Persons with disabilities don’t just want to work; they want job satisfaction
The first legislation enforcing and increasing opportunities for persons with disabilities to join the local workforce was introduced in 1969.
Since the initiation of The Persons with Disability Employment Act (Chapter 210), also known as the ‘quota act’, various other laws and policies have been implemented to safeguard the rights of persons with disabilities in the employment sector. These measures were further backed up by substantial financial investments which run in the millions.
Nevertheless, a recent study conducted by the Faculty for Social Wellbeing at the University of Malta and commissioned by the Commission for the Rights of Persons with Disability (CRPD) showed that these interventions are not doing enough to improve the experiences of persons with disabilities at their workplace. A survey answered by 180 persons with disabilities and their families or guardians revealed that 58% of those seeking work through employment services for persons with disabilities were still waiting for a job placement. Persons with disabilities who were given a job placement expressed that they encountered a wide range of barriers, both in finding employment and retaining it. In fact, 30% of those given a job placement stated that they could not keep their employment.
The most frequent statement was that persons with disabilities are constantly being offered jobs that are not well aligned with their abilities. Comments such as “I am qualified, and I am being offered work stuffing envelopes” or “they offered me a job as a cleaner” were all too common. These remarks show that persons with disabilities do not just want to work, but they also want to experience job satisfaction and to feel like they are making an essential contribution to society. Being given jobs that are below their capabilities causes persons with disabilities to feel demotivated. In turn, these jobs are not well paid; this further increases the financial barrier for persons with disabilities, preventing true equality and inclusion. One parent expressed that his daughter, who was working in an office, was being “paid in peanuts”. Such conditions increase the probability of persons with disabilities leaving their employment.
Over the past few years, nationwide awareness days have become customary, including those relating to disability issues. Nevertheless, persons with disabilities have stated that they still encounter barriers resulting from the lack of knowledge about various disability issues. Consequently, they often experience negative attitudes such as stigma and a lack of support and empathy from employers and colleagues.
This further tarnishes their job satisfaction. It is pointless telling employees to wear mismatched socks to increase awareness about Down syndrome when you then lack the soft skills to be able to support employees with a disability. Most of the time, all that is required is minor adjustments to the usual routine for persons with disabilities to be better supported in performing their duties.
Persons with disabilities also mentioned that the enforcement of legislation such as the 2% quota might also be working against them in finding the job they want. Some employers view the quota as another thing to tick off their list to avoid fines. Once the quota is reached, they do not consider hiring other employees with disabilities. Apart from showing sheer discrimination, such actions also emphasize employers’ lack of awareness about disability. They continue to view persons with disability as a homogenous group. Other barriers included lack of accessibility and poor communication.
Despite the misconception that persons with disability do not want to work, most do. And they deserve to work in a truly diverse, equitable and inclusive environment. Overcoming these barriers will increase employment rates and job satisfaction for persons with disabilities, decreasing their rate of poverty. At the Faculty for Social Wellbeing, we believe that the first step in breaking these barriers is through better education and increased correct knowledge about the multiple facets of disability.
This knowledge will increase employers’ confidence in hiring persons with disabilities and give them the right tools to support them in flourishing and retaining their employment. However, education alone is not enough; employers need to be better supported by disability employment services. One way of better supporting employers is by increasing the availability and duration of job coaching. Contributions from persons outside of the workplace might give employers an alternative insight into how they support employees with disabilities.
If interested in any courses offered by the Faculty for Social Wellbeing, please send an email on socialwellbeing@um.edu.mt