lmipd conference report short

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LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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LABOUR MARKET FOR INCLUSION OF PERSONS

WITH DISABILITIES CONFERENCE

“Support to Improving the Lives of Persons with Disabilities (PWDS)”

Jamaica Conference Centre

June 11-12, 2013

Report on the Conference Outcomes Prepared for the Ministry of Labour and

Social Security

Prepared by:

Chris Benjamin

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Executive Summary

The Conference was implemented by the Ministry of Labour and Social Security in collaboration with the

JCPD. The objectives were to launch the Social and Economic Inclusion of Persons with Disabilities Project

with the aim of developing actions geared towards increasing the number of Persons with Disabilities in the

workforce.

A total of ninety individuals were targeted each day of the conference, however on day one there were 159

participants and on day two 99. A total of 179 unique participants were in attendance over the two days. The

conference programme took participants through a series of presentations and discussion sessions, aimed at

achieving the overall goals.

A set of five categories of action items were identified as follows:

1. Strategies to facilitate Persons with Disabilities into the Workforce

2. Increasing Accessibility for PWDS

3. Increasing Workplace participation of PWDs

4. How to get greater participation from Employers

5. Strengthening Support Services for PWDs

A number of sub issues and actions were identified under these categories with the attendant entity required

to execute them.

Based on the satisfaction survey conducted, overall respondents felt that the conference was beneficial to

them based on the positive responses given to the questions. Respondents were satisfied with the conference

(mean rating of 4.59) and expressed that the conference was important to them (6.42). Nearly all respondents

felt that the discussions were beneficial (97%). Overall respondents were satisfied with the presentations and

discussions (average 5.38). The Respondents also made comments relating to how they believed improvements

could be made to the process should it be repeated.

Recommendations:

1. There should be a review of the action items presented

2. There should be further consultations in other parts of the island

3. Publish to stakeholders updates on the project

4. There should be a regular review of the action list with a view to removing completed actions, adjust

actions in progress or add actions which may arise

5. Develop a public awareness campaign surrounding the subject

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Report Scope

This report focuses on the implementation and outcomes of the Labour Market Inclusion for Persons with Disabilities Conference hosted by the Ministry of Labour and Social Security.

The report is prepared for the Ministry of Labour and Social Security.

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REPORT CONTENTS 1 Methodology

2 Introduction

2 Situation

2 The Labour Market for Persons with Disabilities Project

3 Conference

8 Programme

11 Outcomes

11 Registration

11 Conference Programme

12 Summary of issues and actions.

14 Satisfaction Survey

14 Methodology

18 Recommendations

21 APPENDICES

23 Appendix I: Action Plan

29 Appendix II: Conference Programme

32 Appendix III: Rapporteurs’ Notes

32 Rapporteur: Jody Grizzle

44 Rapporteur: Warren Thompson

60 Appendix IV: List of attendees

66 Appendix V: Satisfaction Survey

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MethodologyIn order to achieve the objectives of the terms of reference the approach was taken to directly invite participants to the conference and elicit their feedback on the development of the project. Two sets of participants were targeted for the conference:

1. Persons with Disabilities a. Individuals b. Representative groups

2. Employers a. HR practitioners b. Representative employers groups

Invitations were disseminated by email and letters.

At the conference information was presented through; 1. Plenary presentations 2. Session presentations 3. Panel Discussions

At all sessions feedback was sought from participants. On day two the participants were divided into two working groups with special sessions and to elicit from them solutions to the issues identified. All sessions were documented by rapporteurs and also recorded. The rapporteurs reports were used to compile the outcomes discussed further in this report.


INTRODUCTIONSituation The 2001 Jamaica Population Census estimates that the proportion of the population reporting at least one disability was 6.3 per cent (163,206). Of this total, 50.9% are women and 49.1% men. However, it is generally presumed that censuses underestimate the level of disability, particularly the milder forms, in any given population. One billion persons or 15 per cent of the world’s population experience some form of disability, according to the World Report on Disability. Internationally, the world Health Organisation (WHO) estimates that the level of disability for most countries would be about 10 per cent of their total population. Assuming that this holds true for Jamaica, the level of disability as revealed by the census grossly understates the extent of the problem. It must therefore be assumed that persons with disabilities (PwD) comprise a larger than stated segment of the country’s population and have been marginalised from the mainstream of development in the society.

People with disabilities in Jamaica are sometimes characterised as persons with low levels of formal education and training who face hostile labour market conditions and employment relations. This is a subgroup whose rights and capacity to contribute should be addressed more systematically. It is crucial to create and strengthen economic opportunities for people with disabilities in Jamaica.

Jamaica is seen as one of the pioneers in the Caribbean in recognising the rights of PwD. The Government of Jamaica (GOJ) has established the Jamaica Council for Persons with Disabilities (JCPD) under the Ministry of Labour and Social Security (MLSS) with the responsibility for implementing government policies and programmes for PwD. There are several active NGOs working and advocating for PwD most of which are associated with the Combined Disabilities Association. Jamaica has ratified the UN Convention on the Protection of the Rights of Persons with Disabilities (2007) and is a signatory to the “Bill of Electoral Rights of Persons with Disabilities”, a project of the International Foundation for Election Systems (IFES). Jamaica has also ratified other related legislation including the Convention on the Rights of the Child (1989) and the International Covenant on Civil and Political Rights (1966). The Government of Jamaica is implementing a National Policy for Persons with Disabilities approved by the Parliament in 1999. A draft of the National Disability Act is being prepared as well as other related legislation: draft revision of the National Building Code; Draft plan for the Development of National Screening; and the Occupational Safety and Health Bill.

The Labour Market for Persons with Disabilities Project The World Bank through the on-going Social Protection (SPP) supports the Government of Jamaica in strengthening its social protection system. More specifically, it is financing the improved effectiveness of the country’s conditional cash transfer programme, the Programme of Advancement Through Health and Education (PATH), directly financing the cash grants, and the development of a structured system for directly assisting working age members of PATH-eligible households to seek and retain employment.

In 2009, a US$2.5 million JSDF grant was approved to improve the coverage of poor PwD and elderly in PATH. Through JSDF a number of proactive outreaching techniques have been tested and PATH has already increased significantly coverage of PwD from 8,146 registered beneficiaries in August 2010 to 10,130 in December 2011. This increased representation in PATH of a disadvantaged group however requires not only additional resources to finance the grant transfer which has been already addressed by the JSDF grant. It also requires a more integrated approach to support PwD to become independent economically. Improving employability of PwD is very challenging and Steps to Work


does not specifically target PwD. At present, there are only 5 PwD benefiting from Steps to Work interventions. The experience is showing that the complexity to deliver services to PwD requires specific innovative interventions.

The GOJ has received financing though the Japanese Policy Human Resources Development Grant through the International Bank for Reconstruction and Development (World Bank) for the implementation of the Social and Economic Inclusion of Persons with Disabilities Project, The Project is being implemented by the Ministry of Labour and Social Security under the following components

• Component I: Improve employability outcomes for persons with disabilities who are beneficiaries of PATH, through skills training, sub grants and other interventions.

• Component II: Strengthening the delivery of services to poor children with special education needs through the provision of technical assistance to Early Stimulation Programme.

• Component III: Monitoring and Evaluation• Component IV: Project Administration and Management

Conference As part of its on-going commitment to industry development and growth, the Jamaica Council for Persons with Disabilities and the Ministry of Labour and Social Security through the Social and Economic Inclusion of Persons with Disabilities Project (Japanese Policy Human Resources Development Grant) hosted the first Labour Market Inclusion of Persons with Disabilities Conference June 11 and 12, 2013. The overall objective of the conference was to launch the Social and Economic Inclusion for Persons with Disabilities Project and also to provide a forum for dialogue on Workforce inclusion for Persons with Disabilities. The following outputs were proposed for the conference:

1. Sensitization of various sectors and stakeholders on the status of workforce inclusion for persons with disabilities in Jamaica.

2. Identification and discussion of major obstacles to workforce inclusion of persons with disabilities and solutions to increase the number of persons within the Jamaican workforce.

3. Development of an action plan document to address issues raised by the various sectors and stakeholders as it relates to labour inclusion for persons with disabilities.

To achieve the objectives outlined, a number of key issues were identified to be included for discussion over the duration of the conference. The issues proposed for examination were:

1. Establishing mechanisms and creating an enabling workplace environment for persons with disabilities to be included in the workforce.

2. Removing barriers to workforce inclusion and increasing access for persons with disabilities through redesign of infrastructure, technology and equipment. What are the best practices (i.e. Organisational structure/managerial strategy) that lead to increased successful participation by persons with disabilities in the workforce?

3. What are the best practices in the region and what lessons can stakeholders draw from these best practices to inform workforce inclusion initiatives for persons with disabilities.

4. Educational and training outcomes for persons with disabilities and impact on inclusion in the workforce. 5. Financial support and Sustainability for initiatives targeting skills training and labour inclusion of persons with

disabilities. Objectives

1. Staging of two day conference 2. Prepare Action Plan of outcomes of conference


Highlights 1. The ceremonial signing of Grant Agreement – Social and Economic Inclusion of Persons with

Disabilities Project the Ministry of labour and Social Security and World Bank Social and Economic Inclusion of Persons with Disabilities Project is being funded by a grand from the Japanese Policy Human Resources Development Grant disbursed through the International Bank for Reconstruction and Development (World Bank)

2. Signing of Memorandum of Understanding between the Ministry of Labour and Social Security and the Jamaica Social Investment Fund.

The MLSS is also implementing the Inter-American Development Bank funded Integrated Social Protection and Labour Programme. Under this project, US $I Million has been allocated to complete infrastructure development work to the Early Stimulation Programme. Given the expertise of the JSIF in completing similar activities, the MOU represents partnership between the MLSS and JSIF for the completion of this activity.

The infrastructure works will benefit the children who are multi-disabled, intellectually challenged, have a mental retardation, or learning disability. Children who are also hearing or visually impaired or who have language development concerns are accommodated.


3. Preparation of the Action Plan In order to develop the plan a number of presentations addressing the researched issues identified in incorporating persons with disabilities in the workforce. These sessions were complemented by opportunities for participants to present their concerns and solutions.

The presentations covered included the following: Panel discussion - Issues and challenges to workforce participation of Person with Disabilities- with panellists Mr. Denzil Thorpe, Director Social Protection, Ministry Labour and Social Security; Hon. Floyd Morris, President of the Senate and Coordinator/Head – Centre for Disability Studies, University of the West Indies, Mona; Ms. Lucia Vivanco, Senior Consultant, International Bank for Reconstruction and Development (World Bank); and Ms. Christine Hendricks, Executive Director, Jamaica Council For Persons with DisabilitiesKeynote Presentation - Labour inclusion For Persons with Disabilities: Best Practices in the Region – by Ms. Maria Veronica Reina, Senior Disability Expert World Bank.

There were two working groups examining different areas of concern. The first group examined the subject of “Developing a plan for Workplace Inclusion of Persons with Disabilities- Best Practices”. Sub topics included, the Japanese employment of Persons with Disabilities initiative presented by Ms. Christine Rodrigues, Executive Director, Jamaica Association on Intellectual Disabilities; and Assisted Aids and Technologies- Persons with Disabilities presented by Marvin Gayle, Research Assistant Centre for Disability Studies, University of the West Indies, Mona.The second group examined the subject “Workplace Preparation for Workplace Participation”. Sub topics covered were; Creating a Disability Friendly Environment/Increasing Accessibility for Person with Disabilities presented by Christopher Lue, Past President Jamaican Institution of Architects; How to hire and retain Person with Disabilities (managing perception, expectations of employees, employers, available resources of the Jamaica council for person with Disabilities) presented by Mrs. Jacqueline Bennett Senior Social Worker, Jamaica Council for Persons with Disabilities.

Groups were then taken through the process of developing their action plans. Two pathways were followed; the first Developing an Action Plan for the Employment of Person with Disabilities: Crafting the Initiatives (what steps can Companies take to have a more inclusive Workforce Policy and engage Persons with Disabilities, initiatives that can be introduced in organizations to include Person with Disabilities; the second Transitioning of Person with Disabilities into the

Jamaican workforce: Preparation of both employer and employee.


ProgrammeOver the two days were a number of presentations and panel discussions. These were designed to contextualise the conditions facing persons with disabilities in the workforce. These presentations were summarised and highlighted as follows.

Issues and Challenges to Workforce Participation of Persons with DisabilitiesPanellist: Senator Floyd MorrisSenator Morris stated that the topic was appropriate based on the need facing PWDs at this time. He observed that PWDs are among the most vulnerable in the world driven by limited access to education, employment and technology. In Jamaica, there is also limited research into the population of PWDS. However, the newly developed Centre for Disability Studies, at the University of the West Indies, has been given the mandate to lead research into PWDs in Jamaica. Some research which has been conducted recently includes access to and inclusion in the education system, broadband internet access and sexual reproductive health of persons with disabilities.

Panelist: Ms. Maria Veronica Reina, World Bank Consultant. Generally, PWDS receive less employment offers and lower wages than persons without disabilities. Labour market outcomes for disabled persons are largely dependent on an enabling environment in the work place, mainly access to aids and various technologies. Secondly, the productivity of a person with a disability tends to be affected by stigma and discrimination. In other cases, there are disincentives created by disability benefit systems as sometimes it does not motivate PWDs to seek employment and be productive. Solutions were offered to some of the barriers to persons with disabilities entering the labour market.

Panellist: Mrs. Christine Hendricks, Jamaica Council for Persons with Disabilities (JCPD)Mrs. Hendricks informed the participants that since 2008 the Jamaica Manufacturer’s Association (JMA) has been making an annual award to the manufacturing company which employs the most PWDS. From there she focussed on her presentation and stated that the issues of disability are similar worldwide.

Mrs. Hendricks stated that there is a perception that PWDs cannot be productive, and there is a cost to improve their productivity. Some persons are uncomfortable supervising PWDS as they are not sure how to evaluate them and for others, there are job functions which are withheld because of the perception of a disabled person’s inability to perform. In this context, the PWD is not challenged in the work place and will not grow. This is further compounded by the lack of guidance on how to accommodate PWDS and in instances like, these the sector must respond quickly and show them how to provide what is needed. Mrs Hendricks also cited the need for greater accessibility to the education system and how to create a work environment which fostered economic growth.

Labour inclusion For Persons with Disabilities: Best Practices in the RegionMs. Maria Veronica Reina, World Bank ConsultantIn summary it has been discovered that most of the work on disability and disability practices have been presented in narrative form but have usually lacked empirical data to support certain practices. In many cases, where there has been a best practice, it has either failed or is outdated. Examples that are well monitored and evaluated are difficult to find.The general findings from research are:


• In general, unemployment rates are significantly higher among disabled persons than the general working age population.

• Promising practices include the creation of anti-discrimination laws as exists in Canada, Australia, Brazil, New Zealand, Ghana and the United Kingdom among others.

• Affirmative action as implemented in Portugal and Israel. This has become a normative practice for ethnicity and race related issues and not so much for disability, but these two countries have created affirmative action policies for persons with disabilities.

• Brazil as a best practice - their Federal constitution (1998) makes a number of provisions for persons with disability and is currently ranked as the most inclusive country. They even include a quota for disabled persons, but similarly to other types of quotas in other places, there have been issues in making people and agencies accountable in keeping the quota percentages.

To ensure programmes are put in place a number of tailored Interventions are put in place to include:• Quotas

• Incentives for employers (tax, financing support for salaries or social security contributions)

• Supported employment

• Sheltered employment

Japanese Employment of Persons with Disabilities Initiative Ms. Christine Rodrigues, Executive Director –Jamaica Association for Persons with Intellectual Disabilities (JAID)Challenges such as misconceptions, lack of access, discrimination and overprotection in labour laws all hinder the employment of persons with disabilitiesFor Japan, PWDs are not exposed to the free labour market instead they rely on private companies to provide employment through corporate social responsibilityJapan uses a system of sanctions and incentives for companies to ensure that PWDs are included in the work force; sanctions range from monetary charges for not employing PWDs, tax incentives among others.

Creating a Disability Friendly Environment/Increasing Accessibility for persons with Disabilities Christopher Lue (Past President), Jamaica Institute of ArchitectsIn his presentation Mr Lue indicated that he was president of the JIA in 1992 when the idea of barrier free access came up. He spoke to the he Building Code (2011), which is currently a white paper before parliament, referring to the creation of access for persons with disabilities. Among the areas addressed in the white paper are:

• Stop lights at cross walks for the visually impaired• In service training for engineers and architects on accessibility• Bathroom and kitchen standards for PWDs• Parking for the disabled• Step sizes• Sidewalks • NHT homes - 5% of new units being reserved / adjusted for PWDs

He spoke specifically to the retrofitting of NHT homes for PWD who became disabled after owning their homes. He questioned what provisions would the NHT make for able bodied persons who become disabled? There is not set policy on this, but this is a real case situation that the NHT is aware of and had planned to look at.


How to hire and retain Persons with Disabilities (managing perception, expectations of employees, employers, available resources of the Jamaica Council for Persons with Disabilities Jacqueline Bennett, JCPDFrom an organizational perspective, the inclusion of PWD makes the agency/organization look good. The company looks like an organization that appreciates diversity. How to get started in recruiting persons with disabilities:

• Assess the work environment• Research infrastructure, personnel, special needs of potential employee, • Writing an inclusive job requirement that meets everybody’s needs will ensure that you are able to recruit the

most talented employees possible.• Diversifying recruitment tactics• Being proactive in the workplace preparation/orientation so that PWD have a positive experience• Implementing career development plans is essential• Retention• Adaptations for individual – physical space

Among the reasons suggested for recruiting PWDs are; return on investment; marketing and; innovation.


OUTCOMES Registration Letters of invitation were sent to potential participants (See appendix for list). A total of one hundred and twenty invitations were sent out prior to the event. Additionally invitations were sent to the stakeholder groups with an indication for them to invite their membership. Included in these groups were was the umbrella group of human resource practitioners, the Human Resources Management Association of Jamaica (HRMAJ), Jamaica Employers’ Federation (JEF), Jamaica Manufacturers Association (JMA) and the Private Sector Organisation of Jamaica (PSOJ).

Prior to the start of the conference there were ninety three (93) confirmed participants. However this number was significantly exceed on the first day of the conference. Participants at the conference both days as seen in the table.

Session Number of ParticipantsDay 1 146Day 2 90

Table 1: Participants on conference days.

This figure excludes persons who were only in attendance for opening ceremony and MLSS-PATH staff who were in attendance.

Conference Programme There were no major changes to the programme of activities as planned (See programme in Apendix I). As planned the conference was divided into two segments:

1. Presentation and discussion of the issues affecting persons with disabilities generally and specifically accessing the workforce.

2. Breakout sessions where participants were asked to present suggestions on how to get more persons into the workforce.

The results of both of these elements was to guide the major object of the conference, to develop a workplan outlining how the issues identified would be addressed. These are addressed later in the document.


Summary of issues and actions. A number of suggestions were made by participants relating to how they envisioned Persons with Disabilities getting back into the workforce. The suggestions were grouped in the action plans (see appendix I). These action plans were designed to identify the issues which needed attention, the activities which were necessary to overcome them and the agencies responsible for executing these activities. The action items were compiled from the question and sessions after presentations and from the working group sessions on day two of conference. There were five major categories under which the issues identified were grouped. The suggested actions were also listed and the agency or entity responsible for executing also indicated. It should be noted that no specific timelines were discussed or suggested for the completion of the actions. Strengthening Support Services for PWDsThis issue summarized the need to improve the database capacity for registering Persons with Disabilities and a formalisation of the registration status of persons with disabilities. These actions are to be carried out by the JCPD.

How to get greater participation from Employers.The Ministry of Labour and Social Security and the JCPD were called on to drive this effort particularly through training efforts for employers and also data collection to identify employment opportunities. Increasing Workplace participation of PWDsA number of areas were identified for attention under this category. Firstly it was highlighted that support services needed to be in place. This includes having more job placement officers, job coaching and skills training for PWDs. This would be a multi-sectorial effort. Secondly the need to increase private sector employment through sensitisation, training private sector players, mobilization of funds and tax incentives were proposed. Again this would be a multi-sectorial driven effort.

Another effort would be the presentation of apprenticeships in order for individuals to gain the requisite experience. It was also suggested that individuals also consider volunteerism as anther avenue for acquire experience. Included in the agencies which would be considered for implementation of this aspect would be the HEART/NTA and the NYS. Additionally it was suggested that there should be an effort to increase awareness of job opportunities by linking the

career sections of newspapers with the LMIS of the MLSS and also to key websites of organisations.

Another area looked at was the need to provide in-service support for PWDs. This would ensure that individuals are not being exploited, identify and prevent any prejudices and also continue training of senior staff. This would be an effort primarily led by the JCPD. It was also felt that accessibility issues should be addressed with employers at the stage as well. In conjunction with the JIA this employers would be advised of the modifications necessary. Finally it was put forward that JCPD should have a sustained public awareness programme.

Increasing Accessibility for PWDSThis next item was primarily focussed on legislative actions. It called for a legislative framework for making buildings accessible. This included the passage of a new building bill and building code with attached penalties and fines for buildings found to be in violation. This would be a process driven by the Ministry, JCPD and NGOs. Strategies to facilitate Persons with Disabilities into the WorkforceThere a number of strategies presented under this category. They cover the areas of public awareness, enforcement, education and legislation. The first area would be to educate and sensitise on the issues of workplace inclusion. It was


proposed that the OSHA be enforced and monitored. Develop a system of sharing testimonials while being proactive in approach to get the employers on board. It was further proposed that employer focused campaign be done to highlight the impact of employing PWDs. Developing a marketing strategy for the sector to promote value. This would include testimonials of both PWDs and employers who have on staff. JCPD was charged with focusing on the steps to empower PWDs to transition and be integrated into the world of work. Included activities would be the hiring of a full time job coach, improving the offerings for workplace programmes and internship as well the staging of activities such as job fairs. One of the actions proposed was for the promotion of equal opportunity policy. This is a part of the vision 2030 document and the National Disability Policy. This would be done through the media, workshops and on-going workforce training. The use of a mystery shopper programme and a requirement that businesses that benefit from GOJ contracts should have an equal opportunity policy in place, were also proposed. Finally there was a proposal that the government offer tax incentives to companies hiring more than a prescribed number of PWDs while applying sanctions to those who don’t. There was also a proposal for the establishment of a venture capital fund for persons who employ PWDs.


Satisfaction SurveyA satisfaction survey was administered to participants at the end of the second day of the conference. The survey was

designed to elicit the opinions of the participants on the staging of conference.

Methodology Questionnaires were prepared for all participants in attendance on day two. Completing questionnaires was done with the assistance of volunteers and interpreters for persons who requested same. The instrument comprised of 19 questions (see in appendix).

ResultsA total of 83 completed questionnaires were returned. All quantitative responses were analysed using Qualtrics.com while qualitative responses were analysed using Atlas.ti software.

Demographic questionsOf the respondents 79% of participants were female and 21% male. Additionally the 81% of respondents were individual participants with the remaining 19% from institutions and support organisations.

How were you informed of this conference? A majority of respondents (47%) indicated that they heard about the conference through a colleague or friend. This was followed by those who received information by way of email (22%). Telephone calls accounted for 13%, while 9% were informed through the media. The majority of resources were directed at sending emails and follow up telephone calls.

Do you believe more notice should have been given? In response to this question a majority indicated that yes (61%).

How would you rate the promotions of the conference?A majority of respondents indicated that they satisfied with the promotions of the conference (56%) while those indicating indifference was (21%). This suggests that participants were not particularly challenged by the promotions undertaken by the conference.

What would you do differently in the promotion of the conference?The opinion of the participants was sought to determine what they thought could be done differently to improve the promotions of the conference. The responses were summarised into eight categories which best represented the comments.

A majority of the respondents (30%) indicated that they believed there should have been media advertisements and public relations activities. Promotions included advertisements in electronic and print media. There was also a suggestion that there should have been more public relations engagement mainly across the various radio and television programmes.


Another area that was highlighted was the engagement of participants, particularly employers (11%) and other stakeholders (14%). Respondents felt that more should have been done to ensure there was greater participation from employers, who they believed needed the information and also to share their concerns and experiences. Other stakeholders, such as the Ministry of Education, were highlighted to be important participants not in attendance.

Some respondents believed that promotions should have begun much earlier (9%) and they also suggested that other media be considered (13%) such as email, social media and mobile/text messaging. As suggested in the action plans, it was discussed here that JCPD strengthens its database and utilise the contact information it has to reach the individuals who register. There were a number of suggestions not directly related to promotions. It was suggested that transportation could have been provided for some of the participants and also that an effort should have been made to have persons from the rural areas in attendance. Additionally it was suggested that the sessions should have been a part of a live outside broadcast.

How important is staging of this conference to you?In response to this question a majority of all respondents (67%) indicated that the conference was very important to them. No one rated the conference below indifferent.

Has the material covered in the conference been beneficial to you? Almost all respondents (97%) indicated that the material covered was important to them.

How has the material covered in the conference been beneficial to you? Responses were grouped into five categories. The majority of respondents (64%) indicated that the main benefit they received was information. They believed that they were provided with information that they would not have gotten outside of the conference. Some respondents spoke of the information they received about laws that protect persons with disabilities and also the services which are available to them through various agencies.

Other respondents believed that the conference allowed them to consider the local situation from another perspective (10%). Reference was made to the different presentations of this nature. Further, respondents felt that there were helpful suggestions that came out of the conference. These included entrepreneurial skills development, suggestions of how to access services and improvement of employment prospects.

How would you rate presentations and sessions?All sessions were ranked on a Likert scale with seven options. The scale ranged from very dissatisfied to very satisfied, with an indifference score of 4 being the median. A mean score less than 4 would have indicated that that the respondents were dissatisfied while the converse represents satisfaction.

The results indicated that respondents were, in all cases mostly satisfied with the presentations and sessions. The presentation “The Japanese employment of Persons with Disabilities initiative” received the highest rating of all the presentation (5.8). Respondents indicated that they were very satisfied (37%) and highly satisfied (35%). While still receiving a rating higher than indifference the session “How to hire and retain Persons with Disabilities” received the lowest score. There was a high feeling of indifference (19%) towards the session.


The other sessions that scored highly included “Issues and challenges to workforce participation of Persons with Disabilities” (5.6), “Creating a Disability Friendly Environment/Increasing Accessibility for Person with Disabilities” (5.55) and “Presentation and Discussion sessions” (5.55).

Rate the following events: Respondents felt overall that all activities were satisfactory with no activity in question receiving a mean score below indifference. Day 2 Registration (5.88) received the highest score followed by the opening session (5.63). Lunch received the lowest score of (5.23) which highlighted some of the challenges observed over the two days.

How would you rate the performance of your facilitators?Respondents rated the facilitators highly (5.94) with 49% believing that their performance was highly satisfactory.

How helpful were the volunteers?Volunteers/staff were rated by respondents highly (5.8). They indicated a sense of being very satisfied (39%) and highly satisfied (28%) with the services provided.

How would you rate the venue?Respondents gave the venue the highest rating of all the areas examined. Based on accessibility they indicated a mean score of 6.15 with most indicating that the venue was very accessible (47%) and highly accessible (32%). In relation to its user-friendliness a mean score of 6.01 was received, representing feelings of being very user-friendly (45%) and high user-friendliness (25%).

How can we improve the services and information offered?Responses to this question were grouped and summarised in nine general areas. Most respondents felt that materials available to participants were inadequate (27%). They indicated that there were not enough materials, that the appropriate material was not provided for the targeted groups particularly the visually impaired. Additionally a number of

them indicated that they believed that copies of presentations should have been made available to them.

Respondents (13%) indicated that they believed that the conference suffered from the low turnout of employers and other private sector representatives. This comment was reflected throughout all the opinion sections of the survey.

Some of the respondents felt that there needs to be greater public awareness (10%) of the issues of persons with disabilities and of the conference. Under the label other comments (19%) respondents indicated the need to have an action plan in place, having more workshops and improving the stakeholder engagements. Areas included comments on the conference structure, particular the time management and flow of the conference. There was a request to have more networking opportunities where participants can interact with the facilitators and experts in the field. There were also suggestions relating to how staff concerns may be improved.

General Comments Responses were grouped into six general areas. The majority of respondents (36%) commended the effort of staging


the conference or were generally satisfied with it. Most commendations were given for the informative nature of the proceedings. Concerns were also raised by respondents (21%) about the conference and the project. Concerns included administration of the grant for the project. “The Government doesn’t have a good track record in this area”. Concerns were also raised about the impact of the conference, as a number of the target groups were not in attendance. Reference was made to HR practitioners, employers, NGOs and other sector agencies. Concerns were also raised about the flow of the programme particularly the concurrent sessions and missing important information. Respondents also felt (13%) that there should be greater stakeholder engagement particularly the involvement of employers and members of the private sector. Some respondents (10%) are anticipating the outcome of the conference and implementation of the project.


Recommendations1. There should be further consultations in other parts of the island. The stakeholder groups in attendance were

primarily from the Kingston Metropolitan Region without much input from individuals and groups in the rural areas. Smaller sessions could be arranged at a parish level to get this input.

2. There should be a review of the action items presented. This is an immediate review meeting of stakeholder groups to discuss and ratify the actions that have been proposed. The ratified document would then be published.

3. Publish to stakeholders updates on the project. A number of comments presented a sceptical view of any likely success of this project. It would be prudent to ensure continued support that the stakeholder groups are updated regularly. A mechanism for this update should be decided and agreed on.

4. There should be a regular review of the action list with a view to removing completed actions, adjust actions

in progress or add actions which may arise. A number of finite actions are included in the list. Once those are completed they may be removed from the list. Additionally there are actions that will be ongoing and may require adjustments based on changes which may have occurred. Finally there may be cause to add actions which may arise from the progress of initial items

5. Develop a public awareness campaign surrounding the subject. Based on the objectives of the project to get persons back into the workforce, a number of actions required there be a public education campaign. This campaign should cover all media and have among its objectives

a. To inform employers of the value of employing PWDs

b. To inform PWDs of the opportunities that exists in the workforce

c. Promote the tenets of equal opportunities for all individuals in the workforce


APPENDICES

Appendix 1: Action Plans


Appendix I: Action Plan

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Su

ppor

t Se

rvic

es fo

r P

WD

s

Issue/Item Activities Responsible Agency

Issue 1: Increase database capacity for the registration of PWDs

Adjustments to database to record the skills and qualifications of PWDs

Jamaica Council for Persons with Disabilities (JCPD) Adjustments to database to enable the provision of follow up and

updating for PWDs who may relocate.

Issue 2: Formalization of PWDs Registration drive for PWDs – community fairs etc.

JCPD

Ensuring that copies of all official documents for PWDs are kept on record.

Mai

n Is

sue

2: H

ow t

o ge

t gr

eate

r pa

rtic

ipat

ion

from

E

mpl

oyer

s.

Issue Activities Responsible Agency Issue 1: Establishing proof of previous Employment

Data collection as part of the revised JCPD Registry JCPD

Issue 2: Training of employers? Increase the number of Job placement officers to better serve the population of PWDs.

JCPD, MLSS

Improve the linkages between HEART, JCPD and the MLSS/LMIS.

Mai

n Is

sue

3: In

crea

sing

Wor

kpla

ce p

arti

cipa

tion

of P

WD

s


Issue 1. Employment Support services for PWDs

Employment of job placement/field officers JCPD, MLSS, NGOs Provision of job placement orientation/job coaching for PWDs Provision of communication and social skills training for PWDs

Issue 2 : Increasing private sector employment for PWDs

Sensitisation seminars for potential employers JCPD, MLSS, NGOs Accessibility training for private sector organizations Mobilisation of resources – funds for accessibility and assistive aid support for private sector organizations Lobby for tax incentives for private sector organizations employing PWDs

Issue 3: Provision of apprenticeship, on the job training experience

Partner with the HEART to facilitate the matriculation and training of PWDs

MLSS, JCPD, NYS

Partner with the National Youth Service to facilitate the placement of youths with disabilities in work experience placements. Lobby for more financial support by government for the training of PWDs in more marketable skills. Promote volunteerism among PWDs as a means of getting needed work experience.

Issue 4: Increasing PWDs awareness of job opportunities

Linking Gleaner careers to the LMIS and the websites of key disability organizations.

MLSS, JCPD, NGOs

Partner with Dr Leachim Semaj’s job placement company to ensure that PWDs are informed of job vacancies.


Mai

n Is

sue

3: In

crea

sing

W

orkp

lace

par

tici

pati

on o

f P

WD

s

Issue/Item Activities Responsible Agency Issue 5: Provision of In-service support for PWDs

Officers for the JCPD provide follow up for PWDs placed in jobs to ensure that they are not being exploited – re pay slips, statutory deductions etc.

JCPD

Provide continuous support for employers to keep discrimination and prejudice in check. The training of senior staff on disability related issues.

Issue 6: Addressing accessibility issues among Private Sector companies

The provision of a team to assess and make recommendations on economical ways the physical plants of private sector companies can be retrofitted to increase accessibility for PWDs.

MLSS, JIA

Issue 7. Public awareness Sustained media campaign combating discrimination JCPD Public relations features of PWDs who have achieved.

Mai

n Is

sue

4:

Incr

easi

ng

Acc

essi

bilit

y fo

r P

WD

S


Issue 1: Legislative framework for making buildings accessible

Push for parliament to pass the new Building bill and building code. MLSS. JCPD, NGOs Encourage the inclusion of accessibility modules in architectural training Push for the attachment of penalties and fines for buildings violating accessibility components of the building code.

Mai

n Is

sue

5: S

trat

egie

s to

faci

litat

e P

erso

ns w

ith

Dis

abili

ties

into

the

Wor

kfor

ce


Issue 1: Educate and Sensitise Enforce and monitor the Occupational Safety and Health Act (OSHA). JCPD, MLSS Facilitate a change in attitude by utilising workshops, testimonials, sharing success stories, conferences, community workshops, media (print, social and electronic), edutainment strategies using entertainers and ‘influentials’ as champions. This will help to clarify misconceptions. Have a more proactive approach with employers instead of waiting on them to approach the community with job offers. Utilise employment fairs to highlight the benefits of hiring PWDs especially those with intellectual disabilities. Some of the benefits include loyalty and commitment to tasks which would ultimately result in higher productivity for the company. Help employers to understand that increasing employment among PWDs will decrease the burden on the social safety net. PWDs would also have more income for consumerism and become another target market. Need to include specific strategies to sensitise the technocrats and political directorate (public sector) with regard to influencing the enabling environment for PWDs. The public sector is a distinct audience for the public education campaign.


Mai

n Is

sue

5: S

trat

egie

s to

faci

litat

e P

erso

ns w

ith

Dis

abili

ties

in

to t

he W

orkf

orce

Issue/Item Activities Responsible

Agency Issue 2: Marketing Strategy for Promoting the Dollar Value of Including PWDs in the Workforce

Help able bodied persons to see that disability can happen to anyone JCPD, MLSS Develop advertisements to speak to the value of PWDs, what niches they can fit and the innovations they can bring. Find and showcase PWDs who have been successful in integrating into the workforce. Consider highlighting companies where they have recognised PWDs on staff for excellence in work. This would assist in enhancing the image and public profile of in society and could have a spin off effect of increased employment for other PWDs. Advertisements and general communication should include gender neutral language. Steps should be taken to avoid/minimise the pity which comes when people think about disabilities.

Issue 3: Steps to Take to Educate and Sensitise Empowering PWDs to transition & integrate into the world of work

The JCPD is the organisation with responsibility for this initiative. JCPD JCPD needs to contract services of a full time, dedicated job coach to prepare both the PWDs and the prospective employer JCPD has to strengthen and improve its offerings for workplace programmes and internships JCPD has to partner with other organisations to hold Career Fairs and use the opportunities to share best practices, testimonials and success stories

Mai

n Is

sue

5: S

trat

egie

s to

faci

litat

e P

erso

ns w

ith

Dis

abili

ties

into

the

Wor

kfor

ce


Issue 4: Promoting the equal opportunity policy

Clearly articulate the elements of the National Development Plan Vision 2030 and the National Disability Policy which addresses equal opportunity for all

JCPD, MLSS, HEART, MIND

Utilise workshops and the media JCPD/MLSS are the responsible organisations to disseminate information On-going workforce training to educate and sensitise employers and staff about the different types of disabilities. PWDs should also be included to demonstrate their capacity Training agencies such as HEART and MIND should be targeted for partnerships The policy must have built in monitoring and evaluation mechanisms Use the Mystery Shopper approach to assess policy implementation, complemented by audits and unscheduled visits, customer feedback especially in public sector institutions It should be a requirement for companies which do business with the GOJ and which benefit from GOJ contracts to have an Equal Opportunity Policy and a disability friendly environment.


Mai

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5: S

trat

egie

s to

faci

litat

e P

erso

ns

wit

h D

isab

iliti

es in

to t

he W

orkf

orce


Issue 5: Tax Incentives The group acknowledged that while the government was conscious of the situation in the disability sector it is unable to undertake incentives which will further reduce government income and there are requirements imposed by the IMF which limit the capacity of the GoJ to respond in particular ways.

MLSS

Employers hiring more than 5 PWDs will get a tax incentive for example a 3% tax break which will increase their profit ratio. The government should apply sanctions to companies which do not employ PWDs ‘In kind’ incentives and venture capital could also be explored as a benefit for companies which employ PWDs.

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

lmipd conference report short

Documents

labour market inclusion

economic inclusion of

number of persons

lives of persons

disabilities project

ministry of labour

conference outcomes

conference programme