business environment involves establishing disability-inclusive hiring practices and integrating them into the broader business landscape. Companies can engage inclusive employers as vendors, thus diversifying their supplier portfolio, which could also address operational challenges while promoting inclusivity.

Singaporean employers can also leverage some of their purchasing power for social procurement, thus fostering a viable market for quality products made by PWDs. For example, Pan Pacific Hotels supports artists with disabilities by commissioning and displaying their artwork within hotel gallery spaces, which are also available for sale. The hospitality group has been awarded the Enabling Mark (Gold) accreditation.

At Pan Pacific Hotels, tasks are tailored to suit the abilities, needs, and interests of employees with disabilities through a practice known as job carving. The company offers flexible work hours, enabling employees with disabilities to stagger their working hours to meet their personal needs. Certified job coaches are available to assist in job redesign and support employees with disabilities as they transition into their roles.

Employees with disabilities are compensated at market rates and enjoy the same benefits as their peers, including eligibility for performance bonuses and salary increases.

Wee emphasized, “We understand the significance of not just being inclusive but also fostering a supportive and harmonious environment for individuals with disabilities and our staff.”

Thus, as the pioneer in inclusive hiring in Singapore’s hospitality sector, Pan Pacific Hotels has collaborated with SG Enable and special education institutions to provide on-site training in its hotels for PWDs to gain work experience. Chan remarked that embracing PWDs must be part of a broader commitment to diversity across the community.