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Presenter Md. Anwar Ullah , FCMA, PhD Director (JPUF) and Joint Secretary

CONFERENCE ON EMPLOYMENT OF PERSONS WITH DISABILITIES IN OIC MEMBER COUNTRIES. Persons with Disabilities in Bangladesh: Their Status on Employment, Policy Windows and Meeting Challenges. Presenter Md. Anwar Ullah , FCMA, PhD Director (JPUF) and Joint Secretary Ministry of Social Welfare

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Presenter Md. Anwar Ullah , FCMA, PhD Director (JPUF) and Joint Secretary

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  1. CONFERENCE ON EMPLOYMENT OF PERSONS WITH DISABILITIES IN OIC MEMBER COUNTRIES Persons with Disabilities in Bangladesh: Their Status on Employment, Policy Windows and Meeting Challenges Presenter Md. Anwar Ullah, FCMA, PhD Director (JPUF) and Joint Secretary Ministry of Social Welfare Bangladesh

  2. Presentation Outline Global Situation of Employment General employment Situation in Bangladesh Employment Status of PwDs in Bangladesh Legal and Policy Measures Barriers of employment Current Programs of Employment Opportunities for Employment Challenges Recommendations' Concluding remarks

  3. Vicious Cycle of Poverty related to PWDs 1. Global Situation of Employment Employment and decent work are the most effective means to contribute to the social inclusion of people with disabilities by breaking the vicious cycle of poverty and marginalization. (WHO). According to WHO and WB, in Bangladesh 15 million people are disabled and most of them are closely linked to poverty. One of the solutions to breaking cycle of poverty through education and training to improve access to promising employment opportunities.

  4. 1. Global Employment Situation • There are between 785 to 975 million persons with disabilities of working aged (15 years or older). Most of them are living in Developing countries where informal sector economy is widespread (World Report on Disability & ILO 2013). • In Asia and the Pacific region, there are 370 million persons with disabilities, 238 million of them of working age. Their unemployment rate is 80% or more. (World Report on Disability & ILO 2013). • Recent analysis of the World Health Survey results of 51 countries gives employment rates of 52.8% for men with disability and 19.6% for women with disability, compared with 64.9% for non-disabled men, and 29.9% for non-disabled women. • Average employment rate is found to be at 44%, which is over half than that of their non-disabled counterparts (75%) • Inactivity rate among non-disabled people was about 49%, 2.5 times higher than those without disabilities • Marginalization of people with disabilities is even more serious in the developing world.

  5. 1. Global Employment Situation in 51 Countries Employment rates, Proportion of Disabled and not disabled Respondents Individuals (Survey in 2011) Source: WHO (2015)

  6. 1. Global Trends on Disability Employment

  7. 2. General employment Situation in Bangladesh Source: http://www.ilo.org/global/research/global-reports/weso/2016/lang--en/index.htm

  8. 2. General employment Situation in Bangladesh • Hardest for young to find work in 2016: • Youth unemployment 7-13% • Youth labor force gender Gap Men 58% • Women 33% • Gap 25 % • Youth employment gender gap Men 52% • Women 30 % • Gap 22% Young workers live under the poverty threshold (in 2016) is 64% Bangladesh Source: http://www.ilo.org/global/research/global-reports/weso/2016/lang--en/index.htm

  9. Types of Disability in Bangladesh 3. Employment Status of PwDs in Bangladesh 2 3 1 Disability is a complex phenomenon reflecting the interaction between features of a person’s mind & body and characteristics of the society in which he or she lives. Overcoming the difficulties faced by people with disabilities requires interventions to remove environmental and social barriers (WHO). 4 5 6 9 7 8 10 11 12 • Source: Bangladesh Disability Rights and Protection Act 2013

  10. 3. Employment Status of PwDs in Bangladesh Source: Bangladesh Disability Detection Survey, 2015

  11. 3. Employment Status of PwDs in Bangladesh Source: BangladeshDisability Detection Survey, 2015

  12. Unemployed Educated PwDs in Bangladesh 3. Employment Status of PwDs in Bangladesh Source: BangladeshDisability Detection Survey, 2015

  13. 3. Employment Status of PwDs in Bangladesh Study Findings on PwDs in Bangladesh Source: CSID (2015)

  14. Why Include People with Disabilities in Bangladesh?

  15. Economic Implication of Employment of PwDs

  16. 4. Legal and Policy Measures Constitution of The People’s Republic of Bangladesh States about Employment of Person with Disabilities The Constitution of the People’s Republic of Bangladesh guarantees human rights and equal opportunities in all aspects of human life such as socio-political, education, and employment irrespective of race, caste, sex, ethnicity and disability. Article 29 of the constitution assures that there shall be equality of opportunity for all citizens in respect of employment or office in the service of the republic.

  17. 4. Legal and Policy Measures National Policy Support for Disability Employment • Constitutional obligation and UNCRPD • Neuro Developmental Disorder Protection Act 2013 • Neuro Developmental Disorder Protection Rules 2015 • Disability Rights and Protection Act 2013 • Disability Rights and Protection Rules 2015 • Integrated Special Education Policy 2009 and 2016 • National Action Plan for Persons with Disabilities 2016 • National Strategic Plan for NDDs 2016-2021 • One year Action Plan for NDDs 2016 • Disability Detection Survey 2015 • Bangladesh Rehabilitation Council Act 2016 (Proposed) • 46 Focal Points established in different Ministries & Departments • 5% Reserved Quota in the Vocational Training Institute • Quota for Government jobs > 1% for Officer category > 10 % for lower class employees

  18. 5. Common Barriers to Employment • Lack of information on employment opportunities and employer needs • Employer’s unawareness about PwDs for their ability to meet the needs • Physical barriers to the workplace • Limited education and experience opportunities, especially for women • Women with disabilities encounter worse working conditions, lower pay • Lack of accessible public transportation • Work times, especially for women and risk if working night hours • Failing to match the skills of the employee and the skills needed

  19. Specific Barriers to Entry into the Labor Market: Study Findings* • Perceived low productivity: Employer’s View • “From my experience, I never find disabled people productive, Most of the time, disable people are sick and have a tendency to take sick leave. When I give them a few tasks, they always need extra support” 3. Lack of tailored skill training: • Traditional training programs • Lack of alternative forms of training • Fitness for a job • Self employment and micro finance • 2. Employer’s misconceptions on ability and disability: Employee’s View • “I have seen working here as swing helper for more than 3 years, and I have not received any promotion. On the other hand, an able-bodied person gets promoted to sewing operator after 1 year’s experience as helper.” • 4. Lack of tailored interventions: • No Incentives to employers • Limited Supported employments • No Sheltered employment • No seperate Employment agencies *Nuri et. al., (2012) “Impact Assessment of a Vocational Training Programme for Persons with Disabilities in Bangladesh”: Vol 23, No.3, also available at: www.dcidj.org

  20. 6. Current Programs of Employment Employment and Training : GoB & NGOs Initiatives FY 2011-2015

  21. Inclusive Job Center: GoB & NGOs Initiatives 6. Current Programs of Employment

  22. Livelihood & Self-Employment: GoB & NGOs Initiatives

  23. Disability Overcome Fair Dec 2015 Fair duration :07 days, 03-10 Dec 2015 PwDs participated :500 (approx.) People came :20,000 (approx.) Stall Numbers :40 Income by PwDs :$ 27,500.00 USD

  24. Disability Job Fair May 2016 Company Attended : 20 PwDs Attended with CV : 4200 PwDs got job at Fair : 40 PwDs screened for Job : 400

  25. Success Stories Md. Abdul Alim “I waited for this job for so many years.” Abdul Alim, who suffered from typhoid and survived with weakness of both legs. It was difficult for him to get a job due to physical limitations. He heard about CRP and came here to find any scope for job. Inclusive Job Centre not only helped him to get the job, but also has given counseling services through follow up process. He is currently working on Spectra Sweater Ltd as Sewing Operator.  Nashid Kalam “I never thought I will able to hear properly and get a job. IJC helps me to get treatment and the job.” Nashid kalam had hearing difficulty since his childhood. He has taken training from CRP in Tailoring. Inclusive Job Centre helped him to get proper hearing devices; he was also offered counseling during his training period to cope with some family crisis. Now he is working at Aman Knitting Ltd. 

  26. 7. Employment Opportunities for the PwDs in Bangladesh

  27. Livelihood program by Govt., NGOs & Donors contribution:

  28. 7. Opportunity in ICT sector of Bangladesh

  29. 7. Opportunity in ICT sector of Bangladesh

  30. 7. Make ICT for People with Disabilities in Bangladesh

  31. 7. Opportunity in ICT sector of Bangladesh

  32. 8. Key challenges • Job placement • Convincing employer • Sensitize micro –finance institution for self-reliance programs • Addressing Skills gaps • Ensuring reasonable accommodation • Breaking Deep rooted attitudinal barrier • Strengthening Inclusive Job Centre in providing retention support to the employees with disabilities after recruitment. • Conduct Disability Employment Survey

  33. 8. Some Specific Challenges Inclusive Skills Development and Employment for Persons with Disabilities Provide assistance to participating training institutions to make their facilities more accessible to Persons with Disabilities Develop inclusive and targeted training programs in cooperation with the private sector. Provide inclusive skills training to persons with disabilities in an inclusive setting. Arrange employment in the textile and garment sector or in other sectors for at least 70% of the workers with disabilities who were provided inclusive skills training (maximum six months after training has been completed). • make workstations more accessible and to include Persons with Disabilities in the production process. • Work with RMG and textile factories to include Persons with Disabilities into their workforce and apply an inclusive human resources policy. • Introduce measures to make the government, the private sector and civil society more aware to include Persons with Disabilities in the labor market.

  34. Challenges revealed from Study Findings* • 35% of people with disabilities have a job, 74% of others. • The maximum 38% of the employed respondents had moderate level of disability. • 60% of people with disabilities not working are restricted in type or amount of work they can do. • Low qualifications add to disadvantage. *Nuri et. al., (2012) “Impact Assessment of a Vocational Training Programme for Persons with Disabilities in Bangladesh”: Vol 23, No.3, also available at: www.dcidj.org

  35. Challenges Exposed from Research Findings* • 88% of companies say they do not employ anyone with a disability. • Only 5% employers have accommodated a staff member with disabilities . • 47% reported a lack of start-up funds for self-employment. • 19% reported that continued unemployment was due to higher studies. • 16% reported that they had been discouraged by family members. • 10% reported their deteriorating physical condition. • 2% reported for inaccessibility (e.g. not being able to move with wheelchair. *Nuri et. al., (2012) “Impact Assessment of a Vocational Training Programme for Persons with Disabilities in Bangladesh”: Vol 23, No.3, also available at: www.dcidj.org

  36. 8. Meeting Challenge • Institutional Arrangements • Reserved 5% Quota for admission in all vocational and polytechnic institutions. • Reserved 10% Quota for 3rd & 4th Class and 1% quota for 1st Class employees in GoB employment. • Implementation of 05 years Action Plan to ensure employment of Persons with NDDs. • Implementation of ICT Training program for 80,000 PwDs. • Under MTBF budget, 15 Relevant Ministries have formulated their strategy for employment and training. • Set out National Social Security Strategy for social protection Target Policy Commitments Awareness building Advocacy and promote business case for persons with disabilities . Building partnership and linkage with service providers and Employers. Initiatives to make inclusive training methodology and accessible training place. Ensure employment of educated unemployed PwDs by 2030 under SDGs. Proper implementation of GoB and NGOs collaborative initiatives. Establishment of Job placement Cell at NFDDP (JPUF). Exempt tax for Private companies’ employment

  37. Disability Inclusion in Skills Development : National Strategies • Skills development system in Bangladesh will become inclusive of persons with disabilities. • Every skills development program should: • take measures to be inclusive of persons with disabilities. • minimum of 5% enrolment of persons with disabilities 40% of • whom would be females with disabilities. • New projects in skills development should incorporate disability inclusion in design and budget. • Persons with disabilities should be represented in skills development committees and decision-making bodies. • Disability Inclusive Skill Development set out following six objectives : • Increasing Participation • Strengthening Understanding • Ensuring Access • Promoting Employment • Learning and Adapting • Changing Institutions Source: National Strategy for Inclusion of Persons with Disabilities in Skills Development in Bangladesh, 2013

  38. 8. Meeting Challenge Major NGOs / DPOs who are working in meeting Challenges for skill development and employment of PwDs Access Bangladesh Foundation Employment and Centre for the Physically Handicapped (ERCPH) Bangladesh ProtibandhiKallyanSomity (BPKS) Bangladesh Protibondhi Foundation (BPF) Center for Disability in Development (CDD) Centre for Services and Information on Disability (CSID) Centre for the of the Paralyzed (CRP) Cheshire Foundation Homes Bangladesh (CFHB) Concern Services for Disabled (CSD) GanajagaranSamajSebaSangstha (GSSS) GanoUnnayanSangstha (GnUS) Gram BikashSangstha (GBS) Helen Keller International, Bangladesh (HKI-BD) Impact Foundation My Right (Amar Adhikar) (MR) Manobadhikar Sangho Human rights, environment, fish culture (PMS) Protibondhi Seba Samity (PROSES) Resource Integration Centre (RIC) Society for the Welfare of Intellectually Disabled (SWID) Employment & Socio Fisheries extension, plantation, health Economical Development Organisation (TESEDO) Bangladesh Action on Disability and Development (ADD) Helen Keller International, Bangladesh (HKI-BD) Bangladesh National Federation of the Deaf (BNFD) Action Aid UK Disabled Research and Rehabilitation Association (DRRA) National Forum of Organization Working with the Disabiled (NFOWD)

  39. 9. Recommendations • Advocacy with the private sector . • Document learning and good practice. • Develop resources material on inclusive livelihood option • Piloting to identify viable livelihood option for PwDs • Let employees identify their needs • Continual reinforcement that building employment experience is key to ongoing success • Community Engagement is key: Organize employee & family events • Strengthen self-help groups

  40. 10. Concluding Remarks • Hiring workers with disabilities makes good business sense and it meets human rights commitments • Creative, innovative employers and business make the difference and are the ones who make diversity in the workplace happen • The professional potential of people with disabilities often remains untapped due to misconceptions about their working capacity, negative societal attitudes and non-accessible physical and informational environments which should be addressed by the state.

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