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Learn more about the best practices in disability inclusion adopted by Enabling Mark recipients to support your organisation's disability-inclusive journey.

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The highest accolade – the Enabling Mark (Platinum) – was awarded to six organisations: Foreword Coffee, Iron Nori, Marina Bay Sands, Samsui Supplies & Services, Seoul Garden Group, and UOB.

  • Read The Straits Times’ full media coverage here
  • Download the Enabling Mark Awards Information Booklet
  • Hear what our Enabling Mark (Platinum) recipients have to say about their disability inclusion journey:

With its commitment to disability inclusion, the organisation has applied for SG Enable’s Enabling Mark, the first national-level accreditation framework that benchmarks and recognises organisations for their best practices in disability-inclusive employment.

Ms Mint Lim, the founder and CEO of School of Concepts, shared that she applied for the Enabling Mark to affirm the organisation’s commitment to disability-inclusive hiring. “We believe it will help our stakeholders better understand School of Concepts as a social enterprise and as an inclusive school. We also wanted to share the lessons we’ve learnt (about inclusive hiring) and give thanks and recognition to the support we’ve received,” she said.

Here are some ways in which the organisation has embraced disability inclusion in the workplace.

Establishing clear leadership direction and commitment

As its leader, Ms Lim has made clear the organisation would be inclusive in its hiring practices. She has the support of the organisation’s board of directors and shareholders to champion disability-inclusive hiring as a long-term business strategy.

“All employees are hired based on merit,” said Ms Lim. “For instance, we identify our interns’ strengths and keep them informed about job opportunities so that if they’re keen, they may apply and go through the same interview process like everyone else.”

“For us, the basis of inclusiveness is one that is strength-based. We include people of various strengths and skills in our team,” she said.

Developing a systematic training schedule

At School of Concepts, when a job applicant with disability passes the interview stage, the organisation sets up a training schedule for the candidate for the next three to six months. During this time, the candidate becomes an intern, reports to work daily and is given a training allowance. A job coach or a caregiver may be present to guide the intern throughout the training.

With the support of co-workers, interns with disabilities are able to work independently, with opportunities to convert to full-time employment. To date, all interns with disabilities have qualified for full-time employment.

Ensuring fair and progressive employment

School of Concepts adopts an equitable compensation system, where all employees are remunerated based on their job scope and work performance. Employees with disabilities receive the same salary as other Classroom Assistants, and are offered the same flexi-benefits, which include time-off and flexible working hours.

Their performance is also reviewed annually, with industry benchmarks used for pay equity across similar positions, and there is room for them to receive new training or be given a bigger job scope. Currently, employees with disabilities who handle food have undergone training in a food and basic hygiene course.

Class notes from the School of Concepts

Over time, the organisation has learnt a few things about disability-inclusive hiring, including reaping the benefits of extending fair and just opportunities. “We’ve seen how enabling them to be treated equitably and fairly has equipped (employees with disabilities) with the confidence to change their initial perception of their own potential,” said Ms Lim.

For companies looking to hire persons with disabilities, Ms Lim shared, “I would recommend that you first identify the roles and the strengths of the persons with disabilities who are looking for work. I would also strongly recommend the organisation to invest in (disability awareness) training for employees who do not have experience working with persons with disabilities. This will help them to be aligned with the organisation’s values and purpose when it comes to inclusive hiring.”

She added, “Our colleagues with disabilities contribute very positively, and we are proud of them. With that, we hope the public will view them fairly, focus on their strengths and abilities, and eventually give them a chance because these colleagues of mine are some of the most genuine and kindest people I know.”

Videos are extracted from Enabling Mark’s sharing session during the #EnablingLivesFestival 2020.

Tip #1: Leadership plays a part in disability inclusion.

Tip #2: Implement disability-inclusive recruitment strategies.

Tip #3: Provide workplace accessibility and accommodations.

Tip #4: Ensure fair and progressive employment practices.

Tip #5: Champion disability inclusion and share your journey with the community.