Count Them In! Inclusion of Persons with Disabilities in a Diversified Workforce: A Transformative Mixed-Method Study

Abstract

Introduction

This study aimed to gather significant inputs from organizations in the context of hiring, retention, practical and policy strategy towards the formulation of hiring and retention action plans for PWDs.

Methods

The research design used is a mixed-method sequential transformative. Data were gathered through surveys, interviews and focused group discussions by using a validated tool and questionnaire. Purposive sampling method was utilized. Participants are in Central Luzon, Region III, who have first-hand engagement in the employment of PWDs. Ninety-eight organizations were consulted being represented by HR Officers and Managers. The study utilized SPSS in generating descriptive and correlational statistics. Qualitative data has undergone data analysis.

Results

The majority of the nature of work is in manufacturing, LGU, distribution, and selling, BPOs and manpower services. Type of disabilities of employed PWDs is orthopedic, deaf-mutes and visually impaired. Job titles for employed PWDsare office staff, massage therapists, admin clerks, CSRs, manufacturing personnel and production operators. Correlational results reveal a significant relationship between organizations with PWDs and nature of work environment, type of disabilities and job titles of employed PWDs. First, three hiring reasons ranked as "Disagree" were, rarely see PWDs applying for jobs, concerned about the extra time that co-workers will need to spend to assist workers with disabilities and can't ask about a job applicant's disability makes it hard to assess whether the person can do the job. The first three retention reasons ranked as "Disagree" were, concerned about attitudes of co-workers toward PWDs, can't ask about a worker's disability makes it hard to assess whether the person can do the job and worried about the cost. The first three practical strategies rated as "Somewhat helpful" were written guidelines for dealing with workers with a disability, more or better training on disability issues for supervisors and managers and a written company policy on non-discrimination. The first three policy strategies rated as "Somewhat helpful" were trial initial employment for PWDs, a government program to pay for or subsidize reasonable accommodations and salary subsidies.

Discussion

Other reasons for not hiring PWDs were lack of necessary skills and abilities amongst PWDs, less productivity and employers and employees are not well equipped in dealing with the needs of PWDs. For retention, failure to deal with the needs of PWDs, standards, and policies inside organizations are not inclusivity bound and lack of necessary skills and abilities to meet the demands of work. Other practical strategies were, series of enhancement programs for PWDs, guidelines, and policy regarding inclusivity and capability training for employers and employees concerning inclusivity. For policy strategies, ratification of existing non-discrimination law, mandatory workplace inclusion & accommodation for PWDs and partnership to formulate effective hiring and retention programs for PWDs. Summary of findings resulted in barriers and solutions in hiring and retention of PWDs. Barriers were lack of awareness, incompetency amongst PWDs, costly, lack of institutional inclusivity policy and loss of productivity. Solutions are financial support and subsidies, capability building, institutional inclusivity policy, partnership and improvement of the existing nondiscrimination law.