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Sunday, August 7, 2022 Vol. 17 No. 303
P25.00 nationwide | 2 sections 12 pages | 7 DAYS A WEEK
ENABLING THE DISABLED The movement for PWD inclusion, integration in the workplace is slowly but surely gaining traction.
PBDN members and partners show the hand sign meaning “connect.” PBDN encourages more companies to join them to develop inclusive and barrier-free workplaces. PHOTO COURTESY OF PBDN
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By Roderick L. Abad Contributor
MPOWERING persons with disability (PWDs) is everybody’s business. They need to be supported and, at all times, given equal importance and opportunities as what most others enjoy, whether at home, in the community, school or workplace. Despite this, however, the sad reality is that many differently abled people are often stereotyped, experience discrimination, suffer from stigma and misunderstanding, get isolated, and, much worse, are violated or abused, not only by people not related to them or total strangers, but also by those with affinity or consanguinity to them. Such concerns can have a deep and wide-reaching impact on their lives. These hold true for Liza Sales, a warehouse staff in a pharmaceutical company with orthopedic disability; Sareena Calonzo, a deaf fraud analyst; and Roilan Marlang, a marketing associate who has autism—all had difficulty finding employment due to their conditions. “After college, I looked for a job in line with my coursework: computer design and programming. Every time I passed an exam and training, a lot of companies wouldn’t hire me because of their preconceived notion that I wasn’t fit for the job,” Sales recalled during the first leg of the recent two-day virtual conference dubbed “Working Beyond Barriers” organized by the Philippine Business & Disability Network (PBDN). Sharing a similar ordeal with her, Marlang remembered that he almost gave up searching for jobs: “I applied to 90 companies in Metro Manila… until Project Inclusion Network (PIN) helped
me with my employment.” At work, Calonzo initially was not at ease on site, citing that “when I started working, at first I didn’t feel comfortable because there were gestures that I couldn’t understand. Sometimes it seems that they are looking down at me, but in reality I just want them to be aware of how to approach people like me.” Given these common PWD experiences, John Nicolls, country site lead of PayPal Philippines, has called for immediate action to push diversity and inclusion (D&I) in the workplace, considering the manifold threats they are facing today, especially with the Covid-19 pandemic. “I think what we have to get in our head is there’s no truly right time, except for right now,” he appealed to the business community during the event’s panel discussion. “It’s right to do it now. We have to take the risks and reap the benefits. Prepare and plan as best as you can, but also look out for those who can help you on your journey.”
Closer look at PWDs
GLOBAL perspective looks at disability in four molds. First is the Charity Model, where people often think that PWDs are objects of philanthropy or benevolence. In the Medical Model, on the other hand, people tend to lean on the impairment of the person and
PESO EXCHANGE RATES n US 55.7120
UPPER left is Krissy Bisda, moderator of the session, GEDSI advocate and consultant of PBDN, and also a person with visual impairment. Upper right is John Nicholls, Country Site Lead of PayPal Philippines; lower left is Pilar Baltazar, Head for Finance and Investment Operations of Manulife Business Processing Services; and lower right is Jennifer Lagasca, HR Manager of Asurion Techlog Center. PHOTO COURTESY OF PBDN
help them to “fix” him to function. The Social Model is where PWDs are able to live in an inclusive society. Lastly, the Rights-based Model espouses recognition of the laws and policies for the disabled. Suffice it to say, but incapacitated individuals, like the three PWD panelists, abhor the first two models. Disagreeing with the first model, for instance, Nicolls reiterated, “the private sector is not a charity. We can’t be a charity. That’s not how we operate. We expect the same level of performance from those with disabilities as those without disabilities. So we
are willing to invest to make sure that that is a level playing field.” Unless the glass ceiling is totally broken, especially in the workplace like in the above case of PayPal Philippines, such inclusivity fallacies will continue for PWDs. “Business leaders are essential to change the perceptions about persons with disabilities when it comes to [employing them] because still too often misconceptions about what a person with disabilities can and cannot do at work are prevalent,” International Labor Organization Global Business and Disability Network Disability Inclusion Officer Jurgen Menze noted.
Enabling laws, platforms
TRUE to its love for democracy and Christian faith, the Philippines champions D&I through the implementation of various laws and policies to better serve the rights and interests of its citizens with disabilities and special needs. There is Republic Act (RA) 7277, the Magna Carta for Persons with Disabilities, which details the incentives provided by the government to private establishments that hire PWDs. This law was later amended to RA 9442 and RA 10754, which espouse their benefits and privileges, and the Batas Pambansa Bilang 344 or the Accessibility Law.
Responding to the request of the Special Committee on Persons with Disabilities, Department of Labor and Employment (DOLE) Secretary Bienvenido E. Laguesma said in a recent newspaper report that his office had submitted comments on different House of Representatives bills aimed at changing RA 7277, specifically on the employment quota. “In that letter, he said that he expressed support to increase from 1 percent to at least 2 percent all positions in all government agencies to be reserved for PWDs and deleting the word ‘encourage’ and putting the Continued on A2
n JAPAN 0.4189 n UK 67.7458 n HK 7.0973 n CHINA 8.2555 n SINGAPORE 40.4854 n AUSTRALIA 38.8034 n EU 57.0881 n KOREA 0.0428 n SAUDI ARABIA 14.8328
Source: BSP (August 5, 2022)