Debated in Parliament on 13 Nov 2024.
Mr Gerald Giam Yean Song asked the Prime Minister and Minister for Finance (a) what specific factors have contributed to the lower hiring rate of Persons with Disabilities (PwDs) in the public sector compared to the private sector; (b) how the hiring rate of PwDs in Singapore’s Public Service quantitatively compares with that in other developed countries; (c) what structural or policy-related constraints prevent Singapore Government agencies from increasing PwD hires; and (d) what steps are being taken to address these constraints directly.
Mr Speaker, Sir, it is not meaningful to compare the hiring rate of persons with disabilities (PwDs) in the public and private sectors as the contexts and nature of jobs in the two sectors differ. The Government is focused on raising the overall employment rate of PwDs across both the public and private sectors, where PwDs are placed and retained in jobs that are best suited to their strengths and capabilities.
However, the public sector also has a significant proportion of roles for which a certain level of physical and mental fitness is required, such as the uniformed services. This is one reason why hiring rates of PwDs may differ across sectors. There is also no comparative data for the hiring rates of PwDs in the public sector across developed countries.
The hon Member also asked about the constraints of hiring PwDs and steps taken to address these constraints. The Member may refer to the responses to the Parliamentary Question (PQ) that he raised on 15 October, and the PQ raised by the Member, Mr Don Wee, on 9 September, where we shared the public sector's approach to the issue.
The public sector has been and will continue to support the employment of PwDs.
Mr Gerald Giam.
Mr Speaker, I thank the Minister for his reply. Sir, as of December 2023, the private sector had employed 75% more PwDs as a proportion of the total employment compared to the public sector. I understand that the Minister said that is not meaningful to compare. I would just like more clarification on why he thinks that is not meaningful, apart from the fact that the Singapore Armed Forces and the Home Team may not be able to hire as many PwDs in combat positions.
As the largest employer in Singapore, does the Minister agree that the Government bears a greater responsibility to set a positive hiring example in inclusive hiring? Ideally, the public sector should lead the hiring of PwDs, rather than lagging behind.
Mr Speaker, Sir, I have already explained that the nature of jobs in the public sector is quite different from the nature of jobs in the private sector. For us, it is more important to make sure that instead of counting the number of jobs, it is to make every job count. And that is what the Public Service sector is prepared and is committed to do.
We want to make sure that every PwD employed by the Public Service sector has a meaningful job, based on their capabilities and strengths, and we will continue to look out for jobs where we can meaningfully employ PwDs to best make use of their talents. We are not here just to meet the numbers. And I think all my agencies are trying their best to make sure that they can convert jobs that are relevant and meaningful for us to hire PwDs.
I have said that there are many jobs in the Public Service sector that are not comparable with the jobs in the private sector, and it is not meaningful for us to make that comparison.
Ms Denise Phua, keep it short.
Speaker, I want to declare, first, that I am a volunteer actively helping job centres in inclusive employment. I want to present another angle. I am quite excited about the work that is going on in inclusive employment in the public sector.
Just to name a few: the National Library Board, VITAL, GovTech, the Central Provident Fund Board, Ministry of Social and Family Development, Ministry of Health Holdings, Singapore General Hospital and also the transport sector. Actually, I think that they have done quite a bit in inclusive hiring, sometimes not allowing us in the charity sector to give up even.
The average rate does not reflect some of the very good work that is done.
There are also critical success factors that I hope the Minister will agree with me that we can learn from. The first is top leadership engagement and support, middle management focus, job design, equipping the colleagues and encouraging those on the ground. So, quite a bit of critical success factors.
Sir, I would like to ask the Minister if he would consider forming even a small task force for those who are actually passionate about this in the public sector to suss out all the critical success factors and those good in this area. And, in fact, position the public sector strongly as a leader in inclusive employment. There is a lot of room there and I am very encouraged by the hiring so far.
Mr Speaker, Sir, I completely agree with Ms Denise Phua. Indeed, we have groups of civil servants who are passionate about this and they go about doing their work quietly to make sure that jobs that can be converted, or even modified, to take in PwDs. We have done so and will continue to do so.
But as I have mentioned, the nature of the jobs is quite different. So, we should not set artificial targets or we should not do what we call "tokenism", just to meet targets. We want to make sure that every job counts, rather than count every job.
It is important for us that we employ PwDs to give them meaningful work, rather than just to meet any numerical targets. And as what Ms Denise Phua has mentioned, it is important that we continue this journey, not only with top-level management attention on this, but it also requires every one of us who is working in the sector to make accommodations and adjustments, so that we can bring out the best in everyone, including PwDs. And we will continue to do so.
PAPERCUTS