LMIPD Conference Report full version

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE “Support to Improving the Lives of Persons with Disabilities (PWDS)”

Jamaica Conference Centre June 11-12, 2013 Report on the Conference Outcomes Prepared for the Ministry of Labour and Social Security

Prepared by:

Chris Benjamin

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Executive Summary The Conference was implemented by the Ministry of Labour and Social Security in collaboration with the

JCPD. The objectives were to launch the Social and Economic Inclusion of Persons with Disabilities Project with the aim of developing actions geared towards increasing the number of Persons with Disabilities in the workforce.

A total of ninety individuals were targeted each day of the conference, however on day one there were 159 participants and on day two 99. A total of 179 unique participants were in attendance over the two days. The conference programme took participants through a series of presentations and discussion sessions, aimed at achieving the overall goals.

A set of five categories of action items were identified as follows: 1. Strategies to facilitate Persons with Disabilities into the Workforce 2. Increasing Accessibility for PWDS 3. Increasing Workplace participation of PWDs 4. How to get greater participation from Employers 5. Strengthening Support Services for PWDs A number of sub issues and actions were identified under these categories with the attendant entity required to execute them.

Based on the satisfaction survey conducted, overall respondents felt that the conference was beneficial to them based on the positive responses given to the questions. Respondents were satisfied with the conference (mean rating of 4.59) and expressed that the conference was important to them (6.42). Nearly all respondents felt that the discussions were beneficial (97%). Overall respondents were satisfied with the presentations and discussions (average 5.38). The Respondents also made comments relating to how they believed improvements could be made to the process should it be repeated.

Recommendations: 1. There should be a review of the action items presented 2. There should be further consultations in other parts of the island 3. Publish to stakeholders updates on the project 4. There should be a regular review of the action list with a view to removing completed actions, adjust actions in progress or add actions which may arise 5. Develop a public awareness campaign surrounding the subject

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Report Scope This report focuses on the implementation and outcomes of the Labour Market Inclusion for Persons with Disabilities Conference hosted by the Ministry of Labour and Social Security.

The report is prepared for the Ministry of Labour and Social Security.

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REPORT CONTENTS

1 Methodology

2 Introduction

2 Situation

2

The Labour Market for Persons with Disabilities Project

3 Conference 8 Programme 11 Outcomes

11 Registration

11

Conference Programme

12

Summary of issues and actions.

14

Satisfaction Survey

14 Methodology

18 Recommendations

21 APPENDICES

23

Appendix I: Action Plan

29

Appendix II: Conference Programme

32

Appendix III: Rapporteurs’ Notes

32

Rapporteur: Jody Grizzle

44

Rapporteur: Warren Thompson

60

Appendix IV: List of attendees

66

Appendix V: Satisfaction Survey

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Methodology In order to achieve the objectives of the terms of reference the approach was taken to directly invite participants to the conference and elicit their feedback on the development of the project. Two sets of participants were targeted for the conference: 1. Persons with Disabilities a. Individuals b. Representative groups 2. Employers a. HR practitioners b. Representative employers groups Invitations were disseminated by email and letters.

At the conference information was presented through; 1. Plenary presentations 2. Session presentations 3. Panel Discussions At all sessions feedback was sought from participants. On day two the participants were divided into two working groups with special sessions and to elicit from them solutions to the issues identified.

All sessions were documented by rapporteurs and also recorded. The rapporteurs reports were used to compile the outcomes discussed further in this report.

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INTRODUCTION Situation The 2001 Jamaica Population Census estimates that the proportion of the population reporting at least one disability was 6.3 per cent (163,206). Of this total, 50.9% are women and 49.1% men. However, it is generally presumed that censuses underestimate the level of disability, particularly the milder forms, in any given population. One billion persons or 15 per cent of the world’s population experience some form of disability, according to the World Report on Disability.

Internationally, the world Health Organisation (WHO) estimates that the level of disability for most countries would be about 10 per cent of their total population. Assuming that this holds true for Jamaica, the level of disability as revealed by the census grossly understates the extent of the problem. It must therefore be assumed that persons with disabilities (PwD) comprise a larger than stated segment of the country’s population and have been marginalised from the mainstream of development in the society.

People with disabilities in Jamaica are sometimes characterised as persons with low levels of formal education and training who face hostile labour market conditions and employment relations. This is a subgroup whose rights and capacity to contribute should be addressed more systematically. It is crucial to create and strengthen economic opportunities for people with disabilities in Jamaica.

Jamaica is seen as one of the pioneers in the Caribbean in recognising the rights of PwD. The Government of Jamaica (GOJ) has established the Jamaica Council for Persons with Disabilities (JCPD) under the Ministry of Labour and Social Security (MLSS) with the responsibility for implementing government policies and programmes for PwD. There are several active NGOs working and advocating for PwD most of which are associated with the Combined Disabilities Association. Jamaica has ratified the UN Convention on the Protection of the Rights of Persons with Disabilities (2007) and is a signatory to the “Bill of Electoral Rights of Persons with Disabilities”, a project of the International Foundation for Election Systems (IFES). Jamaica has also ratified other related legislation including the Convention on the Rights of the Child (1989) and the International Covenant on Civil and Political Rights (1966). The Government of Jamaica is implementing a National Policy for Persons with Disabilities approved by the Parliament in 1999. A draft of the National Disability Act is being prepared as well as other related legislation: draft revision of the National Building Code; Draft plan for the Development of National Screening; and the Occupational Safety and Health Bill.

The Labour Market for Persons with Disabilities Project The World Bank through the on-going Social Protection (SPP) supports the Government of Jamaica in strengthening its social protection system. More specifically, it is financing the improved effectiveness of the country’s conditional cash transfer programme, the Programme of Advancement Through Health and Education (PATH), directly financing the cash grants, and the development of a structured system for directly assisting working age members of PATH-eligible households to seek and retain employment.

In 2009, a US$2.5 million JSDF grant was approved to improve the coverage of poor PwD and elderly in PATH. Through JSDF a number of proactive outreaching techniques have been tested and PATH has already increased significantly coverage of PwD from 8,146 registered beneficiaries in August 2010 to 10,130 in December 2011. This increased representation in PATH of a disadvantaged group however requires not only additional resources to finance the grant transfer which has been already addressed by the JSDF grant. It also requires a more integrated approach to support PwD to become independent economically. Improving employability of PwD is very challenging and Steps to Work 2 | Page

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does not specifically target PwD. At present, there are only 5 PwD benefiting from Steps to Work interventions. The experience is showing that the complexity to deliver services to PwD requires specific innovative interventions.

The GOJ has received financing though the Japanese Policy Human Resources Development Grant through the International Bank for Reconstruction and Development (World Bank) for the implementation of the Social and Economic Inclusion of Persons with Disabilities Project, The Project is being implemented by the Ministry of Labour and Social Security under the following components • Component I: Improve employability outcomes for persons with disabilities who are beneficiaries of PATH, through skills training, sub grants and other interventions.

• Component II: Strengthening the delivery of services to poor children with special education needs through the provision of technical assistance to Early Stimulation Programme.

• Component III: Monitoring and Evaluation • Component IV: Project Administration and Management

Conference As part of its on-going commitment to industry development and growth, the Jamaica Council for Persons with Disabilities and the Ministry of Labour and Social Security through the Social and Economic Inclusion of Persons with Disabilities Project (Japanese Policy Human Resources Development Grant) hosted the first Labour Market Inclusion of Persons with Disabilities Conference June 11 and 12, 2013. The overall objective of the conference was to launch the Social and Economic Inclusion for Persons with Disabilities Project and also to provide a forum for dialogue on Workforce inclusion for Persons with Disabilities. The following outputs were proposed for the conference: 1. Sensitization of various sectors and stakeholders on the status of workforce inclusion for persons with disabilities in Jamaica.

2. Identification and discussion of major obstacles to workforce inclusion of persons with disabilities and solutions to increase the number of persons within the Jamaican workforce.

3. Development of an action plan document to address issues raised by the various sectors and stakeholders as it relates to labour inclusion for persons with disabilities.

To achieve the objectives outlined, a number of key issues were identified to be included for discussion over the duration of the conference. The issues proposed for examination were: 1. Establishing mechanisms and creating an enabling workplace environment for persons with disabilities to be included in the workforce.

2. Removing barriers to workforce inclusion and increasing access for persons with disabilities through redesign of infrastructure, technology and equipment. What are the best practices (i.e. Organisational structure/managerial strategy) that lead to increased successful participation by persons with disabilities in the workforce?

3. What are the best practices in the region and what lessons can stakeholders draw from these best practices to inform workforce inclusion initiatives for persons with disabilities.

4. Educational and training outcomes for persons with disabilities and impact on inclusion in the workforce.

5. Financial support and Sustainability for initiatives targeting skills training and labour inclusion of persons with disabilities.

Objectives 1. Staging of two day conference 2. Prepare Action Plan of outcomes of conference LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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Highlights 1. The ceremonial signing of Grant Agreement – Social and Economic Inclusion of Persons with Disabilities Project the Ministry of labour and Social Security and World Bank Social and Economic Inclusion of Persons with Disabilities Project is being funded by a grand from the Japanese Policy Human Resources Development Grant disbursed through the International Bank for Reconstruction and Development (World Bank) 2. Signing of Memorandum of Understanding between the Ministry of Labour and Social Security and the Jamaica Social Investment Fund.

The MLSS is also implementing the Inter-American Development Bank funded Integrated Social Protection and Labour Programme. Under this project, US $I Million has been allocated to complete infrastructure development work to the Early Stimulation Programme. Given the expertise of the JSIF in completing similar activities, the MOU represents partnership between the MLSS and JSIF for the completion of this activity.

The infrastructure works will benefit the children who are multi-disabled, intellectually challenged, have a mental retardation, or learning disability. Children who are also hearing or visually impaired or who have language development concerns are accommodated.

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3.

Preparation of the Action Plan In order to develop the plan a number of presentations addressing the researched issues identified in incorporating persons with disabilities in the workforce. These sessions were complemented by opportunities for participants to present their concerns and solutions.

The presentations covered included the following: Panel discussion - Issues and challenges to workforce participation of Person with Disabilitieswith panellists Mr. Denzil Thorpe, Director Social Protection, Ministry Labour and Social Security; Hon. Floyd Morris, President of the Senate and Coordinator/Head – Centre for Disability Studies, University of the West Indies, Mona; Ms. Lucia Vivanco, Senior Consultant, International Bank for Reconstruction and Development (World Bank); and Ms. Christine Hendricks, Executive Director, Jamaica Council For Persons with Disabilities Keynote Presentation - Labour inclusion For Persons with Disabilities: Best Practices in the Region – by Ms. Maria Veronica Reina, Senior Disability Expert World Bank.

There were two working groups examining different areas of concern.The first group examined the subject of “Developing a plan for Workplace Inclusion of Persons with Disabilities- Best Practices”.

Sub topics included, the Japanese employment of Persons with Disabilities initiative presented by Ms. Christine Rodrigues, Executive Director, Jamaica Association on Intellectual Disabilities; and Assisted Aids and Technologies- Persons with Disabilities presented by Marvin Gayle, Research Assistant Centre for Disability Studies, University of the West Indies, Mona.

The second group examined the subject “Workplace Preparation for Workplace Participation”. Sub topics covered were; Creating a Disability Friendly Environment/Increasing Accessibility for Person with Disabilities presented by Christopher Lue, Past President Jamaican Institution of Architects; How to hire and retain Person with Disabilities (managing perception, expectations of employees, employers, available resources of the Jamaica council for person with Disabilities) presented by Mrs. Jacqueline Bennett Senior Social Worker, Jamaica Council for Persons with Disabilities.

Groups were then taken through the process of developing their action plans. Two pathways were followed; the first Developing an Action Plan for the Employment of Person with Disabilities: Crafting the Initiatives (what steps can Companies take to have a more inclusive Workforce Policy and engage Persons with Disabilities, initiatives that can be introduced in organizations to include Person with Disabilities; the second Transitioning of Person with Disabilities into the Jamaican workforce: Preparation of both employer and employee.

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Programme Over the two days were a number of presentations and panel discussions. These were designed to contextualise the conditions facing persons with disabilities in the workforce. These presentations were summarised and highlighted as follows.

Issues and Challenges to Workforce Participation of Persons with Disabilities Panellist: Senator Floyd Morris Senator Morris stated that the topic was appropriate based on the need facing PWDs at this time. He observed that PWDs are among the most vulnerable in the world driven by limited access to education, employment and technology. In Jamaica, there is also limited research into the population of PWDS. However, the newly developed Centre for Disability Studies, at the University of the West Indies, has been given the mandate to lead research into PWDs in Jamaica. Some research which has been conducted recently includes access to and inclusion in the education system, broadband internet access and sexual reproductive health of persons with disabilities.

Panelist: Ms. Maria Veronica Reina, World Bank Consultant.

Generally, PWDS receive less employment offers and lower wages than persons without disabilities. Labour market outcomes for disabled persons are largely dependent on an enabling environment in the work place, mainly access to aids and various technologies. Secondly, the productivity of a person with a disability tends to be affected by stigma and discrimination. In other cases, there are disincentives created by disability benefit systems as sometimes it does not motivate PWDs to seek employment and be productive. Solutions were offered to some of the barriers to persons with disabilities entering the labour market.

Panellist: Mrs. Christine Hendricks, Jamaica Council for Persons with Disabilities (JCPD) Mrs. Hendricks informed the participants that since 2008 the Jamaica Manufacturer’s Association (JMA) has been making an annual award to the manufacturing company which employs the most PWDS. From there she focussed on her presentation and stated that the issues of disability are similar worldwide.

Mrs. Hendricks stated that there is a perception that PWDs cannot be productive, and there is a cost to improve their productivity. Some persons are uncomfortable supervising PWDS as they are not sure how to evaluate them and for others, there are job functions which are withheld because of the perception of a disabled person’s inability to perform.

In this context, the PWD is not challenged in the work place and will not grow. This is further compounded by the lack of guidance on how to accommodate PWDS and in instances like, these the sector must respond quickly and show them how to provide what is needed. Mrs Hendricks also cited the need for greater accessibility to the education system and how to create a work environment which fostered economic growth.

Labour inclusion For Persons with Disabilities: Best Practices in the Region Ms. Maria Veronica Reina, World Bank Consultant In summary it has been discovered that most of the work on disability and disability practices have been presented in narrative form but have usually lacked empirical data to support certain practices. In many cases, where there has been a best practice, it has either failed or is outdated. Examples that are well monitored and evaluated are difficult to find.

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• In general, unemployment rates are significantly higher among disabled persons than the general working age population.

• Promising practices include the creation of anti-discrimination laws as exists in Canada, Australia, Brazil, New Zealand, Ghana and the United Kingdom among others.

• Affirmative action as implemented in Portugal and Israel. This has become a normative practice for ethnicity and race related issues and not so much for disability, but these two countries have created affirmative action policies for persons with disabilities.

• Brazil as a best practice - their Federal constitution (1998) makes a number of provisions for persons with disability and is currently ranked as the most inclusive country. They even include a quota for disabled persons, but similarly to other types of quotas in other places, there have been issues in making people and agencies accountable in keeping the quota percentages.

To ensure programmes are put in place a number of tailored Interventions are put in place to include: •

Quotas

•

Incentives for employers (tax, financing support for salaries or social security contributions)

•

Supported employment

•

Sheltered employment

Japanese Employment of Persons with Disabilities Initiative Ms. Christine Rodrigues, Executive Director –Jamaica Association for Persons with Intellectual Disabilities (JAID) Challenges such as misconceptions, lack of access, discrimination and overprotection in labour laws all hinder the employment of persons with disabilities For Japan, PWDs are not exposed to the free labour market instead they rely on private companies to provide employment through corporate social responsibility Japan uses a system of sanctions and incentives for companies to ensure that PWDs are included in the work force; sanctions range from monetary charges for not employing PWDs, tax incentives among others.

Creating a Disability Friendly Environment/Increasing Accessibility for persons with Disabilities Christopher Lue (Past President), Jamaica Institute of Architects In his presentation Mr Lue indicated that he was president of the JIA in 1992 when the idea of barrier free access came up. He spoke to the he Building Code (2011), which is currently a white paper before parliament, referring to the creation of access for persons with disabilities. Among the areas addressed in the white paper are: • Stop lights at cross walks for the visually impaired • In service training for engineers and architects on accessibility • Bathroom and kitchen standards for PWDs • Parking for the disabled • Step sizes • Sidewalks • NHT homes - 5% of new units being reserved / adjusted for PWDs He spoke specifically to the retrofitting of NHT homes for PWD who became disabled after owning their homes. He questioned what provisions would the NHT make for able bodied persons who become disabled? There is not set policy on this, but this is a real case situation that the NHT is aware of and had planned to look at.

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How to hire and retain Persons with Disabilities (managing perception, expectations of employees, employers, available resources of the Jamaica Council for Persons with Disabilities Jacqueline Bennett, JCPD From an organizational perspective, the inclusion of PWD makes the agency/organization look good. The company looks like an organization that appreciates diversity. How to get started in recruiting persons with disabilities: • Assess the work environment • Research infrastructure, personnel, special needs of potential employee, • Writing an inclusive job requirement that meets everybody’s needs will ensure that you are able to recruit the most talented employees possible.

• Diversifying recruitment tactics • Being proactive in the workplace preparation/orientation so that PWD have a positive experience • Implementing career development plans is essential • Retention • Adaptations for individual – physical space Among the reasons suggested for recruiting PWDs are; return on investment; marketing and; innovation.

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OUTCOMES Registration Letters of invitation were sent to potential participants (See appendix for list). A total of one hundred and twenty invitations were sent out prior to the event. Additionally invitations were sent to the stakeholder groups with an indication for them to invite their membership. Included in these groups were was the umbrella group of human resource practitioners, the Human Resources Management Association of Jamaica (HRMAJ), Jamaica Employers’ Federation (JEF), Jamaica Manufacturers Association (JMA) and the Private Sector Organisation of Jamaica (PSOJ).

Prior to the start of the conference there were ninety three (93) confirmed participants. However this number was significantly exceed on the first day of the conference. Participants at the conference both days as seen in the table.

Session Day 1 Day 2

Table 1: Participants on conference days.

Number of Participants 146 90

This figure excludes persons who were only in attendance for opening ceremony and MLSS-PATH staff who were in attendance.

Conference Programme There were no major changes to the programme of activities as planned (See programme in Apendix I). As planned the conference was divided into two segments: 1. Presentation and discussion of the issues affecting persons with disabilities generally and specifically accessing the workforce.

2. Breakout sessions where participants were asked to present suggestions on how to get more persons into the workforce.

The results of both of these elements was to guide the major object of the conference, to develop a workplan outlining how the issues identified would be addressed. These are addressed later in the document.

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Summary of issues and actions.

A number of suggestions were made by participants relating to how they envisioned Persons with Disabilities getting back into the workforce. The suggestions were grouped in the action plans (see appendix I). These action plans were designed to identify the issues which needed attention, the activities which were necessary to overcome them and the agencies responsible for executing these activities. The action items were compiled from the question and sessions after presentations and from the working group sessions on day two of conference.

There were five major categories under which the issues identified were grouped. The suggested actions were also listed and the agency or entity responsible for executing also indicated. It should be noted that no specific timelines were discussed or suggested for the completion of the actions.

Strengthening Support Services for PWDs This issue summarized the need to improve the database capacity for registering Persons with Disabilities and a formalisation of the registration status of persons with disabilities. These actions are to be carried out by the JCPD. How to get greater participation from Employers.

The Ministry of Labour and Social Security and the JCPD were called on to drive this effort particularly through training efforts for employers and also data collection to identify employment opportunities.

Increasing Workplace participation of PWDs A number of areas were identified for attention under this category. Firstly it was highlighted that support services needed to be in place. This includes having more job placement officers, job coaching and skills training for PWDs. This would be a multi-sectorial effort. Secondly the need to increase private sector employment through sensitisation, training private sector players, mobilization of funds and tax incentives were proposed. Again this would be a multisectorial driven effort.

Another effort would be the presentation of apprenticeships in order for individuals to gain the requisite experience. It was also suggested that individuals also consider volunteerism as anther avenue for acquire experience. Included in the agencies which would be considered for implementation of this aspect would be the HEART/NTA and the NYS. Additionally it was suggested that there should be an effort to increase awareness of job opportunities by linking the career sections of newspapers with the LMIS of the MLSS and also to key websites of organisations.

Another area looked at was the need to provide in-service support for PWDs. This would ensure that individuals are not being exploited, identify and prevent any prejudices and also continue training of senior staff. This would be an effort primarily led by the JCPD. It was also felt that accessibility issues should be addressed with employers at the stage as well. In conjunction with the JIA this employers would be advised of the modifications necessary.

Finally it was put forward that JCPD should have a sustained public awareness programme.

Increasing Accessibility for PWDS This next item was primarily focussed on legislative actions. It called for a legislative framework for making buildings accessible. This included the passage of a new building bill and building code with attached penalties and fines for buildings found to be in violation. This would be a process driven by the Ministry, JCPD and NGOs. Strategies to facilitate Persons with Disabilities into the Workforce There a number of strategies presented under this category. They cover the areas of public awareness, enforcement, education and legislation. The first area would be to educate and sensitise on the issues of workplace inclusion. It was 12 | Page

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proposed that the OSHA be enforced and monitored. Develop a system of sharing testimonials while being proactive in approach to get the employers on board. It was further proposed that employer focused campaign be done to highlight the impact of employing PWDs. Developing a marketing strategy for the sector to promote value. This would include testimonials of both PWDs and employers who have on staff.

JCPD was charged with focusing on the steps to empower PWDs to transition and be integrated into the world of work.

Included activities would be the hiring of a full time job coach, improving the offerings for workplace programmes and internship as well the staging of activities such as job fairs.

One of the actions proposed was for the promotion of equal opportunity policy. This is a part of the vision 2030 document and the National Disability Policy. This would be done through the media, workshops and on-going workforce training. The use of a mystery shopper programme and a requirement that businesses that benefit from GOJ contracts should have an equal opportunity policy in place, were also proposed.

Finally there was a proposal that the government offer tax incentives to companies hiring more than a prescribed number of PWDs while applying sanctions to those who don’t. There was also a proposal for the establishment of a venture capital fund for persons who employ PWDs.

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Satisfaction Survey A satisfaction survey was administered to participants at the end of the second day of the conference. The survey was designed to elicit the opinions of the participants on the staging of conference.

Methodology Questionnaires were prepared for all participants in attendance on day two. Completing questionnaires was done with the assistance of volunteers and interpreters for persons who requested same.

The instrument comprised of 19 questions (see in appendix).

Results A total of 83 completed questionnaires were returned. All quantitative responses were analysed using Qualtrics.com while qualitative responses were analysed using Atlas.ti software.

Demographic questions Of the respondents 79% of participants were female and 21% male. Additionally the 81% of respondents were individual participants with the remaining 19% from institutions and support organisations.

How were you informed of this conference?

A majority of respondents (47%) indicated that they heard about the conference through a colleague or friend. This was followed by those who received information by way of email (22%). Telephone calls accounted for 13%, while 9% were informed through the media.

The majority of resources were directed at sending emails and follow up telephone calls.

Do you believe more notice should have been given?

In response to this question a majority indicated that yes (61%).

How would you rate the promotions of the conference?

A majority of respondents indicated that they satisfied with the promotions of the conference (56%) while those indicating indifference was (21%). This suggests that participants were not particularly challenged by the promotions undertaken by the conference.

What would you do differently in the promotion of the conference?

The opinion of the participants was sought to determine what they thought could be done differently to improve the promotions of the conference. The responses were summarised into eight categories which best represented the comments.

A majority of the respondents (30%) indicated that they believed there should have been media advertisements and public relations activities. Promotions included advertisements in electronic and print media. There was also a suggestion that there should have been more public relations engagement mainly across the various radio and television programmes.

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Another area that was highlighted was the engagement of participants, particularly employers (11%) and other stakeholders (14%). Respondents felt that more should have been done to ensure there was greater participation from employers, who they believed needed the information and also to share their concerns and experiences. Other stakeholders, such as the Ministry of Education, were highlighted to be important participants not in attendance.

Some respondents believed that promotions should have begun much earlier (9%) and they also suggested that other media be considered (13%) such as email, social media and mobile/text messaging. As suggested in the action plans, it was discussed here that JCPD strengthens its database and utilise the contact information it has to reach the individuals who register.

There were a number of suggestions not directly related to promotions. It was suggested that transportation could have been provided for some of the participants and also that an effort should have been made to have persons from the rural areas in attendance. Additionally it was suggested that the sessions should have been a part of a live outside broadcast.

How important is staging of this conference to you?

In response to this question a majority of all respondents (67%) indicated that the conference was very important to them. No one rated the conference below indifferent.

Has the material covered in the conference been beneficial to you?

Almost all respondents (97%) indicated that the material covered was important to them.

How has the material covered in the conference been beneficial to you?

Responses were grouped into five categories. The majority of respondents (64%) indicated that the main benefit they received was information. They believed that they were provided with information that they would not have gotten outside of the conference. Some respondents spoke of the information they received about laws that protect persons with disabilities and also the services which are available to them through various agencies.

Other respondents believed that the conference allowed them to consider the local situation from another perspective (10%). Reference was made to the different presentations of this nature. Further, respondents felt that there were helpful suggestions that came out of the conference. These included entrepreneurial skills development, suggestions of how to access services and improvement of employment prospects.

How would you rate presentations and sessions?

All sessions were ranked on a Likert scale with seven options. The scale ranged from very dissatisfied to very satisfied, with an indifference score of 4 being the median. A mean score less than 4 would have indicated that that the respondents were dissatisfied while the converse represents satisfaction.

The results indicated that respondents were, in all cases mostly satisfied with the presentations and sessions. The presentation “The Japanese employment of Persons with Disabilities initiative” received the highest rating of all the presentation (5.8). Respondents indicated that they were very satisfied (37%) and highly satisfied (35%). While still receiving a rating higher than indifference the session “How to hire and retain Persons with Disabilities” received the lowest score. There was a high feeling of indifference (19%) towards the session.

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The other sessions that scored highly included “Issues and challenges to workforce participation of Persons with Disabilities” (5.6), “Creating a Disability Friendly Environment/Increasing Accessibility for Person with Disabilities” (5.55) and “Presentation and Discussion sessions” (5.55).

Rate the following events: Respondents felt overall that all activities were satisfactory with no activity in question receiving a mean score below indifference. Day 2 Registration (5.88) received the highest score followed by the opening session (5.63). Lunch received the lowest score of (5.23) which highlighted some of the challenges observed over the two days.

How would you rate the performance of your facilitators?

Respondents rated the facilitators highly (5.94) with 49% believing that their performance was highly satisfactory.

How helpful were the volunteers?

Volunteers/staff were rated by respondents highly (5.8). They indicated a sense of being very satisfied (39%) and highly satisfied (28%) with the services provided.

How would you rate the venue?

Respondents gave the venue the highest rating of all the areas examined. Based on accessibility they indicated a mean score of 6.15 with most indicating that the venue was very accessible (47%) and highly accessible (32%).

In relation to its user-friendliness a mean score of 6.01 was received, representing feelings of being very userfriendly (45%) and high user-friendliness (25%).

How can we improve the services and information offered?

Responses to this question were grouped and summarised in nine general areas. Most respondents felt that materials available to participants were inadequate (27%). They indicated that there were not enough materials, that the appropriate material was not provided for the targeted groups particularly the visually impaired. Additionally a number of them indicated that they believed that copies of presentations should have been made available to them.

Respondents (13%) indicated that they believed that the conference suffered from the low turnout of employers and other private sector representatives. This comment was reflected throughout all the opinion sections of the survey.

Some of the respondents felt that there needs to be greater public awareness (10%) of the issues of persons with disabilities and of the conference. Under the label other comments (19%) respondents indicated the need to have an action plan in place, having more workshops and improving the stakeholder engagements.

Areas included comments on the conference structure, particular the time management and flow of the conference.

There was a request to have more networking opportunities where participants can interact with the facilitators and experts in the field. There were also suggestions relating to how staff concerns may be improved.

General Comments Responses were grouped into six general areas. The majority of respondents (36%) commended the effort of staging 16 | Page

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the conference or were generally satisfied with it. Most commendations were given for the informative nature of the proceedings.

Concerns were also raised by respondents (21%) about the conference and the project.

Concerns included administration of the grant for the project. “The Government doesn’t have a good track record in this area”. Concerns were also raised about the impact of the conference, as a number of the target groups were not in attendance. Reference was made to HR practitioners, employers, NGOs and other sector agencies. Concerns were also raised about the flow of the programme particularly the concurrent sessions and missing important information.

Respondents also felt (13%) that there should be greater stakeholder engagement particularly the involvement of employers and members of the private sector. Some respondents (10%) are anticipating the outcome of the conference and implementation of the project.

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Recommendations 1. There should be further consultations in other parts of the island. The stakeholder groups in attendance were primarily from the Kingston Metropolitan Region without much input from individuals and groups in the rural areas. Smaller sessions could be arranged at a parish level to get this input.

2. There should be a review of the action items presented. This is an immediate review meeting of stakeholder groups to discuss and ratify the actions that have been proposed. The ratified document would then be published.

3. Publish to stakeholders updates on the project. A number of comments presented a sceptical view of any likely success of this project. It would be prudent to ensure continued support that the stakeholder groups are updated regularly. A mechanism for this update should be decided and agreed on.

4. There should be a regular review of the action list with a view to removing completed actions, adjust actions in progress or add actions which may arise. A number of finite actions are included in the list. Once those are completed they may be removed from the list. Additionally there are actions that will be ongoing and may require adjustments based on changes which may have occurred. Finally there may be cause to add actions which may arise from the progress of initial items 5. Develop a public awareness campaign surrounding the subject. Based on the objectives of the project to get persons back into the workforce, a number of actions required there be a public education campaign. This campaign should cover all media and have among its objectives a. To inform employers of the value of employing PWDs b. To inform PWDs of the opportunities that exists in the workforce c. Promote the tenets of equal opportunities for all individuals in the workforce

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APPENDICES Appendix 1:

Action Plans

Appendix II:

Conference Programme

Appendix III:

Rapporteurs Reports

Appendix IV:

List of Attendees

Appendix V:

Satisfaction Survey

Appendix V1:

Acronyms

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Main Issue 1: Strengthening Support Services for PWDs

Appendix I: Action Plan Activities

Responsible Agency

Issue 1: Increase database capacity for the registration of PWDs

Adjustments to database to record the skills and qualifications of PWDs

Jamaica Council for Persons with Disabilities (JCPD)

Adjustments to database to enable the provision of follow up and updating for PWDs who may relocate.

Issue 2: Formalization of PWDs

Registration drive for PWDs – community fairs etc.

JCPD

Ensuring that copies of all official documents for PWDs are kept on record.

Main Issue 2: How to get greater participation from Employers.

Main Issue 3: Increasing Workplace participation of PWDs

Issue/Item

Issue Issue 1: Establishing proof of previous Employment

Activities Data collection as part of the revised JCPD Registry

Responsible Agency JCPD

Issue 2: Training of employers?

Increase the number of Job placement officers to better serve the population of PWDs.

JCPD, MLSS

Improve the linkages between HEART, JCPD and the MLSS/LMIS.

Issue/Item

Activities

Responsible Agency

Issue 1. Employment Support services for PWDs

Employment of job placement/field officers Provision of job placement orientation/job coaching for PWDs Provision of communication and social skills training for PWDs

JCPD, MLSS, NGOs

Issue 2 : Increasing private sector employment for PWDs

Sensitisation seminars for potential employers Accessibility training for private sector organizations Mobilisation of resources – funds for accessibility and assistive aid support for private sector organizations Lobby for tax incentives for private sector organizations employing PWDs Partner with the HEART to facilitate the matriculation and training of PWDs Partner with the National Youth Service to facilitate the placement of youths with disabilities in work experience placements.

Lobby for more financial support by government for the training of PWDs in more marketable skills.

Promote volunteerism among PWDs as a means of getting needed work experience.

Linking Gleaner careers to the LMIS and the websites of key disability organizations.

Partner with Dr Leachim Semaj’s job placement company to ensure that PWDs are informed of job vacancies.

JCPD, MLSS, NGOs

Issue 3: Provision of apprenticeship, on the job training experience

Issue 4: Increasing PWDs awareness of job opportunities

MLSS, JCPD, NYS

MLSS, JCPD, NGOs

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Activities Officers for the JCPD provide follow up for PWDs placed in jobs to ensure that they are not being exploited – re pay slips, statutory deductions etc.

Provide continuous support for employers to keep discrimination and prejudice in check.

The training of senior staff on disability related issues.

The provision of a team to assess and make recommendations on economical ways the physical plants of private sector companies can be retrofitted to increase accessibility for PWDs. Sustained media campaign combating discrimination Public relations features of PWDs who have achieved.

Responsible Agency JCPD

Activities

Responsible Agency

Push for parliament to pass the new Building bill and building code.

Encourage the inclusion of accessibility modules in architectural training Push for the attachment of penalties and fines for buildings violating accessibility components of the building code.

MLSS. JCPD, NGOs

Issue/Item

Activities

Responsible Agency

Issue 1: Educate and Sensitise

Enforce and monitor the Occupational Safety and Health Act (OSHA).

Facilitate a change in attitude by utilising workshops, testimonials, sharing success stories, conferences, community workshops, media (print, social and electronic), edutainment strategies using entertainers and ‘influentials’ as champions. This will help to clarify misconceptions.

Have a more proactive approach with employers instead of waiting on them to approach the community with job offers.

Utilise employment fairs to highlight the benefits of hiring PWDs especially those with intellectual disabilities. Some of the benefits include loyalty and commitment to tasks which would ultimately result in higher productivity for the company.

Help employers to understand that increasing employment among PWDs will decrease the burden on the social safety net. PWDs would also have more income for consumerism and become another target market.

Need to include specific strategies to sensitise the technocrats and political directorate (public sector) with regard to influencing the enabling environment for PWDs. The public sector is a distinct audience for the public education campaign.

JCPD, MLSS

Main Issue 3: Increasing Workplace participation of PWDs

Issue/Item Issue 5: Provision of In-service support for PWDs

Issue 6: Addressing accessibility issues among Private Sector companies Issue 7. Public awareness

Main Issue 4: Increasing Accessibility for PWDS

Issue/Item

Main Issue 5: Strategies to facilitate Persons with Disabilities into the Workforce

Issue 1: Legislative framework for making buildings accessible

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MLSS, JIA

JCPD

Main Issue 5: Strategies to facilitate Persons with Disabilities into the Workforce Main Issue 5: Strategies to facilitate Persons with Disabilities into the Workforce

Issue/Item

Activities

Issue 2: Marketing Strategy for Promoting the Dollar Value of Including PWDs in the Workforce

Help able bodied persons to see that disability can happen to anyone Develop advertisements to speak to the value of PWDs, what niches they can fit and the innovations they can bring.

Find and showcase PWDs who have been successful in integrating into the workforce.

Consider highlighting companies where they have recognised PWDs on staff for excellence in work. This would assist in enhancing the image and public profile of in society and could have a spin off effect of increased employment for other PWDs. Advertisements and general communication should include gender neutral language. Steps should be taken to avoid/minimise the pity which comes when people think about disabilities.

Issue 3: Steps to Take to Educate and Sensitise Empowering PWDs to transition & integrate into the world of work

The JCPD is the organisation with responsibility for this initiative.

JCPD needs to contract services of a full time, dedicated job coach to prepare both the PWDs and the prospective employer JCPD has to strengthen and improve its offerings for workplace programmes and internships JCPD has to partner with other organisations to hold Career Fairs and use the opportunities to share best practices, testimonials and success stories

Issue/Item

Activities

Issue 4: Promoting the equal opportunity policy

Clearly articulate the elements of the National Development Plan Vision 2030 and the National Disability Policy which addresses equal opportunity for all Utilise workshops and the media JCPD/MLSS are the responsible organisations to disseminate information On-going workforce training to educate and sensitise employers and staff about the different types of disabilities. PWDs should also be included to demonstrate their capacity Training agencies such as HEART and MIND should be targeted for partnerships The policy must have built in monitoring and evaluation mechanisms Use the Mystery Shopper approach to assess policy implementation, complemented by audits and unscheduled visits, customer feedback especially in public sector institutions It should be a requirement for companies which do business with the GOJ and which benefit from GOJ contracts to have an Equal Opportunity Policy and a disability friendly environment.

Responsible Agency JCPD, MLSS

JCPD

Responsible Agency JCPD, MLSS, HEART, MIND

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Main Issue 5: Strategies to facilitate Persons with Disabilities into the Workforce

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Issue/Item

Activities

Issue 5: Tax Incentives

The group acknowledged that while the government was conscious of the situation in the disability sector it is unable to undertake incentives which will further reduce government income and there are requirements imposed by the IMF which limit the capacity of the GoJ to respond in particular ways.

Employers hiring more than 5 PWDs will get a tax incentive for example a 3% tax break which will increase their profit ratio.

The government should apply sanctions to companies which do not employ PWDs ‘In kind’ incentives and venture capital could also be explored as a benefit for companies which employ PWDs.

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Responsible Agency MLSS

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Appendix II: Conference Programme Labour Market Inclusion for Persons with Disabilities Conference Jamaica Conference Centre, Kingston June 11 and 12, 2013 Tuesday 11 June 9:30 am 10:00 am- 12:00 pm

Registration Preliminary Session National Anthem Ms. Kimelia Isaacs Welcome and Opening Remarks Mr. Alvin Mclntosh, CD, JP Permanent Secretary, Ministry of Labour and Social Security Greetings His Excellency Yasuo Takase, Ambassador Japan to Jamaica Item Randolph Lopez School of Hope Band Greetings Ms Gloria Goffe, Executive Director Combined Disabilities Association Main presentation Hon Derrick Kellier, MP, CD. Minister of Labour and Social Security Signing Ceremony Ceremonial Signing of Grant Agreement and Memorandum of Understanding between the Ministry of Labour and Social Security and the Jamaica Social Investment Fund for the implementation of Early Stimulation Programme Item Ms. Kimelia Isaacs Closing Remarks – Preliminary Session

12:00 pm-1:00 pm 1:15 pm -2:15 pm

Lunch Panel Discussion Title: “Issues and challenges to workforce participation of Person with Disabilities” Moderator Remarks Mr. Denzil Thorpe, Director Social Protection, Ministry Labour and Social Security Panelists: Hon. Floyd Morris, President of the Senate Coordinator/Head – Centre for Disability Studies, University of the West Indies, Mona Ms. Lucia Vivanco, Senior Consultant, International Bank for Reconstruction and Development (World Bank) LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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2:15 pm -3:00 pm 3:00 pm - 3:30 pm Wednesday 12 June 8:30 am -9:00 am 9:00 am - 9:30 am 9:35 am - 10:35 am

10:45 am - 11:00 am 11:00 am - 1:00 pm

1:00 pm-2:00 pm 2:15 pm-3:00 pm

Ms. Christine Hendricks, Executive Director, Jamaica Council For Persons with Disabilities Discussion, Questions and Answer Wrap Up and Closing Day 2 Registration Preliminary Session Welcome and Opening Remarks – Mrs. Carol Narcisse Keynote Presentation Ms. Maria Veronica Reina, Senior Disability Expert World Bank, “Labour inclusion For Persons with Disabilities: Best Practices in the Region” Moderator Remarks: Carol Narcisse Coffee Break Presentations and Discussion Room 1: Developing a plan for Workplace Inclusion of Persons with DisabilitiesBest Practices • The Japanese employment of Persons with Disabilities initiative - Ms. Christine Rodrigues, Executive Director, Jamaica Association on Intellectual Disabilities.

• Assisted Aids and Technologies- Persons with Disabilities Marvin Gayle, Research Assistant Centre for Disability Studies, University of the West Indies, Mona Room 2: Workplace Preparation for Workplace Participation • Creating a Disability Friendly Environment/Increasing Accessibility for Person with Disabilities Christopher Lue (Past President) Jamaican Institution of Architects • How to hire and retain Person with Disabilities (managing perception, expectations of employees, employers, available resources of the Jamaica council for person with Disabilities) Mrs. Jacqueline Bennett Senior Social Worker, Jamaica Council for Persons with Disabilities.

Lunch Working Groups/Breakout Session Room 1: Facilitator - Mrs. Marilyn Mckoy Developing an Action Plan for the Employment of Person with Disabilities: Crafting the Initiatives (what steps can Companies take to have a more inclusive Workforce Policy and engage Persons with Disabilities, initiatives that can be introduced in organizations to include Person with Disabilities Room 2: Facilitator Mrs. Carol Narcisse

3:15 pm - 4:00

4:00 pm - 4:30

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Transitioning of Person with Disabilities into the Jamaican workforce: Preparation of both employer and employee Presentations and Discussion Facilitator: Mrs. Carol Narcisse Wrap up and Closing Activity

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Appendix III: Rapporteurs’ Notes Social Inclusion of Persons with Disabilities Project Ministry of Labour & Social Security “Support to Improving the Lives of Persons with Disabilities (PWDS)” Jamaica Conference Centre June 11-12, 2013 Rapporteur: Jody Grizzle The Opening Ceremony began promptly at 10am with the National Anthem of Jamaica. The moderator, Mr. Alvin McIntosh, Permanent Secretary in the Ministry of Labour & Social Security (MLSS) gave brief opening remarks and acknowledged members of the head table and senior government officials. Mr. McIntosh stated that this project is the realisation of the vision to improve the quality of life for persons with disabilities (PWDS), by providing increased access to employment opportunities. He encouraged participants to play their part in facilitating access and persons with disabilities to prepare themselves to take advantage of the opportunities that will arise.

PANEL DISCUSSION Senator Floyd Morris: Issues and Challenges to Workforce Participation of Persons with Disabilities Summary Senator Morris stated that the topic was appropriate based on the need facing PWDs at this time. He observed that PWDs are among the most vulnerable in the world driven by limited access to education, employment and technology. In Jamaica, there is also limited research into the population of PWDS. However, the newly developed Centre for Disability Studies has been given the mandate to lead research into PWDs in Jamaica. Some research which has been conducted recently includes access to and inclusion in the education system, broad band and internet access and sexual reproductive health of persons with disabilities.

Solutions to Challenges facing PWDS 1. There has to be a shift from the government being the leading employer of PWDS to the private sector assuming this role, especially given that we operate in a market economy.

2. The government has to link incentives for the private sector with their increased employment of PWDS. 3. International development partners also need to peg development aid to the target of increased employment of PWDS. 4. More funds have to be allocated for PWDS to access assistive technologies for education and employment purposes. The government can partner with prospective employers to provide assistive aids where employment opportunities have been realised

No.

1.

2.

3.

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FEEDBACK ON PRESENTATION Questions Answer There is a noticeable gap in the large segment The Senator is aware. When research is undertaken a of the disabled population who are not particular research group is not targeted. It is the intention covered at all in the education system, for of the UWI to broaden the research agenda to include more example persons who are blind and wheel categories within this vulnerable group. The research will be chair bound. In other countries these persons useful. contribute to national development.

Why didn’t a larger number of persons The JCPD database was used to select the sample and these respond to questions related to sexual and individuals had either moved from their address or passed on reproductive health? which made it difficult to reach these persons.

In regard to internet access for PWDs This is not known. In the focus group discussion (FGD) which especially in the rural areas, how much of was held, PWDs indicated various sources of information access through the library and internet cafés such as community access points, libraries and schools, but was included in the research? we cannot specifically quantify each of these.

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4.

Research in terms of education, was it Yes. predominantly urban?

In terms of questions posed, were there Generally there was a low response to this survey for many questions which included “if the school had schools and FGD were used to complement and strengthen ever had a student with a disability”. the survey. One gap identified is that psycho educational assessments are not a part of educational screening, and this is a primary tool in revealing learning disabilities among students.

It is also a strongly recommended that PWDS who relocate should update their information with the JCPD Database & Registry.

Work & Disability Challenges World Bank Consultant, Ms. Maria Veronica Reina Summary Generally, PWDS receive less employment offers and lower wages than persons without disabilities. Labour market outcomes for disabled persons are largely dependent on an enabling environment in the work place, mainly access to aids and various technologies. Secondly, the productivity of a person with a disability tends to be affected by stigma and discrimination. In other cases, there are disincentives created by disability benefit systems as sometimes it does not motivate PWDs to seek employment and be productive. Solutions were offered to some of the barriers to persons with disabilities entering the labour market.

No.

1.

2.

3.

4.

FEEDBACK ON PRESENTATION Questions Answer Many PWDS work in the informal sector, how We should place greater value on entrepreneurship and exdo we include this sector into mainstream in- plore more of these opportunities for PWDS. Additionally, terventions? the government should share some of the individual benefits which accrue to paying taxes and use these benefits as incentives for formalising business operations.

What about PWDS who are not registered? Benefits under some GOJ projects can only be accessed when individuals are registered and apart of formal structures within the government.The revamped registry/database is one such benefit which will require registration.

Have the barriers to moving from the informal No specific research has been documented re challenges to formal sector been identified for PWDS? PWDs have when seeking to formalise themselves. This is What assistance can be provided to the something that can be included in future studies.

PWDS to overcome some of these barriers?

For example, the absence of documentation and lack of government identification such as birth certificates. Special consideration should To assist with this response the registration process being also be given to persons with mental illnesses undertaken by the JCPD through the project will be hosting who at times destroy their documents when Registration Fairs to which government agencies such as the Registrar Genera’s Department and Passport, Immigration they are unwell. and Citizenship Agency will be invited to partner.

When discussing PWDs moving from infor- Yes. The new thrust of the GOJ is for all persons to be regismal to formal, are we talking about when they tered and ultimately fall within the tax net. are running an income generating project? Is this limited only to obtaining documentation or will people have to register their businesses?

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No.

5.

Questions

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This issue of the mentally ill participating in the political process has been challenging but discussions with the EOJ Many deaf persons lack official have started in terms of how to treat with them. documents. Oftentimes medical practitioners call Social Services departments to get information about patients or to verify their There are legal restrictions/impediments relating to information. Some service providers persons with mental illnesses, which must be addressed. The keep back-up copies of documents Constitution of Jamaica restricts them from being a part of where these are provided to assist the Parliament but there may be other legislation which act as a barrier.

PWDs.

Comments on Documentation •

6.

FEEDBACK ON PRESENTATION Answer

•

This is a useful practice/suggestion and the JCPD should consider having a back-up system for documents submitted.

•

Obtaining a national ID is impossible but getting a birth certificate is easy as a result it is challenging for some PWDs especially those with mental health issues to access documentations and therefore services. It is unconstitutional for mentally ill persons to have certain documentation.

What is the strategy employment of PWDs?

for

increasing Various responses were noted from the political directorate, senior civil servants and non-governmental organisations.

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•

As President of the Senate my role is to drive legislation such as the National Disabilities Act which should assist in restricting discrimination. Individually, I aim to increase advocacy, by engaging with partners such as the Jamaica Employers Federation and other business groups. I must emphasise that the GOJ cannot be the main employer, this role is for the private sector. There is also a place for greater research as of the estimated 1.1 million Jamaicans in the work force; we do not know how many are persons with disabilities.

•

The strategy for increasing employment is an ongoing one, which necessitates on-going dialogue.

(Denzil Thorpe, Ministry of Labour & Social Security (MLSS))

•

Need to encourage greater participation of private sectors which is already involved. We should also acknowledge their efforts and participation as was done at the inaugural Disability Gala. Gloria Goffe, Combined Disabilities Association (CDA)

Panellist: Mrs. Christine Hendricks, Jamaica Council for Persons with Disabilities (JCPD) Summary Mrs. Hendricks informed the participants that since 2008 the Jamaica Manufacturer’s Association (JMA) has been making an annual award to the manufacturing company which employs the most PWDS. From there she focussed on her presentation and stated that the issues of disability are similar worldwide.

Mrs. Hendricks stated that there is a perception that PWDs cannot be productive, and there is a cost to improve their productivity. Some persons are uncomfortable supervising PWDS as they are not sure how to evaluate them and for others, there are job functions which are withheld because of the perception of a disabled person’s inability to perform.

In this context, the PWD is not challenged in the work place and will not grow. This is further compounded by the lack of guidance on how to accommodate PWDS and in instances like, these the sector must respond quickly and show them how to provide what is needed. Mrs Hendricks also cited the need for greater accessibility to the education system and how to create a work environment which fostered economic growth.

No. 1.

2.

3.

FEEDBACK ON PRESENTATION Questions Answer How do we treat with persons who have The recommendation is to set up systems which generate proof of no record of their past employment employment for PWDs and see if this aspect of data collection can where for example they do not receive be included in the revised JCPD Registry. a pay slip and some are exploited?

This point was endorsed by several people. Senator Morris further noted that employers who do not provide payslips are in breach of the law. It was also recommended that the JCPD and other NGOs discuss this when sensitising prospective employers on how to accommodate PWDS. What/where is the proof or empirical This is based on self-reporting from persons registered with the data that the GOJ is the leading employer JCPD. The data source is the JCPD Registry. of PWDs? Need for more effective placement This is a best practice internationally and examples can be found officers to educate and sensitise in Japan and Ecuador. These countries have job placement agencies prospective employers; employers can which assist PWDs in the job search. However, the JCPD has one also be asked to pledge or reserve job Job Placement Officer to serve the estimated 160,000 PWDS opportunities for PWDS. island wide. The situation is further compounded as this is only a part of the officer’s responsibilities.

It was also recommended that the JCPD establish greater linkages and partnership with the Labour Market Information System (LMIS) and HEART. Partnerships with national newspapers and job recruitment companies present other opportunities and points of access for PWDs to be aware of job opportunities. The way forward is to form linkages with employment agencies and HR firms It is also recognised that some employers prefer to call the JCPD and in those instances, the JCPD must be responsive.

4.

Can consideration be given for the placement of interpreters at police stations, hospitals and similar institutions especially for assistance to deaf persons?

While interpreters are not stationed at these locations, they work in partnership with these institutions and make themselves available upon request, It would be too costly and in some instances impractical to have these persons permanently placed.

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No.

Questions

5.

Is there counselling for sexual abuse for The JCPD does not provide counselling for sexual abuse in any PWDs both males and females? sustained way. The institution however has forged partnerships with counselling agencies such as Family Life Ministries to provide these services to the community at reduced prices.

6

7.

8.

9.

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FEEDBACK ON PRESENTATION Answer

Comment – National Youth Service (NYS) The NYS provides services such as character development and work experience which is an under-utilised opportunity for PWDS. The NYS is advocating for increased partnership with JCPD to improve labour market outcomes for the disability sector.

In speaking about the PWDS we need to address the concerns of deaf people who tend to get quite frustrated.

Greater focus should be placed on the deaf and hearing impaired.

The National Policy on Disabilities does not include commerce or consumerism and this is of importance for PWDS. Commerce and consumerism is also a research gap which needs to be addressed.

It was also stated that the word disability does not have to be used in everything to include PWDs. It has to be understood that once the public is engaged then PWDs are automatically included. This is what we should be striving for in an inclusive society. Similarly, persons with disabilities are not the focus of the Constitution; the Constitution is for ALL Jamaicans! We need to press for rights for all persons which would address the non-inclusion of the word disability in the millennium development goals (MDG).

This suggestion was well received however it was noted that in instances where a PWDS joins the NYS, they are placed in a disability focussed organisation. It is strongly felt that placement outside the community would be of greater benefit, as the desire is to broaden the individual’s experience and horizons outside of the sector. Additionally, the placement of PWDS should be accompanied by a sensitisation programme for the prospective employer.

It was stated that any reference to PWDS including all categories of disabilities, and it would not be appropriate to single out one grouping over another. Each category of disability presents its own unique challenges.

It was stated that the solution is not to create a society for PWDS, but instead to make society INCLUSIVE. Where our society is of universal design then it will be more suitable to respond to wide span of needs within the society.

A representative of the Consumer Affairs Commission (CAC) informed the participants that the organisation stands ready to represent individuals in court and at its Tribunal. These powers were recently conferred by an amendment in the law.

Transportation services especially those This is a matter that is currently being discussed with the JUTC provided by the Jamaica Urban Transit and the Ministry of Transport & Works (MTW). The situation is Company (JUTC) need to be improved even more severe in the rural parishes. There is a plan to import and increased. refitted buses to accommodate PWDS in this regard.

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FEEDBACK ON PRESENTATION Answer

No.

Questions

10.

Comment – Senator Floyd Morris The Senator reiterated that his position on the Senate allows him to influence major government players to take action. The Senator also reaffirmed his commitment to advocate for improvements for the PWDS community. He reminded participants of the need for greater coordination and unity of purpose which will result in greater achievements for common good of the sector.

End of Day One Social Inclusion of Persons with Disabilities Project Jamaica Conference Centre June 11, 2013

Day 2 – Social & Economic Inclusion for Persons with Disabilities Project

Ministry of Labour & Social Security Jamaica Conference Centre June 12, 2013 The Main Facilitator, Mrs. Carol Narcisse, opened the proceedings at approximately 9:30am. After brief opening remarks and greetings, she invited the Project Manager, Ms. Belinda Brown to provide the recap of the previous day’s proceedings.

Ms. Brown welcomed the participants to the second day of the workshop and thanked them for their commitment to improving the lives of persons with disabilities. In her recap, she stated that on the previous day, the ceremonial grant agreement for the project was signed and witnessed by the relevant project sponsors. Ms. Brown indicated that the project which is being implemented by the MLSS, has two main areas, namely, the Early Stimulation Programme and Enhancing Service Delivery for Early Stimulation. Overall, the project aimed to increase employability outcomes of PWDS. The main target group of the project is persons with disabilities who are enrolled on the Programme of Advancement Through Health and Education (PATH), however, it will also be extended to PWDs island wide.

Ms Brown also shared that the second project to be implemented would facilitate improvements to the physical infrastructure of organisations which provide service to PWDS in Portland and on Hanover Street in Kingston. Project funds will also be used to improve the quality of interventions, provide technical assistance, acquire equipment and build the capacity of parents of persons with disabilities. The final project component will seek to strengthen and improve the capacity of the JCPD by enhancing its service delivery.

Next steps for the project will be an open call for proposals for NGO’s working with PWDs. The criteria for funding are expected to include skills training and job placement and will be published in print and electronic media.

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Keynote Presentation Labour Inclusion for Persons with Disabilities: Best Practices in the Region Ms. Maria Veronica Reina, World Bank Expert

No. 1

2.

3.

4.

5.

38 | Page

FEEDBACK ON PRESENTATION Questions/Comments Answers There is a problem with insufficient Consideration should be given to the kind of support services support services for finding employment that are useful in helping PWDs to transition to employment. for PWDs. How can this be improved? For example explore a liaison officer for PWDs who will collect How can we forge linkages with other information and share it among a network for PWDs. The agencies and build a job network to assist network can attempt to match skills to available jobs.

PWDs? Also, there is a need for more disability experts who are knowledgeable about assistive technologies, IT, software and related information who can help employers to facilitate and accommodate PWDs. There is a need for support staff to empower disabled persons by preparing them for entry into the work place for example in resume writing, job coaching and even sensitising prospective employers.

Will the call for proposals be limited to Each proposal will be assessed on its own merit and substantiated organisations already established or will by review of the content of the proposal, site visits and capacity new organisations be considered? How assessment. Start-up organisations will not be turned down. much experience or years? Can ground level or start-ups access the programme?

Comment The moderator endorsed the speakers’ comment and noted that training for persons with disabilities needs to be improved and I am very passionate about this as I have more wide reaching. a disability and was institutionalised in my formative years. There are many other persons with various disabilities who lack training and who sit idle each day. I hope that this programme will come off the ground and the people in need will receive the benefit. It is time for disability awareness now because we are people too.

What is the status of the non- The Disability Bill is currently at a settled draft and is at the discrimination legislation?

Attorney Generals’ Office awaiting comments before progressing to the Legislative Committee

What is sheltered employment?

or

Unfortunately, the Charter of Rights does not include nondiscrimination of the grounds of disability.This is a glaring gap and ought to be amended based on advocacy and targeted efforts. supported In this type of employment situation, the employee has to perform certain functions in order to receive their remuneration.

Also, sheltered employment does not include an evaluation of job performance it is based on the completion of specific tasks for a minimum wage. Generally, this type of employment if for charitable purposes and is sustained from grants and donations by family, the church or government. An example of sheltered employment in Jamaica can be found at the Paradise Print Workshop located at 95 Hanover Street where battic is created and sold.

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FEEDBACK ON PRESENTATION Answers

I am Sasha Thorpe, blind in both eyes, trained teacher, finished training in 2010 still unemployed. It is frustrating to find work. I have been told that I need a letter from the Hon Minister to say that I can be employed as a teacher. Who is responsible to help me?

There was a strong feeling of compassion for Ms. Thorpe and in responding the representative from the JCPD shared that there are so many other cases like Sasha’s, where trained persons are unable to find suitable employment. The JCPD representative shared an anecdote that she was told about vacancies in a janitorial office but when she referred persons with disabilities, they were competing with individuals who had their masters and bachelors degrees. Generally, there is an insufficiency of jobs in Jamaica.

Another respondent indicated the need for more microfinance and self-employment options which would be more practical given the economic situation.

This point was endorsed by the Executive Director of the JCPD who informed participants that economic grants were available for PWDs who had solid business plans.

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Ms. Hamilton from Abilities Foundation also shared that her organisation had managed to secure apprenticeship positions for its graduates with Jamaica Money Market Brokers and Sagicor. She stated that generally, the private sector has positive responses to their requests but they need more information on how to facilitate PWDs. Will funding be available to individuals as No. Funding will only be available to registered entities, not well as institutions? individuals.

Comments – Combined Disabilities Association •

There is need for a dedicated officer to assist in building a job network for PWDs; it cannot be one of several job functions or a part time duty.

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Current positions held by PWDs who leave their jobs are not being replaced with other PWDs, this means that less and less PWDs are occupying the 5% of jobs reserved in GOJ for PWDs

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Recommending to Sasha Thorpe to connect with other disability organisations and serve the disability community from which she will benefit in return.

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What is our focus or priority? We need to focus on one thing we will not achieve anything if we go to broadly I think the focus should be on public education as until we change people’s perception or attitude we will not change the environment within which PWDs operate.

How much focus will be given to public Public education is included generally in the project plan for education? activities to be implemented. The project will also work with its partners and stakeholders such as the JCPD to improve publicity and the successful communication strategies will become a part of the sustained plan for the JCPD at the end of the project.

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Session 3 Japanese Employment of Persons with Disabilities Initiative Ms. Christine Rodrigues, Executive Director –Jamaica Association for Persons with Intellectual Disabilities (JAID) Summary - Challenges such as misconceptions, lack of access, discrimination and overprotection in labour laws all hinder the employment of persons with disabilities - For Japan, PWDs are not exposed to the free labour market instead they rely on private companies to provide employment through corporate social responsibility - Japan uses a system of sanctions and incentives for companies to ensure that PWDs are included in the work force; sanctions range from monetary charges for not employing PWDs, tax incentives among others.

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COMMENTS It is evident that through the technology there is significant support for PWDs and we need to introduce more of this technology to our PWDs. There is need for a consistent public education programme to make space for the productive capacity of PWDs. Public education must be consistent, targeted and sustained.

The video clip shown should be packaged as a part of supporting PWDs is by changing the misconception JCPD advised that there will be a public consultation on the development of a 5 year public education plan for the disability sector.

Able bodied persons tend to take their abilities for granted. The definition of inclusion should include a broader concept of safety.

Public education is more than changing attitudes of employers but also improving attitudes of PWDs to cultivate health seeking behaviour.

Working Session: What are the priorities that must be included in our development plan for workplace inclusion of PWDs? This question was put forward for general discussion and the following responses received.

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PRIORITIES FOR WORK PLACE INCLUSION OF PWDs. No. 1.

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Responses Facilitating the role of technology in transforming PWDs to be more productive in the workplace.

Sustained and targeted public education campaigns Identifying and connecting available resources to stimulate entrepreneurship among the disability sector Public education should include treatment of PWDs in various environs where they go to conduct business.

The establishment of more partnerships and networks to facilitate the involvement and engagement of PWDs. Volunteering is an under explored avenue for PWDs. It is recognised that this takes time and will not meet immediate needs however there are significant potential long term benefits.Volunteering will also but PWDs at the front of the line when opportunities arise.

Need to consider strengthening the family relationship to support the PWDS’s at work. Sometimes, it is the parents who cause the PWDS to lose their job.The supporting role of the family is crucial in retaining the job.

Some persons are not interested in doing volunteer work based on their personal constraints (transportation, domestic responsibilities‌). PWDS need more job preparation training to support their entry into the world of work. There is a great need for more effective placement services.

Some PWDs in seeking appointments with influential officers such as government ministers, are granted but when they arrive for the scheduled appointment, they are denied. PWDs have lives outside of the organisation, and do not want to be so dependent on their groups or networks; they want to be self sufficient It is important that job readiness assessments and assistance begin while the PWDS is in enrolled in school, and be a part of the educational process.

PWDs need to prepare themselves to cope with the world of work. In particular their attitude to work and their ambassadorship on behalf of other PWDs as they work they have an opportunity to demonstrate what other PWDs can do.

It was mentioned in the presentation on Japan on JAID that the partnership came out of a windfall that was facilitated by the Japanese culture. However, in Jamaica it is necessary to consider how our culture hinders or facilitates partnerships with the disability sector.

Developing an Action Plan for the Employment of Persons with Disabilities: Prior to assigning participants to groups, the Facilitator led a discussion on the priority areas to be included in the Action Plan for the employment of PWDs.These points summarise what was discussed and is followed by group reports on the key topics.

How would you describe or define an inclusive workplace?

- It is one where any barriers faced by any group concrete actions are taken to address them - It is a welcoming environment - The segregation and grouping of employees is not facilitated or encouraged - Tensions are addressed with immediacy by the HR Department - People with/of diversity are encouraged and this ethos transcends especially to senior management

What are the priority areas to be included in the work environment to make inclusiveness a possibility?

What is critical to encourage/foster the employment of persons with disabilities?

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Work places should have an Equal Opportunity Policy There should be tangible requirements to document progress for example: o tax incentives o tax rebates to encourage compliance as most companies will examine the cost of making the adjustments; companies readily understand the language of money

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Sensitisation of workplaces in relation to the different types of disabilities and how to treat employees with disabilities is important. Sensitisation sessions help to dispel myths and perceptions about what PWDs are able to LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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do. Employers wonder how PWDS will function. Simple things such as what they will wear to work and how they will present themselves; and for blind persons the fact that someone will always have to lead them around. Persons tend to think about physical access through ramps as the way to facilitate persons with disabilities. Instead they should think about equipping the individual’s work space so that he/she is effective. These issues must be covered in the sensitisation sessions.

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Over the past 2 days it has been said that the private sector should play a more active role and not only think about the bottom line (cost). However, we also need to show that there is a money value attached to the disabled community and that is not only about charity and corporate social responsibility. Show that this is an underserved market which requires new products and services. When the community is empowered it will have more cash to spend on goods and services.

Employers require support to identify possible job areas for PWDs, sometimes they do not think that a PWD can perform in certain jobs.

Following the discussion, the participants were divided into groups to have further discussions on the themes and issues which were shared.These are documented below according to topics.

Closing Comments from the Project Manager, Ms. Belinda Brown In closing, Ms. Brown expressed her appreciation for the full participation of guests. She was also heartened by the quality of information and suggestions provided, which will be used to inform project activities and implementation.

She stated that it was necessary to develop evidence based interventions and is recommending that NGOs should start to document the number of PWDs who are currently job hunting, their skill set and when and where they are placed. This information and approach will improve the efficiency organisations seeking enhance the quality of life for PWDs. Ms. Brown shared that the immediate next steps for the project will be the national call for proposals. It is intended that NGOs located in both urban and rural parishes will benefit from grants. Accompanying the call will be a preparatory workshop which will address questions, provide clarifications and ensure that applicants have clear expectations on the criteria to be met in order to receive grants. She invited participants to remain in contact with the MLSS for information and updates.

End of Day Two and End of Workshop!

Social & Economic Inclusion for Persons with Disabilities Project Ministry of Labour & Social Security Jamaica Conference Centre June 11-12, 2013

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Social Inclusion of Persons with Disabilities Project Ministry of Labour & Social Security “Support to Improving the Lives of Persons with Disabilities (PWDS)” Jamaica Conference Centre June 11-12, 2013 Rapporteur: Warren Thompson Day 1: Issues and Challenges of Workforce participation of persons with disabilities - Sen. Floyd Morris Workforce participations one of the major challenges confronting persons with disabilities at this time.

PWD are among the most vulnerable in the world- largely because of certain impediments within the society driven primarily because of poor access to education, employment, and lack of access to technologies. The senator cites statistics from the World Report on persons with disabilities. Close to a billion individuals are disabled.

UWI Centre for Disability Studies Leading regional research on PWD – 4 major research • case study on PWDs attending UWI • Access and Inclusion in Education system in Jamaica • Broadband and internet access for PDs in Jamaica • Sexual and Rep Health of PWDs in Jamaica Key points • Government employs the most PWDs. The private sector needs to begin to employ PWDs. • Government needs to link incentives for the private sector when they employ persons with disabilities.

• International donors should peg development assistance with the employment of persons with disabilities • More funds to be allocated as a facility through the government for PWDs to purchase assistive aid for education and employment purposes. Such a facility should also be made available for private sector companies who need assistive aid technologies for disabled workers.

Questions raised:  The research agenda needs to include persons with multiple disabilities o The UWI’s research does not specify the type of disability  Does the broadband research take into account the possibility of PWDs accessing connections through a variety of community access points such as internet cafes and libraries? o The research takes into account any kind of access  Did the education inclusion research include rural areas? o Yes.  Were the schools asked if they have ever had students with disabilities? o Yes, but the response was low.

The research corresponds with the Combined Disabilities Association’s findings from the screening programme that there have been one and two students found in schools with mild visual and hearing impairment. In some cases, there have been students with mild physical disabilities – particularly not those requiring them to use a wheelchair. Incidentally, one of the reasons why there have not been found to be many students with learning disabilities is because there has not been sufficient psycho-educational assessments being done. Because the low academic performance of many students, and teachers report of behaviors may suggest a large scale occurrence of learning disabilities.

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Presentation by Ms. Maria Veronica Reina- Senior Disability Export at the World Bank. Labour and Disabled people Barriers to entering the labour market  Lack of access to education and training. Lack of occupational rehabilitation, lack of access to workplace, lack of accommodation, lack of access to information and communications etc.  Misconceptions about disability- ignorance and prejudices re jobs, productivity, mental health difficulties, adjustments to work. Misconceptions exist in non-disabled employers, and family members.  Discrimination – by employers because of misconceptions or prejudice with strongest prejudice being exhibited towards persons with mental health issues.  Overprotection in labour laws – shorter work days, more rest periods, longer paid leave, higher severance pay.

These have the best intentions at heart but may contribute to employers seeing PWDs as being more costly and less productive than able bodied workers.

Needs to address barriers to work and employment  Laws and regulations  Tailored interventions  Vocational rehab and training  Self-employment, micro-financing, entrepreneurship  Social protections  Changing attitudes ******Informal sector workers are often excluded.

Suggested approach – registration of persons and education about the benefits to be had from taxation (NHT benefits and NIS benefits). Sen. Morris subcommittee proposal being sent to board so that groups of disabled persons can get micro-financing if they are registered. Ms. Reina – Micro-finance is more than micro credit. Micro financing must come with an educational component.

Carol Narcisse - how has this programme factored in the inclusion of persons with mental disabilities; especially as it relates to self-employment? Additionally, often times, people with mental disabilities have destroyed their documents of citizenship. How is this considered when they are trying to register to become formal? E.g. How do they go about getting a TRN or how are they accommodated by the RGD or the Registrar of companies?

Susan Goffe – When we speak of moving from informal to formal what are we talking about? Getting all the formal documents? Or is it talking about the promotion of entrepreneurship? Floyd Morris responded – it is in a sense both, because one’s business cannot be supported or promoted if they do not formalize and register the business.

Christine Hendricks, ED JCPD • JMA’s enable award has since 2008 been awarded to the private sector company that employs the most persons with disabilities.

• Article 27 of the Convention on the rights of persons with disabilities.

• Decent work provisions for persons with disabilities • Concerns about the cost of accommodating PWDs • Concerns about the skills and productivity levels of PWDs • Concerns about supervisors’ comfort levels in supervising persons with disabilities • Provision of special education teachers is important • Larger companies are more likely than small firms to actively recruit PWDs according to a US survey. Larger companies think less of the cost of accommodation than large companies.

• PWDs have less accident on the job than able bodied persons.

• The provision of training and work experience for young people may assist in the inclusion of persons with disabilities.

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• Benefits and incentives of the state may engender a dependency syndrome among PWD rather than empowering them towards independence • The possibilities of flexi-work to include PWD into the labour force • Disability training for employers who may want to employ disabled persons but who do not have the “know how”. Suggestion of a one-stop centre/cadre of persons who can train employers to accommodate PWDs. Overcoming the challenges:  The family must not be too overprotective and should invest in the education and training of their children towards employment in later life.  Need for national awareness – employers to be sensitized.  Anti-discriminatory campaign imploring PWDs to disclose their disability rather than hide because of the fear of discrimination **Persons with disabilities are often informally employed, unfairly paid (with varying amounts), and sometimes even exploited. A database by the JCPD should record PWD who are employed and where they are employed etc. Sen. Morris – such employers are in contravention of the law because all employers are required to supply employees with a pay advice which records their statutory deductions etc. *Suggestion for Effective placement officers to work as work experience and employment officers to assist persons with disabilities. Mrs. Hendricks – this is noted as a best practice in Japan and Ecuador, but the JCPD has only one officer responsible for employment, while Jamaica has 14 parishes and at least 163 000 PWDs * Suggestion by Sen Morris – linking Gleaner and Observer Job ads to agencies working with persons with disabilities – this is because PWD are not all able to access those resources.

Sen Morris in response to a comment - The term ‘people’ is inclusive of all and must therefore represent PWDs. The term PWD does not have to be mentioned in every document for it to be inclusive of PWDs. *Ms. Rainford of the NYS: for the creation of a disability focal point (similar to the Gender focal points) in each MDA. Suggestion for the encouragement of young PWDs to make use of the NYS work placement programme. Sen. Morris responds that the suggestion is good but the NYS would have to be careful that young PWD are not placed in disability organizations but in general/regular government or private sector placements.

Raquel Chambers – Consumer Affairs Commission – the policy does not have a section on commerce or consumerism.

She came to learn because the CAC wants to include in its national strategy/ national consumer policy, an approach to including disabled persons as consumers. She suggests further dialogue. Mrs. Hendricks suggested the concept of universal design – this is to foster a society that INCLUDES persons with disabilities. Goods and services would be designed to suit everybody including the elderly and the aged without having to have a specific targeting strategy for each vulnerable group. *Question regarding buses for persons with disabilities.

Questions from members of the Audience after Presentations by: ***Presentation by Senator Floyd Morris*** Michelle Golding-Hylton (Salvation Army School for the Blind): One gap I notices, I don’t know if it is a gap in your research, there is a large segment of PWD with multiple disabilities that are not covered at all in our education process, I can for example there are persons who are totally blind but they are also wheelchair bound and they also have other types of disability and they are not even addressed at all, and I think also if you look at other countries, they can contribute to the development of the country, they can do things like painting, a lot of things, they can use other parts of their bodies to function and I think this is something we need to look at if we talking about inclusive….inclusion.

Senator:Yeah…….research agenda at the UWI, and as we build, we broaden the scope of the individuals who would be in the research. And I must also point out that when we do our sampling we don’t specifically identify a particular disability group, we select for example we use the database that is available at JCPD to select our sample and that is a part of the independence of the selection and objectivity of the selection. We do not know who these individuals are. In some cases we would identify different types of disability but we don’t particularly single out any one disability in terms of the research.

But we take the point that you make that you have individuals with multiple disabilities who have to be factored in the education system in order to ensure that their talents and abilities are fully maximized.

Denzil Thorpe:Thank you Senator. Any other questions for Senator.Yes, at the back.We’ll take your question next Ms. Goffe.

Guest: Good afternoon, two questions I would like to put to senator.The first one concerns the SRH research, I notice that there is a large number of the persons who did not respond, I’m sort of curious as to why they didn’t respond, whether 46 | Page

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it is apathy or being uncomfortable with the topic or whatever the situation is, I’m sort of curious as to that. The next point is concerning the access to the internet, I realize most of it going through the school system but as disabled persons, particularly those in the rural areas, you have other systems such as the library, internet cafes that are coming up and all of that, I wonder how much of that was taken into the research.

Senator: Alright, the first question in terms of the non-respondents. The problem that we had with the non-respondents.

When we went to visit their homes, they had moved from those addresses. Because what we did, we used the database from JCPD in order to select our sample.These individuals had either moved from their address or some of them had died.

So that is where we had a challenge there. And I am certain that this is where the new database that is being developed by the JCPD is going to be very important because its going to have a more current system in place. The other question that you asked was about broadband and internet access, which in the focus group discussions that we had, they indicated a number of sources that they got the information from. Some of them indicated that they were able to access the information from the internet from community access points, also libraries, and schools. So it wasn’t just one set of, one area that they were accessing the information from. I don’t know if that...ok good.

Denzil Thorpe: Ok we’re going to take the last question for this segment. I told Ms. Goffe that she would be next and then what I am going to ask everybody else who has a question to do is to hold those questions until we have that final wrap up. So Ms. Goffe you can go ahead and ask your question now.

Gloria Goffe: My question is to Senator Morris, the research in terms of education was it predominantly done, were urban schools included in the research?

Senator:Yeah urban, rural, all across the island.

Gloria Goffe: And in terms of the questions posed, was there any question that dealt with whether the school had or had ever had a student at the school with a disability.

Senator Morris:Yes Gloria Goffe: What was the response?

Senator Morris: That question, this information is there in my slide but I can make the full research available to you. I don’t remember the exact figure but in those cases the response was low for a lot of the schools. They were more seeing individuals with, and this is information that we gathered as well from some focus group discussion because as we did the survey we also did some focus group discussion and we gathered that there were individuals in those schools with mild forms of visual impairment and also hearing impairment.

Gloria Goffe: I was asking the question to see if it matched with our experience we have in the screening programme that we have in the…..primary schools and it coincides, but we are also seeing one and two students with physical disabilities being accommodated in those schools. In terms of learning disabilities, why we…… because they are performing so way below par…..quite a number of them will be classified as having learning disabilities…….

Senator: I tell you Ms. Goffe that this was not information that we gathered from any of the research that we did but I have been working on a project with JSIF to improve access for PWD in some primary schools across the island and we had to do a needs assessment study, and when we did the needs assessment we found out that there were students with physical disabilities in some of these institutions but what happened is they were not wheelchair users or primarily individuals that had lost a limb or two, and nothing that required them to use a wheelchair, alright? And the schools that we are targeting, 60% of them were among those that we had surveyed in the study.

Thorpe: Alright. Thank you. As I said, any other questions for Senator we hold until the last round of discussion but I must quickly point out that in the question and answer session I heard another recommendation that was coming out of Senator because he pointed on more than one occasion to the fact that in order to do these studies he communicated with the JCPD and used the persons that were in that database as their sample. And it speaks therefore to the importance of PWD registering with the JCPD. And the second recommendation would be therefore that for those who move or change location it is important to update that information that is in the database.

So we move now quickly to Ms. Maria Veronica Reina, and as I indicated earlier, she is the senior disability consultant at the World Bank, and we will now sit and listen to her presentation. Put your hands together as she comes. ***Presentation by Mrs. Marie Veronica Reina*** Guest 1: Just an observation, just to comment on the last part of your presentation that speaks to the informal sector and the question was raised how to get them to be a part of the system so they can get recognition so forth. I think the answer lies in the point you raised, entrepreneurship. If we get the informal sector to recognize the value of entrepreneurship and LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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how they can become entrepreneurs, so that would be the solution to that problem.

Denzil Thorpe: And in addition to that, we in the government have a role to play in that as well….it’s something that… what we are trying to do is as best as possible link the provisions that the state provides in such a way that it actually encourages persons to move from informality to formality. So for instance one of the things that we have done in recent times is in promoting taxation for instance, we don’t just point to the taxation part but you also link it to the other things like the NIS, the NHT where it is that there are benefits to be derived from that formalization. And link everything together that would encourage formality and it would possibly work in the same way that you have mentioned that you link entrepreneurship and show the benefits of doing that and help persons to move from informality to formality. But also to link other benefits that could accrue, and we speak about the whole issue of registration and what can be derived from the registration, so if we link everything as a full package then persons would be more inclined to be formalized than to stay informal. Any other Question? Yes Senator.

Senator Morris: Just an observation on that point that Michael just raised, and at the guidance of the members of my, the committee that I chair, it’s a sub-committee, we took a decision recently that is going to have to go to board for approval, but that decision is going to see for the first time, groups of persons with disabilities being considered, but a condition that would have to be met is that these individuals would have to be registered, so they will have to become a part of the formal system in order to gain the benefits.

Denzil Thorpe: Right and that’s exactly it; link everything into the formalized system.

Maria Veronica Reina: Can I say something. Also, it is important to know that microfinance is more than microcredit and includes for example, education for saving. For sometimes we rush to give credit to disabled people that have huge needs and then getting a loan is quite a struggle and more problem to them. But yes, we can build the capacity of disabled persons to make savings and to learn how to have their own business including formal you know in a formal way. And that can be done for example under the umbrella of this porgramme that we all signed this morning, would have some space for self-employment Denzil Thorpe: Yes Ms. Narcisse.You had a question.

Carol Narcisse: Yes, thank you. The mics aren’t working so I hope I am loud enough. Good afternoon colleagues. Just two quick things, one – the business of persons moving from informal to formal – has there been any work Senator, looking at the barriers for different groups of persons moving from informal to formal. And I think for example of persons with mental illnesses, which mental illness is a disabling or can be a disabling condition, and if when we are talking of persons with disabilities we often are not including the community of persons with mental health issues, And one of the things that was brought to our attention in MENSANA, which is a support group for families members of persons with mental illnesses and persons with illnesses themselves; one of the things that was brought to our attention as we talked about helping that community of persons to become registered with the council is that many persons destroy their birth certificates or their IDs or whatever when they are not well. And then when they have to get a taxpayer registration number they are without those identifying papers. And it might apply, the access to identifying papers, birth certificates, etc, may be problematic, I don’t know and do we have any sense of how problematic it is amongst the community of persons with disabilities – those identifying papers that the rest of the population may well have as a normal thing but for PWD may not actually be the norm; to have their birth certificate, to be able to go get it and to struggle with the registrar of births and deaths etc; so looking at the barriers to the kinds of documents that are needed to become formal. And then my second question was the extent to which we are including persons with mental illnesses in this programme which is to be launched, well which has been launched.

Senator Morris: You mentioned me in the questions so ahm, just to indicate from my certain knowledge there is not any specific research that has been done in terms of documenting any challenges that individuals have experienced transitioning from the informal to the formal sector where PWD are concerned. But interestingly we are at CDS, preparing and instrument to do an assessment of PWD involved with self-employment activities and so you have just given us a question to be included in that instrument and we’ll make sure that that is factored in. But it is critical because there are serious challenges that persons with different types of disabilities will face from time to time and we have to find a way how to accommodate those challenges.

Christine Hendricks: And to assist with that response to is the fact the registration process that the JCPD is carrying out, when we go out into the communities we’ll be having some fairs, ahm information fairs which will bring together some of those organizations, the RGD, the Tax Administration to assist the persons that we are registering to also get some of those important documents.

Denzil Thorpe: quick question from Ms. Goffe.

Gloria Goffe: Yes, seeking a clarification, ahm, and any of the panelists can respond. When we are talking about disabled 48 | Page

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persons moving from the informal to the formal, are we talking about if they are running an income generation project or are we talking about moving themselves to the formal situation meaning getting all their documents together? Is that what we are talking about? Because my understanding fo moving from informal to formal….

Sen. Morris: Yes, that is what I am talking about. That’s my understanding.

GG: I’m seeking the clarification not just for myself you know, I hear a little….. because we are using the term moving from informal to formal, I am trying to find out for clarification if we are simply talking about getting all your documentation ready; it has nothing to do with your project per se.

Sen. Morris: That is my understanding Gloria because the truth is if you don’t move from the informal to the formal, at some stage in the development of your business, your business is going to stagnate because all the systems whether it be at the governmental level or at the private sector level is being designed now to accommodate the formal system so you will be left behind if you are just operating in the informal.

Gloria Goffe: So you are saying people will need to register their business?

Sen. Morris: Ultimately.

[Next question not audible] Denzil Thorpe: Thank you very much for that because I think that’s a valid point because it is something that while we look, if it is especially as we speak about persons with mental health issues, if we know that there is a possibility down the road that they are going to lose these documents, we as the persons who are working with them can provide a back up for them. And it speaks also to what we need to do with our registration at the JCPD as well. It speaks to probably to how we need to channel what it is that we do in terms of providing that mechanism for the back up so when they come to us to register, we are collecting all the relevant documents and keeping a copy. Two last questions for this time and then we keep the other’s until we do the last set of question and answer.

I like Ms. Narcisse [inaudible]….because I work with the mentally ill and there’s a lot of challenges in terms of getting documents as Ms. Narcisse says.You can register the mentally ill…JCPD and they get whatever benefits available but most of their problems is getting their documents. Getting the birth certificate is not a real problem. Getting the national id is almost knowingly impossible because it is in the constitution that they are not allowed to get the national ID. So if they do go out and get employment this is going to cause a problem. And I also want to advocate that this matter be paid more attention to [not audible]…..and you get a lot of problems when these persons have to carry out these transactions [not audible]…and I hope that from this conference, a lot more will be done.

Sen. Morris: The truth is that this issue, the issue of the mentally ill participating in the political process has been a challenge and I have even raised it in a report that I wrote recently, and it’s a matter that we have to start putting some focus on. I have raised it with the electoral people in terms of how we treat persons with mental illness in the system but as Ms. Barbara McKoy indicated there are some legal restrictions or legal impediment that we have to address. I don’t think the constitution is what says they cannot vote. Where the constitution prevents the mentally ill is in terms of them being a part of the parliament. I think there might be other legislation that deals with that but there is a distinction between the constitution versus other legislations.

Denzil Thorpe: Ok, just one other question before we move on to the next presentation. There’s a hand up there.

Guest: Good afternoon, my name is Dawn Marie Roper. I’m also from MENSANA. My question is also directed towards Sen. Morris. Sen. Morris you talked about the private sector, the need to partner with them in terms of getting them to hire more PWD. And as you said that, I sat there wondering how? Is there a strategy that you have? Can you discuss what the government has in mind in terms of ensuring compliance? Are you advocating strongly with them [inaudible]? Are you thinking of quota’s? what?

Sen. Morris: I’m just an advocate for persons with disabilities as well, right? Because I want to make it clear in terms of my role; my role is primarily legislative and to drive the legislative process. And we are going to be having legislation. The National Disability Act is going to be making sure that there is no discrimination against PWD in terms of employment and at Minister Kellier pointed out this morning that legislation is going to be passed or brought to parliament in this legislative year. There has to be, and there have been discussions with the private sector before through Jamaica Employers Federation, JMA in terms of employing PWD. I certainly will be meeting with a number of those private sector stakeholders along with JCPD and CDA to ensure that they are brought on board in terms of employing more PWD. Because I have said in my presentation, the government cannot be the sole employer of persons with disabilities. There is a finite number to the public service and we are all aware of what is happening with the IMF agreement. But in any private sector, in a market economy, it is the private sector that must be the engine of growth. And we have an employed labour force in Jamaica of about 1.1 million and I would want to know how many PWD make up that 1.1 million and how many of them LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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are in the private sector versus the government. And we have to start putting this on the agenda. You see, what has been happening from civil society groups and NGOs the spotlight has been on the government, but most of what is being done is being done by the government for the sector. You can imagine if we can get the private sector now to come on board, we would see a significant improvement and all of us have to start working to lobby together whilst the government has to be prepared to deal with the legislation and bring it to parliament as quickly as possible and I’m prepared to do that and we have been doing that, right Ms. Goffe? [Laughs] well, she chairs the legislative sub-committee of the National Advisory Board, and I mean the work is out of our hands where the legislation is concerned now.We are just waiting for the Attorney General’s chamber to give us feedback before it goes to legCom – legislative committee of cabinet for their deliberation.

So that is the approach that we will have to adopt.

Guest: Sustained advocacy.

Denzil Thorpe: Jut to add though that the very thing that you are talking about, how you get persons in the private sector to comply, so the issue of compliance, and this is one of the important aspects of this conference itself is that there are misconceptions and the presentation a while ago spoke to that. Employers have misconceptions about PWD, they are ignorant about the abilities of PWD and their ability to perform any job as well as their being productive members of the workforce. A part of what we are doing, of the objectives of this conference is to bring together those persons who have the will, but they have some misconceptions.They feel it is going to be expensive and then bring to the table as well, persons who have gone ahead and hired PWD and we have the success stories there that we are now able to bring together in a marketplace to say these are persons who have been there and done that, this is what they have done, and this is what you can now do to see how you can incorporate PWD into our workforce and tomorrow’s agenda is speaking specifically to that. So while we are not yet at a position of legislative compliance what we’re doing is showing persons, employers, how it is that PWD can be a productive part of your workforce and that’s part of what this conference does tomorrow. And it’s a part of an ongoing process so today and tomorrow is just one step there are other steps so for instance when we start to do more public awareness, and that came out of the presentation again, more public awareness about PWD from, I tell you, we don’t have a problem with utilizing our own senator and president Morris to say that this is a person with a disability who has succeeded and is making their contribution to national development, and we have so many others in this room that we can point out, and when we make people aware of the success stories and make people aware that persons with disabilities can make that contribution to their workforce development, it is through that that we are going to enable others to see that, look here, is not no rocket science, is no that you have to go spend a million dollars to go put in ramps and instead of the ramps is to allow the person with disability access is to what you said senator? Deliver nutri-bun. So it is through this sort of advocacy that we can try to do that.

Sen. Morris: Its one area that Ms. Reina can probably help us to get some funding for some sustained public education programme.

Denzil Goffe: Ms. Goffe is that another question you have? We have another presentation.

Gloria Goffe: I’m just making a point. Sometimes when we speak. The point I’m making is since we have been speaking [inaudible]. Sometimes we speak as if the Private sector is not participating. The private sector is already participating, what we need to do is encourage greater participation. ….What I’m suggesting is that those persons who employ disabled persons and keep employing, because I spoke with someone recently an d they told me that they were the only person that was employed by a particular company and the company has now employed three additional persons and recently put the four of them on staff. So I’m saying we need to ensure we acknowledge those who are participating and encourage greater participation.

Denzil Thorpe: And that’s exactly what we were speaking about that tomorrow we will have some of those private sector companies, private sector agencies, perhaps I didn’t say that, that it is private sector agencies who have hired and retained PWD in their staff who are going to now tell their, have them tell their story so that we can encourage others to participate. So we do know there are persons out there who are hiring in the private sector it’s just that we now need to sell those stories. And you will remember that even in our disability awareness gala last year, we made presentations to some of these employers and this is an ongoing thing that we trying to highlight persons in the private sector that are hiring PWD and so that others can see that they can do the same.

Alright so we are going to move quickly now. We want to thank again Ms. Reina for her presentation. [applause]. And you see that your presentation has already started a lively debate. Although you brought something from an international perspective, we readily applied it to our immediate situation here in Jamaica. So Mrs. Hendricks, you now have the task of making the last presentation in 15 minutes, so we put our hands together and welcome Mrs. Hendricks. [applause] ***PRESENTATION BY MRS. CHRISTINE HENDRICKS*** 50 | Page

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GUEST 1: Ok, to Mrs. Hendricks. I am recommending that you continue [inaudible] something about adding a database for PWD who are currently employed. My reason for that is sometimes you have some deaf persons who come to me to say that they lost their job or they come to be registered and I ask them if they worked before and they said yes but have no proof of past employment. “Have you ever received a pay slip?” “No, boss has never ever given me a pay slip, only some cash like that.” And the money is inconsistent, just any amount. And sometimes PWD get exploited; they are not being properly paid and get fired anytime for some little, not valid reasons for firing them [inaudible]. So you need something in place that requires that employers give some proof of employment that will be needed later on.

Christine Hendricks: It continues to be a good idea as we embark on this new drive in terms of the [inaudible recording].

I know that the database itself will have the information but in terms of having that proof [inaudible] Sen. Morris: but employers are required to provide every employee with a statement, a pay advice because it is a part of the requirement for the NIS and all the other statutory deductions, so it is there and it is a legal requirement, so it is violating employers who are not providing their employees with a pay advice, and that is a breach of the law.

Christine Hendricks: Out of this conference should come an action document and I am sure some of these will be taken into consideration in that action document.

Guest: …I’ve been hearing the statement that government is the leading employer of the disabled. Can you point me to where that empirical evidence or report is?

Senator: Well we have been doing this based on what we have seen in terms of the public sector and those individuals who have been registered with the JCPD, ahhm, so you know I mean, and those persons with disabilities who have been associated with the community of PWD as well, so that is where we have gathered that sort of information.

Guest: Alright, good afternoon everybody. Ms. Hendricks, I just want to find out, this is just a recommendation. I’m wondering if we could have some placement officers effective placement officers, that maybe would go out into the field and educate persons, employers, stakeholders about the abilities of persons with disabilities, maybe try to persuade them into pledging some assistance and then the placement officers would come back to persons with disabilities and say, there are opportunities here you know, give me your resume; I don’t know if it is a handout thing, but at least it would be easier instead of as a person with a disability you are going out there in the field and facing all of this, so I was wondering, maybe it would soothe….

Christine Hendricks: It is something that it is hoped that we as a country can establish. I don’t know if we would call it an employment agency. I remember when we went to Japan, and when I went to Ecuador as well, the Council for Persons with Disabilities in Ecuador actually has a cadre of Job placement officers, job coaches; they help to prepare the PWD to go into the job market and so on. They are the ones who help the persons to find jobs and provide the spaces for the interviews etc. So what you are saying is not farfetched, it is actually a best practice. We at the JCPD have one job placement officer and Jamaica has 14 parishes, and the least 163, 000 PWD, and we know that that is an impossible task for one individual and so as a part of another project in terms of institutional strengthening for the council, is looking at what the organization needs to be doing and looking at the various jobs and so on, not jobs, the positions that need to be in the JCPD in order to facilitate the rights of PWD as we move forward. I am not sure how it would work out and I know it’s not short term either, because we know the employment situation but it is certainly something that would come up again as we move forward as we work towards strengthening the institution to serve PWD. Sen. Morris: the LMIS at the Ministry of Labour needs to be linked to the JCPD and probably other disability organizations that have their websites up, and we need to have some dialogue, some conversation with the Gleaner and the Observer because from time to time they do advertisement of some job positions, vacancies that are available and it is not all persons with a disability who would access the Gleaner, so probably we need to create a link between the Gleaner’s website and the different disability organizations to make sure that the information in terms of the jobs, are available. And also I’ve seen, Leachim Semaj have a company that he sends advertisements out from time to time for different job positions and we can forge some collaborations with him as well as somebody who I know is very supportive of the community to make sure we get some of those jobs that are being created.

Christine Hendricks: I think going forward if we are really considering in addition to that, an inclusive society, I’m thinking that there are existing systems through HEART and the LMIS system at the MLSS. What perhaps needs to happen is the strengthening of those systems to ensure that when they are catering to others, they also include catering to PWD in terms of the whole job preparation and job coaching. Of course the sector would have to be called upon because usually the training of PWD is not something that you just get up and do; it is something that has to come from the sector. So there are a lot of opportunities for us as a sector to come together and to see how exactly some of these issues can be addressed and to ensure that we are not creating some things that already exist, but whatever exists that we are utilizing them and if there are special needs then we see how we can address those matters. I’m not sure if that is perhaps a better way to go.

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Guest:…would like to employ a disabled person, they would want to call an organization rather than necessarily go through the LMIS,. And I am thinking that maybe what they could so is set up a kind of job bank, [inaudible], where if there are disabled persons with skills and who can be employed, the council would know of them and also from time to time they would help them by providing a type of seminar that would talk to them about the responsibility of being employed and the qualities that you need to have, and the attitude that you need to have.

Christine Hendricks: I agree with you Mr. Paul. As I said earlier, it has to be a multi-pronged approach. There is no one answer or solution. We have to consider all the possible solutions and see what best will work when how and where.

Guest: Having listened to all three presentations, a number of issues come out very strongly, one is the need for sustained research. Research needs to be an ongoing activity and that seems to me that it would have to be underpinned with monitoring and evaluation. The point raised by Mrs. Hendricks about in her presentation she said she loves to speak to the CRPD which I agree with her, but also in addition to the CRPD is the MDG which speaks to the economic inclusion of people although disability is not mentioned. And there’s also Vision 2030 which speaks to ensuring that Jamaicans with disabilities are a part of social and economic inclusion and development in Jamaica. And I would want to urge all of us to ensure that awareness and sensitization has also got to be a part of what we do. Awareness and sensitization of PWD themselves, in fact all stakeholders, across the spectrum, across all sectors of society, with the view to ensuring that there is sufficient understanding, or at least a working understanding of disability of what disability is and what it means, and how PWD can effectively contribute to scial and economic development, not of themselves but also of the country.

Guest: Good afternoon, I just want to know if police stations, hospitals, court houses, is there any interpreters there? For accidents? Court case for deaf persons? I just want to know if there are interpreters there.

Mrs. Hendricks: They are not resident there, but the access the service. They request the service whenever it is needed.

For the most part, that I know of. I know from time to time they request through the council and sometimes JAD….

Guest: Ok pertaining to sexual abuse, not only females, males also. Is there a counselling programme going on for PWD separate from the able bodied? Or is there a programme going on for persons who have been through sexual abuse?

Mrs. Hendricks: Not at the JCPD except maybe minimal counselling through the Social workers, but in terms of sustained counselling and follow up? No What we do is we refer persons to the regular system because there are people who have been through..

Guest: But it is costly, it is very costly…

Mrs. Hendricks: Yes, but there are some programme, particularly through the United Church and the Baptist Churches that provide…and I know that Family Life Ministries in particular, they are never usually very harsh in terms of their cost when we refer clients to them.

[Inaudible] Sen. Morris: Just one thing in relation to some of the things that Mr. Thorne said. Mr. Thorne, I always maintain the view that you don’t have use the word disability in everything to include PWD because once you have the word people, it automatically covers PWD.And that is the point that we have to get societies to be at to recognize that you have a disability, you are a person first. Right? And we have to start advocate for that in the society. I hear people make up a lot of noise that disability is not included in the constitution, but the fact of the matter is that the constitution of Jamaica captures every single citizen in this country. What is happening is that we have not been as strident enough, and the truth is that some persons might not be able to afford it, to push for and test our rights, the rights that are there for all citizens which include PWD. So I just wanted to make that point in response to the non-inclusion of the word disability in the MGDs. [Inaudible] Corinne Rainford: it’s not really a question, it’s just a suggestion. Corinne Rainford here, National Youth Service , and we have been pouring in the lives of Jamaican young people for over 40 years now and we have partnered with the MLSS in other areas such as the Steps to Work and I know that our focus is on volunteerism, character development, and work experience, and with the work experience aspect of it, if indeed you would want to include, we have managed to engage young persons from the community of PWD over the years, much of which has been hindered because of funds resources.

So I am saying now, I am imploring that the organization partners with us to reach these young persons with disabilities and provide that work experience and also even assist in providing the awareness to the organizations, the placement sites which we engage.

And I know the gender focal points, you have gender focal points within each MDA, we can also have maybe a disabled or a disability focal points, someone within that organization can speak to disabilities with more force to ensure that PWD are being catered to. Even a mentor, because the individuals who we place, their supervisor or someone else would be their mentors and that individual can also be sensitized regarding disability and then we can spread the word that way as well.

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So I just want to implore, just to encourage you to sign up with the NYS, for us to partner and ensure that we reach the cadre of young people 17-24, 18-36, we reach these young PWD to ensure they have the work experience that is needed throughout their tenure.

Sen. Morris: Ms. Rainford, I appreciate your suggestion, but I also want to indicate that when we get the young PWD involved with the NYS programme we don’t necessarily want them to be placed with disability organizations. Because that is not going to help them in any significant way, because they are already exposed to the disability community. We want to broaden their scope and involvement. So what we have to do now and some of the private sector partners are here, is for us, and also some other government agencies, to make sure that you know, whilst we do the placement, we place them in other organizations outside of the disability community, private sector companies, but also that we arrange an orientation programme, and that is where the JCPD, CDA would come in to assist in terms of orientating the staf at that organization in terms of how to relate with the person with a disability.

Corinne Rainford: I do agree sir, and if I may add, we are planning on placing individuals this year through our summer programme, and we have been facing challenges re placing them in private sector organizations before. But if it is that we should get individuals from your organization or even just to assist with the sensitization process, then we can meet those target, the private sector markets that we would want to reach. So I do agree and I would ask for assistance in that aspect as well. [inaudible comment about buses for disabled persons] Day 2: Presentation by Belinda Brown – Project Manager at the MLSS Social and Economic Inclusion of PWD 2 components of the project - Early stimulation programme - Improving the employability/employment rates among persons with disabilities Project targets 600 persons with disabilities – three hundred of which they expect to be on the PATH programme.

100 million US dollars is being used to strengthen infrastructure and services of the early stimulation programme in three sites (including the outreach programme in Portland).

• Adjustments to the infrastructure of these facilities, playground, classrooms, equipment etc.

• More training for parents of children with disabilities etc. This is from the Agreement with JSIF. The project also seeks to strengthen the service delivery of JCPD. Ms. Brown welcomed the group, gave them a briefing of the day’s proceedings, and the usefulness of the sessions in promoting the economic inclusion of persons with disabilities.

Project Inputs - 2.9 million US from Japan - 1 million from the IDB Keynote Speaker – Ms. Maria Veronica Rheina – Senior disability expert at World Bank.

Most of the work on disability and disability practices have been presented in narrative form but have usually lacked empirical data to support certain practices. In many cases, where there has been a best practice, it has either failed or is outdated. Examples that are well monitored and evaluated are difficult to find.

- In general, unemployment rates are significantly higher among disabled persons than the general working age population.

- Promising practices include the creation of anti-discrimination laws (Canada, Australia, Brazil, NZ, Ghana, UK etc.)

- Affirmative action (Portugal and Israel) – this has become a normative practice for ethnicity and race related issues and not so much for disability, but these two countries have created affirmative action policies for persons with disabilities.

- Brazil as a best practice - their Federal constitution (1998) makes a number of provisions for persons with disability and is currently ranked as the most inclusive country. They even include a quota for disabled persons, but similarly to other types of quotas in other places, there have been issues in making people and agencies accountable in keeping LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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the quota percentages.

Tailored Interventions include • Quotas • Incentives for employers (tax, financing support for salaries or social security contributions) • Supported employment • Sheltered employment Questions and comments 1. Paul Wilson – One of his problems is the support service in terms of helping disabled persons to find employment.

What kind of support services help people to capitalize of employment opportunities?

What are some of the ways in which organizations can begin to think about types of interventions, opportunities that may be created by you?

Response – one approach is to have NGOs function as navigators for PWD. The other thing is to get personnel who are trained in universal design to help employers and agencies strengthen their capacity to accommodate PWD as well as to strengthen the capacity of disabled persons to make use of available opportunities.

Carol Narcisse– Do our agencies have case workers and field workers who can provide navigation assistance for PWD – helping them to fill forms, get to and from places/agencies.

2. Is the funding opportunity available for organizations that are not training organization but would need the finding now to set up a training programme idea. Does the fund support start up such as the building of buildings etc. the lady raising the question spoke passionately about the lack of training in Jamaica for PWD and how her compatriots at Mona Rehab are pushed aside and neglect.The room responded however that it was unfair to say that there was no training because there is some amount of training going on in various homes and agencies.

Belinda Brown response – each proposal will be assessed on its own merits. The proposal will be assessed and the organization will be evaluated. The organization would already need to have some amount of infrastructure but the proposal would need to be evaluated, it wont be thrown out because of the agency’s lack of training experience, but rather the agency’s capacity to deliver such a programme.

3. Dawn Marie Roper – MENSANA - What is sheltered employment? What exactly is the state of anti-discrimination laws in Jamaica? What are the provisions for person with mental disabilities especially since they are not allowed to vote and cannot get the national ID? Response: they can get the voters ID, they just cannot vote.

Sheltered employment is where the job is secured by PWD but they do not necessarily get paid like normal workers or their employment is not as productive as if it were in the general market. For example, the sheltered employment is often supported by parents and other companies or agencies patronizing them. JCPD operates a sheltered workshop on Hanover Street.

The anti-discrimination bill is currently with the attorney general department for review.

The charter of rights past two years ago does not include provisions for persons with mental disability. This is a major gap that needs to be addressed.

4. A trained teacher blind in her both eyes who is unable to get a job. She gave the experience of being told by a school principal that she needed to get approval from the Minister of Education to employ her because of her disability.

An employment officer is needed to help PWD. Response by Jacqueline Bennett – the job search/ unemployment situation is not unique to persons with disabilities.

There are many persons who are underemployed because of the current job market.

Some persons were saying that Ms. Bennett’s response was beside the point that the issue is discrimination because of disability.

Christine Hendricks - this is why self-employment and entrepreneurship are being impressed upon the disabled community. They have access to the government’s empowerment grant which is aided PWD with sound business plans or who need help with rehabilitative or assistive aid.

Abilities Foundation – Susan Hamilton - Training is being provided, but job placement is sometimes an issue.

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6. Ainsworth Savage – Doctoral student UTECH – looking at empowering marginalized persons. How to empower PWD in terms of training in terms of business operations – looking at technical training and career development.

How would he be able to access funding in terms of helping persons with disabilities. Will proposals be accepted from individuals as well as institutions.

Response – proposals will be accepted from institutions.

Gloria Goffe- Jacqueline has helping people to find jobs as only a part of her job. However, we need persons whose sole purpose is to help persons to get jobs, either as employment officer or placement officers. We also need to ensure that as PWD leave, die, or retire, those positions should be taken up or assumed by other PWD. This could be some form of affirmative action or an approach to ensure that the 5% of government employees who are disabled doesn’t fall. This has to be balanced with the government’s new approach to shrink the civil service.

Mr. Aiken – There needs to be a sustained public education campaign that doesn’t take a break so that attitudes and perceptions can change. Over the years, the public education efforts have been intermittent. It needs sustained effort in order to change misconceptions which is at the heart of many of the challenges being faced by PWD. Belinda Brown – the current programme is a project so it has a life span. However, there are agencies who do continuous work in the field who can and will have to carry that mandate.

COFFEE BREAK Creating a Disability Friendly Environment/Increasing Accessibility for persons with Disabilities – Christopher Lue (Past President), Jamaica Institute of Architects Mr Lue was president of the JIA in 1992 when the idea of barrier free access came up.

The Building Code (2011) currently a white paper refers to the creation of access for persons with disabilities.

Issues addressed Stop lights at cross walks for the visually impaired In service training for engineers and architects on accessibility Bathroom and kitchen standards for PWDs Parking for the disabled Step sizes Sidewalks NHT homes - 5% of new units being reserved / adjusted for PWDs Retro-fitting – NHT actually has retrofitting arrangements for PWD who became disabled after owning their homes.

What provisions would the NHT make for able bodied persons who become disabled?

There is not set policy on this, but this is a real case situation that the NHT is aware of and had planned to look at.

Christine Hendricks – NHT has a policy to assist with retrofitting if the disability is physical, but they do not randomly create new units for disabled persons from scratch. The BSA has been doing work to ensure that the architects use the concept of universal design to cut across disability groups. The NWA is also already doing work on stoplights and roadways (talking stop lights have been installed in HWT and work is being done in Papine on usable roadways). SO work is being done, but one small step at a time.

How to hire and retain Persons with Disabilities (managing perception, expectations of employees, employers, available resources of the Jamaica Council for Persons with Disabilities – Jacqueline Bennett, JCPD From an organizational perspective, the inclusion of PWD makes the agency/organization look good. The company looks like an organization that appreciates diversity.

How to get started in recruiting persons with disabilities - Assess the work environment - Research infrastructure, personnel, special needs of potential employee, - Writing an inclusive job requirement that meets everybody’s needs will ensure that you are able to recruit the most talented employees possible.

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- Being proactive in the workplace preparation/orientation so that PWD have a positive experience - Implementing career development plans is essential - Retention - Adaptations for individual – physical space Reasons for recruiting PWDs - Return on investment - Marketing - Innovation Questions 1. My concern with the whole issue of employment in Jamaica, while HR persons are important, we need to get the employer or the owner to change the attitude. The employees’ attitude needs to change. It’s a cultural thing.

2. It is important that the HR policies in various organizations be changed to accommodate the employment of PWD. Because you might have a HR person who is aware who employees PWD but when that person moves on, it changes. It must be a policy position of the organization.

3. Robert Williams – graduate of UWI entrepreneurship – the message has been preached. My question to the HR managers in the room, was the message received??

4. Is there a skill bank for PWD? Is there an acceptable ratio/quota in terms of PWD versus able bodied persons?

There is a 5% quota in the public sector.

Jackie – there is presently not a skill bank at the council, but I have been in a forum with HEART who at the time were doing a skills bank in collaboration with Abilities Foundation. I will have to find out how far this has reached. JCPD is in the process of re-registering persons, and this new system records the skills of persons.

The idea of an inclusive HR policy is something that has to be now put on the table.

5. Dawn-Marie Roper – Mensana – In your interaction and advocacy with companies, how has that been going?

It’s a continuous effort to trying to build relationships. Sometimes there are HR changes that make it difficult, or sometimes the companies change focus which makes it difficult to place persons after a while. There are 6 persons across the island who does this kind of liaison and relationship building across the island assisting persons to find jobs.

6. I hasten to say that the persons to whom you should have been speaking to are not here. What cutting edge approach is the council using to educate the employers? E.g. I would have loved to see the private sector, Chamber of Commerce, MAJ etc at this conference. I would like to know what strategy the council is using to educate these groups of employers as it relates to PWDs. There are many persons with qualifications who are attempting to find employment on their own and who are not finding jobs. What is the JCPD doing about this?

One strategy is that we participate each year in the Employers Fed and the MAJ conferences each here. There is a public education component that should begin, with a section targeting employers. This is yet to be rolled out. But networking with other agencies is our main approach.

Narcisse – what would be the strategic public-private partnership to address this issue, 7. I represent the Jamaica Employers Federation and I will take the message back. What I did not hear is, what happens when an employer is desirous of finding a disabled person to fill a position?

You can contact the JCPD and give us a job description and we will network with NGOs and other organizations to find that individual. We do not have a physical skills bank, but we do the networking. We will even accommodate the training of that person in terms of the routine of the job.

There is therefore an obvious need for the skills bank.

8. The MLSS has a skills bank that does not exclude PWD. So there is need to see how many PWDs are included in this database.

9. Maybe we can liaise with persons overseas with experience in persuading cooperate entities to become inclusive.

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10. Work experience coordinator at Windsor School of Special Education. The law must to take precedence in mitigating the discrimination of PWDs. Is the placement officer accountable for what happens on the job? E.g. if the person is harassed. What kind of support does the person receive on the job?

There has to be on-going sensitization of employers and co-workers. How is the employer held accountable? The conditions are different for adults working, vs. children on work experience. The MoE has a work experience policy that may address such situations.

WORKING GROUP – Transition of persons with disabilities into the Jamaica Workforce: Preparation of both Employer and Employees Six small groups sat together to identify strategic ways in which both employers and employees could aid in the transition of persons with disabilities into the Jamaican workforce. 43 persons present The following Findings Steps for Employer Preparation • Education and awareness about disability issues and inclusion– how? Including benefits of employing persons with disabilities. o Goals would include having employers see PWD as persons with skills and talent who are not defined by their ability. o How to adjust business/workplace environment to accommodate PWD o The need for fairness, non-discrimination and equal opportunities for PWD o Work experience design and expansion including Internship and apprenticeship programmes for PWD o Media strategy for public education • Incentives (eg tax breaks) scheme for compliance by employers should be funded by international donors • Training of senior officers (CEOs etc), senior and middle managers • Including disability employment quotas, procedures etc in company policies, vision statements etc • Orientation training catered to the specific disability of the new employee.

• A cadre of job coaches to be assigned to liaise between PWD and potential employers who would do agency environmental assessments and help in the orientation and preparation of the PWD. They would also monitor the individual over a period of time.

• The media and job fairs should be used to show disabled persons who are working to encourage other disabled persons to enter the labour market, as well as encourage other employers to recruit PWD • Employer of the month feature/recognition discussing challenges and successes in employing persons with Disabilities • An online database so employers can go online and look for disabled persons with certain skills Steps for Employee Preparation • Employee should display correct work ethic and should have the necessary skills, qualification, and training • Work readiness orientation and preparation – this has to do with the management of expectations so that employees do not ask for accommodation beyond the requirements for their disability. Employers should not feel as if the cost of accommodation is too exuberant • Self-advocacy strategies by disabled persons to senior management in the employing organizations • Training for the improvement of the communication skills of the disabled • Self-esteem, attitudinal and social skills training for the disabled • Career development training (interview etiquette and professional development). Educational Transitional Model to be formalized for workplace readiness. Also includes disclosure issues and tactics • Training should be given in marketable skills • Government should give more technical and financial support in the training of PWD LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Page | 57

• More disabled persons should go into volunteering programmes to build work skills and exposure

•

•

• •

•

Other comments It should be ensured that persons doing business with the GoJ, especially those making proposals for contracts, have equal opportunities policies The public sector and technocrats to be specifically targeted – this is being done through the inter-ministerial committee which is seeking to distil the convention ratified in 2007 A bigger PR project is needed for this project. The nation needs to be sensitized to the efforts being made under the project Sonia Ingleton, HR Manager at HEART Trust – over 13 years she has never seen an application for a job from a disabled person, not even for a summer employment. There is need for more dialogue with the JCPD One challenge in persons accessing training through HEART is he entrance test that many PWD have not been able to pass and matriculate Closing Remarks • Thank you • Need for evidence based approach – NGOs need to record the numbers of PWDs seeking jobs, target populations etc.

• A workshop will be held in July reviewing the funding criteria so that the expectations can be known. There will then be a national call – including both rural and urban person.

58 | Page

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Page | 59

Appendix IV: List of attendees

60 | Page

Last Name

First Name

Organization

Adams

Fancie

Ministry of Labour and Social Security

Aiken

Neville

JAD

Allen

Peter

Freelance Consultant

Allison

Rosetta

Ministry of Labour ESP

Anderson

Kamla

Utech

Bell

Lorna

Special Olympics Jamaica

Benson

Nicole

Jamaica Council for Person with Disabilities

Black

Sherlette

Combined Disability Asso

Blackwood

Lorraine

JCPD

Blake

Valerie

School of Hope

Bolt

Marcio

Ministry of Labour and Social Security

Bonnick

Panshena

Ministry of Labour ESP

Bookall

Paulette

Heart Trust

Braithwaite

Kamika

CDA

Brooks-Lattery

Melonie

UDC

Brown

Mareeca

Planning Institute of Jamaica

Brown

Sherece

Kingston Area

Bullock

Colin

Planning Institute of Jamaica

Campbell

Cadeen

MOH

Cardoza

Sharmalle

Carridice

Roberta

Utech

Chambers

Racquel

CAC

Chang

Kathy

Jamaica Autism Support Association

Clarke

Neil

Creative Craft

Cogle

Chantal

Ministry of Labour and Social Security

Comery

Carvel

Creative Craft

Coy

Deidra

PIOJ

CraigBrown

Everlyn

Crawford-Smith

Maureen

Early Stimulation Programme

Cunningham

Gayle

Jamaica Autism Support Association

Dacres

Marcia

JSIF

Damidon

Dorsep

Utech

Dauswell

Veronica

Montamil Senior Citizens Home

Davis

Alphanso

Creative Craft

Davis-Clarke

Rosemarie

Ministry of Labour Esp

Davis-Wary

Henrietta

Combined Disabilities Association (CDA)

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Last Name

First Name

Organization

Deere

Natalee

School of Hope

Dobson

Annmarie

Ministry of Labour ESP

Downie

Nicola

NCB

Edwards

Sharon

Accessible Services Caribbean

Edwards

Shelly Ann

Planning Institute of Jamaica

Edwards

Shaneff

JCPD

Edwards

Nicole

JCPD

Fearon

Paul

JAB

Finnikin

Denworth

Portmore HEART Academy

Flynn

Nathalee

Â

Friginette

Sonji

J.S.B

Gabbidon-Pottinger

Dorrset

Utech

Gayle

Joan

Sir John Golding Rehab Centre

Gayle-Levy

Veltora

MLSS ESP

Gilbert

Keslyn

JSIF

Gired

Dujon

Minist of Labour

Goffe

Gloria

Combined Disabilities Association (CDA)

Golding-Hylton

Michelle

salvation Army School For the blind

Goodall

Suzanne

JCPD

Gordon

Patricia

Jamaica Council for Person with Disabilities

Grant

Theresa

Combined

Grant

Sylvia

Paralympic

Green

Vinette

JCPD

Groves

Margarett

Ethiopian Family Reunion

Hamilton

Susan

Abilities Foundation

Hamilton-Powell

Marva

May Pen Learning Centre, (JAID)

Hanson

Dawnett

JCPD

Harris

Conrad

JAB

Hayle

Dagrie

MLSS ESP

Hayle-Malcolm

Pansy

JCPD

Headcock

Marica

JCPD

Hendricks

Christine

Henry

Halcyon

Jamaica Council For Persons With Disabilities Urban Development Corporation

Ho

Mona Sue

Jamaica Social Investment Fund

Hopkins

Yanique

Best Care Foundation

Howell

Eloise

Ministry of Labour ESP

Hutchinson

Carol

UTECH

Hylton

Marjorie

Promise Learning Centre LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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62 | Page

Last Name

First Name

Organization

Ingleton

Sonia

Heart Trust NTA

Ingram

Diandra

JCPD

Jacas

Donovon

UWI

Jenkins

Dena

JCPD

Johnson

Audrylin

MLSS ESP

Johnson

Karen

MLSS ESP

Johnson

Warren

JCPD

JonesVassell

Leslie-Ann

Jamaica Council for Person with Disabilities

Lee

Shirley

JAD Social Work Department

Loney

Margaret

Best Care Foundation

Long-White

Sandrea

Commu-Based Rehab Ja.

Lowe

Dona

Genesis Academy

Marshall

Christine

Marson

Lola

Jamaica Society for the Blind

Martin

Marica

Windsor School of Special Education

Mason

Carol

Abilities Foundation

Mathews-Clarke

Lorna

MLSS ESP

McFarlene

Stephan

Carib. Christian Centre for the Deaf

McKenzie

Annie

Ministry of Labour ESP

McKenzie

Norrissa

McKoy

Barbara

Combined Disability Asso

McLennon

Mekeina

MLSS

McLeon

Damion

Ministry of Labour ESP

McMorris

Nakia

JSIF

Mendez

Linda

JCPD

Miller

Marlene

Ministry of Labour ESP

Miller

Tarji

Jamaica Association For the Deaf

Mitchelle-Coombs

Mary

Jamaica Society for the Blind

Morgan

Stacy

MLSS ESP

Morgan-Evans

Michelle

MOH

Morris

Floyd

Centre for Disability Studies,

Morrison- Brown

Elain

Office Of the Children’s Advocate

Musari

Abosede

Carberry Court Special School

Newland-Martin

Sarah

YMCA (kgn)

Narcisse

Carol

Mensana

Nicholas-Nugent

Nicola

MLSS ESP

Nolan

Renee

JCPD

Palmer

Gavin

Paul

Jean

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Last Name

First Name

Organization

Paul

Leaw

Visitor

Pellington

Herrington

Pardol

Perry

Sherry- Ann

JCPD

Pinnock

Adrienne

JCPD

Powell

Rayon

JCPD

Pringle

Marva

Ministry Labour

Rainford

Coreine

Reid

Sylvestina

Randolph Lopez School of Hope, (JAID)

Reid

Roy

Llandilo Special School of Education,

Reina

Maria

Richards

Cynthia

Ministry of Labour ESP

Robinson

Collette

Social Protection and Gender Unit

Robisnon

Minnette

The Band/Parent

Robinson-Lewis

Michelle

Ministry of Labour

Rodrigues

Christine

Roper

Dawn-Marie

Jamaican Association on Intellectual Disabilities (JAID) Mensana

Russell

Balfour

Abilities Foundation

Russell

Faith

Patrick Bennett Foundation

Samuda-Davis

Carlene

MLSS ESP

Savage

Ainsworth

Utech

Shim

Dennol

JCPD

Simpson

Lorna

Ministry of Finance

Sinclair

Clara

Ministry of Labour ESP

Smith

Annmarie

Snowball

Yvonne

Santa Cruz Learning Centre

Soutar

Iris

Jamaica Association for the Deaf

Squire

Glenford

Ministry of Labour

Steiner

Angelika

Ministry of Health

Sterling

Elveta

MLS ESP

Tam

Herle

Office of the Service Communication

Taylor

Rickeda

Taylor – Nelson

Lexcince

Jamaica Coffee Industry Board

Thomas

Shereena

JCPD

Thomas

Patricia

Ministry of Health

Thomas

Karen

MLSS ESP

Thomas

Latoya

Creative Craft

Thomas

Karen

Jamaica Council for Person with Disabilities

Thomas

Peter

JCPD LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Page | 63

64 | Page

Last Name

First Name

Organization

Thompson

Alphia

JCPD

Thompson

Claudette

Jamaica Craft

Thorney

George

Combined Disability Asso

Thorpe

Denzil

MLSS Director Social Security

Tomlinson

Stephenie

JAD

Wallace

Paulette

Montamil Senior Citizens Home

West

Glendon

Windsor School of Special Education

West

Naketa

NYS

White

Cherry

MLS ESP

White

Nicola

MLSS ESP

Wilks

Charmine

MLSS ESP

Williams

Robert

UWI

Williams

Rudyard

JSIF

Williams

Shawn

JCP

Williams

Everdene

Jamaica Council for Person with Disabilities

Williams

Gloria

Ministry of Labour

Williams

Easton

Planning Institute of Jamaica

Wilson

Rosemarie

MLS ESP

Wilson

Paul

Creative Craft

Winston-Stewart

Neil

JCPD

Wislon

Camille

Creative Craft

Woolcock

Sushare

MLSS

Woolery

Keroy

Â

Wright

Donnetta

UWI HR

Wright

Hazel

The Band/Parent

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Page | 65

Appendix V: Satisfaction Survey Satisfaction Survey Instrument The questions on this questionnaire are intended to receive feedback on the 2013 staging of the Labour Market Inclusion for Persons with Disabilities Conference. We would like to know how we can better serve you for the staging of future events of this nature.

1. Organisation _______________________________ / Individual Participant 2. Sex Male

Female

3.

4.

5.

6.

7.

8.

How were you informed of this conference?

Email Telephone Colleague Media Other _____________________________________ Do you believe more notice should have been given?

Yes No How would you rate the promotions of the conference?

UNSATISFIED 1 2 3 4 5 6 7 VERY SATISFIED What would you do differently in the promotion of the conference ______________________________________________________________ ______________________________________________________________ How important is staging of this conference to you?

UNIMPORTANT 1 2 3 4 5 6 7 VERY IMPORTANT Has the material covered in the conference been beneficial to you?

How? Yes No _______________________________________________________________ _______________________________________________________________ _______________________________________________________________

9.

How would you rate presentations and sessions?

Issues and challenges to workforce participation of Persons with Disabilities UNSATISFIED 1 2 3 4 5 6 7 VERY SATISFIED

66 | Page

Labour inclusion For Persons with Disabilities: Best Practices in the Region UNSATISFIED 1 2 3 4 5 6 7 VERY SATISFIED The Japanese employment of Persons with Disabilities initiative UNSATISFIED 1 2 3 4 5 6 7

VERY SATISFIED

Assistive Aids and Technologies- Persons with Disabilities UNSATISFIED 1 2 3 4 5 6

VERY SATISFIED

7

Creating a Disability Friendly Environment/Increasing Accessibility for Person with Disabilities UNSATISFIED 1 2 3 4 5 6 7 VERY SATISFIED How to hire and retain Persons with Disabilities UNSATISFIED 1 2 3 4 5 LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

6

7

VERY SATISFIED

Developing an Action Plan for the Employment of Person with Disabilities UNSATISFIED 1 2 3 4 5 6 7 VERY SATISFIED Transitioning of Person with Disabilities into the Jamaican workforce UNSATISFIED 1 2 3 4 5 6 7 VERY SATISFIED Presentations and Discussion session UNSATISFIED 1 2 3 4

10. Rate the following events:

Day 1 Registration

UNSATISFIED 1 2 Day 2 Registration

UNSATISFIED 1 2

Coffee Breaks

UNSATISFIED 1 2 Lunch Menu and Service

UNSATISFIED 1 2

Evening Session

UNSATISFACTORY 1

5

6

7

VERY SATISFIED

3

4

5

6

7

VERY SATISFIED

3

4

5

6

7

VERY SATISFIED

3

4

5

6

7

VERY SATISFIED

3

4

5

6

7

VERY SATISFIED

3

4

5

6

7

2

VERY SATISFIED

11. How would you rate the performance of your facilitators?

UNSATISFACTORY 1 2 3 4 5 6 7

VERY SATISFIED

12. How helpful were the volunteers?

NOT HELPFUL 1 2 3

4

5

6

7

VERY HELPFUL

13. How would you rate the venue?

Accessibility?

INACCESSIBLE 1 2 3

4

5

6

7

VERY ACCESSIBLE

User friendliness Not user-friendly 1 2

4

5

6

7

VERY USER FRIENDLY

14.

How can we improve the services and information offered? a. ________________________________________________________________ b. ________________________________________________________________ c. ________________________________________________________________

3

15. GENERAL COMMENTS

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Page | 67

2. Sex

1. Participant type

Figure 1: Attendee category - Individual or from organisation

#

#

Answer

Responses

%

1

Organisation

14

19.44%

2

Individual

58

80.56%

Total

72

100.00%

Answer

Responses

%

1

Male

17

20.73%

2

Female

65

79.27%

Total

82

100.00%

Table 1: Attendee category - Individual or from organisation

3. How were you informed of this conference?

#

Answer

4. Do you believe more notice should have been given?

Responses

%

1

Email

17

22.08%

2

Telephone

10

12.99%

3

Colleague

36

46.75%

4

Media

7

9.09%

5

Other

14

18.18%

Total

84

100.00%

68 | Page

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

#

Answer

Responses

%

1

Yes

47

61.04%

2

No

30

38.96%

Total

77

100.00%

5. How would you rate the promotions of the conference?

# 1

6.

• • • • • • • • • • • •

Question DISSATISFIED: VERY SATISFIED

1 6

2 3

3 7

4

5

6

7

15

17

13

10

Responses

Mean

71

4.59

What would you do differently in the promotion of the conference?

Increased presence requested from employers Put it on the radio, internet and TV Town cry and press Invite the Ministry of Education and Special Ed. Department too Send out text messages to member organizations or affiliated persons.

Pay more attention to the needs of the disabled I would send out emails, text messages to all registered persons with JCPD because the council has recently registered all members so they have their information.

Send out correspondence earlier If this conference was intended to attract disabled persons from the wider community rather than agencies then promotions should have been much more Include wider group Target private and public sector For the breakout sessions I would ensure that participants/organizations receive copies . Give enough notice to companies that have employed PWDs and ask them to give testimonials of their experiences LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Page | 69

• • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • •

70 | Page

Media promotion Mass text should be sent out Including contrasting testimonials of those PWD who succeeded in getting employment against the odds and those who have failed or who lost jobs because of discrimination Invite more HR personnel and persons in top administration and manufacturing Invite more representatives from organizations Advertising at the gleaner, observer , radio and with posters More promotions should be done through social media Yes send information to more agencies and make it clearer. More individuals could attend Promotion thought JIS Have someone personally call institutions to ensure they were all informed We need more conferences like this for PWDs who need more job and skill for work Send information to all MDA private sectors organization and NGO Send out city criers throughout the community and go to the radio stations and speak on different programmes More sensitization through radio, TV and flyers Provide transportation for the blind and disabled Get more persons from the labour force involved More organisations that directly deal with the disabled community should have been invited eg MOE (Special needs) MICO University College (Special Ed. Dept.)

Including people from the rural areas and in figuring out strategies specifically which should be made for different PWDs Improve agency mailing system Greater PR leading up to the conference Ensure that more participate from the private sector 2 weeks before send information to workplace via email, telephone, media via radio, TV, each one tell one Advertise over a wider network utilizing all media houses Invite more people to make it exciting more media involvement Increased media I would seek more evidence concerning PWDs I can’t speak to this as i was informed one day prior to the conference and had no prior knowledge Send out notices to all relevant institutions beforehand Try to get more employers involved in the process Live media coverage. Having some parents with children with disabilities to be a part of the conference Use various strategies to gain employer participation, including direct targeting.

All stakeholders should be asked to invite the business/institutions / agencies More electronic ads Target more disabled organizations Utilizing media houses more More media promotion Give information to PWDs themselves and not just agencies Invite and follow up to get more HR Managers involved Have the conference for more than two days as this will give persons more time for discussion.

I would do my best to help all the PWDs. More help is needed in Jamaica Key stakeholders were invited but were not in full attendance as a result of late invitation. Ensure that invitations are sent out in a timely manner.

Email to Ministries to disseminate staff TV Ad

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

7. How important is staging of this conference to you?

# 1

Question UNIMPORTANT:VERY IMPORTANT

1

2

3

4

-

-

-

4

5

6

7

11

11

52

Responses

Mean

78

6.42

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Page | 71

8. Has the material covered in the conference been beneficial to you? How?

#

Answer

Responses

%

1

Yes

77

97.47%

2

No

2

2.53%

79

100.00%

Total

• • • • • • • • • • • • • • • • • • 72 | Page

How? • Presenters at right position to allow interpreter to sign for deaf people • The different focus groups and persons that were here i believe their perspectives of the labour market for PWDs has been widened both for the employers and employees • It informed me of programmes that are and will be put in place • We have a lot of work to do. This gave me the opportunity to hear directly from the disabled community as it clarified many things.

• More vision to include opportunities for PWDs in the Workplace • I have gathered a lot of information regarding PWDs where laws are concerned • It was interesting and it is good that many have been obtained to help PWDs. Not beneficial to me personally because i know most of the information already • It gives an overview of how other countries operate and the law that are enforced as it relates to the disabled community • I have become more aware of the policies and availability of info. for PWDs • There is a place and support for PWDs

Put it in the media, TV, Radio and the newspaper I have learnt a lot. I am more knowledgeable about challenges PWDs face in the working world as I am seeking a job and am qualified Will assist in the development of actions plans at the institution in the implementation of our work force integration programme I have acquired new knowledge and can solemnly say I see where vital preparation are in place to enable PWDs to get a job or equal opportunities; assistive aids Added new knowledge of new technologies and avenues of inclusion in the workforce Brought out suggestions and ideas on how to improve employment of PWDs More informed about Gov’t intervention in terms of legislation to address issues relating to PWDs We need to tell more people about disabilities I am more aware of the difficulties faced disabled community It gives me a hidden knowledge which i did think about Brings greater awareness to inclusion of PWDs in the workforce More aware of the benefits that are available to the disability community and how important inclusion really is and how we can take part to assist the PWDs It reinforced what I think should be happening It once again placed the disability topic on the agenda and is a timely reminder to the government of Jamaica of its commitment as a signatory on the UN Rights of PWDs It taught me a lot of things and I got a lot of information It created and increased public awareness on how to employ PWDs It created a platform for persons to share ideas and information However would have appreciated more information regarding best practices fro Private sector who have hired LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

• • • • • • • • • • • • • • • • • • • • • • • • • • •

and retained PWDs Issues of employees and employer interaction and expectations were highlighted Been more sensitized on key issues knowing about projects and grants offered I was informed of new ideas. Marketing myself as a disabled person Things about job creation and policies Opening my understanding to PWDs Will help me to be empowered with information that I can use to share with others Improved awareness. Before today I was unaware of how very important the need was for the inclusion of PWDs To help the clients to accomplish their goals by having in place the necessary requirements to gain employment It is beneficial to me as it informed me of how important PWDs are to our community Because it gave me a lot of ideas to become an entrepreneur and highlighted different laws The sessions have been very informative and added to the knowledge of what i am presently studying as it relates to the disabled Provision of important information Added knowledge of contacts, further support, skill base and legal information I got information I did not know. The video presentation was excellent I have been more informed about PWDs and the world of work I am more empowered about persons with disabilities The awareness and sensitization presentations should be channeled to the Public Awareness Programmes being run by JCPD and MLSS Sensitize and educate me in matters of interest I did not know about I was better informed about the problems PWDs encounter each day.

Current legislation regarding PWDs and challenges they face I see where they are helping but they need to help us the disabled.

Sensitizing me to some deficiency in the society as relates to issues in dealing with PWDs In terms of widening my knowledge towards understanding job issues worldwide for PWD’s based on figures presented by presenters.

However would have liked to see and hear from PWDs working at council Information about technologies available, building code standards to see what is going on re PWDs and how the MOH can fit in I was made aware of some of the insights of PWDs and the progress with the public sector it educated and informed me about things that I never knew and helped me to now be able to inform others that were not present at the conference

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Page | 73

9. How would you rate presentations and sessions?

# 1 2 3 4 5 6 7 8 9

74 | Page

Question Issues and challenges to workforce participation of Persons with Disabilities Labour inclusion For Persons with Disabilities: Best Practices in the Region The Japanese employment of Persons with Disabilities initiative Assistive Aids and Technologies- Persons with Disabilities Creating a Disability Friendly Environment/Increasing Accessibility for Person with Disabilities How to hire and retain Persons with Disabilities Developing an Action Plan for the Employment of Person with Disabilities Transitioning of Person with Disabilities into the Jamaican workforce Presentations and Discussion session

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

DISSATISFIED 1

2

3

4

5

6

VERY SATISFIED 7

Respon ses

Mean

1

-

2

8

22

27

18

78

5.60

3

1

8

9

24

18

15

78

5.10

2

-

3

6

9

25

26

71

5.80

2

-

4

10

19

21

16

72

5.38

2

-

3

6

19

20

19

69

5.55

3

1

4

13

20

19

8

68

4.99

1

1

3

8

27

21

13

74

5.35

1

-

4

10

29

19

10

73

5.23

1

-

3

6

26

25

17

78

5.55

10. Rate the following events:

11. How would you rate the performance of your facilitators?

UNSATISFACTORY 1

2

3

4

5

6

VERY SATISFACTORY 7

Responses

Mean

1

Day 1 Registration

2

1

3

8

14

21

23

72

5.58

2

Day 2 Registration

2

-

1

5

16

23

30

77

5.88

3

Coffee Breaks

2

1

2

9

20

22

17

73

5.44

4

Lunch Menu and Service

3

1

6

12

19

19

19

79

5.23

5

Evening Session

2

-

-

6

18

33

13

72

5.63

#

Question

#

12. How helpful were the volunteers?

#

Question

1

NOT HELPFUL:VERY HELPFUL

1

2

3

4

UNSATISFACTORY:VERY SATISFACTORY

1

-

-

2

5

6

7

17

39

21

Responses

Mean

80

5.94

13. How would you rate the venue?

1

2

3

1

1

4

5

6

7

Responses

Mean

15

21

29

75

5.80

# 1

Question

2

6

Question

1

2

3

4

5

6

7

Responses

Mean

1

INACCESSIBLE:VERY ACCESSIBLE

1

-

1

3

11

25

37

78

6.15

2

NOT USER-FRIENDLY:VERY USER-FRIENDLY

1

-

1

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How can we improve the services and information offered?

Thought it was okay Ensure that we have aides to help us participate fully lack of braille material on the first day More group involvement more socialization Bathroom facilities More handouts for followup of information Improved customer service Actions speak louder than words Provide copies of presentation Have more private sector entities By doing more public education by working closer with private sectors By hiring more staff in the lunch area By issuing handouts to persons at the conference Remember braille programmes from the beginning Greater emphasis to the employers Collaboration with various relevant organizations Sensitize the public through ads Have more NGOs and private sectors persons involved Provide more information in email in advance. Unable to find the back next room.

By issuing handouts Lunch area needed more staff Facilitators needed more visual materials Workshops Feedback Have an action plan in place Email info to organizations that were present for the two days Also information can be passed on to nongovernment organizations that were not invited Through advertisement Large Conference More disabled persons need to present Public education and having more workshops Have volunteers identifiable Have a more sensitive caterer Develop strategy to get the employers to participate in theses conferences/ seminars geared towards them Handout was not enough Offer the service of converting idea into winning proposals Projects initiated from winning proposals will create jobs Coordination of different disability groups is important Use it to inform the wider public and private sectors Have media campaigns about the project More public awareness Billboards Start sensitization from high school A system of networking needed to develop as it related to presentations.

Come together as one and let all disabilities we are one nation More material was needed (packages) Fairly good IMPROVE TIME CONTROL By telling people about their disabilities More programmes and booklets as there were not enough for everyone There was no soap in the bathroom We could get more socialization from our facilitators and our volunteers Provide hand-outs I tried to take notes but they were moving so fast i would like handouts Time frame was short according to topic covered. Print out of presentation Face off session with private and public sectors with the experiences of the PWDs themselves. Email a copy of findings to the participants/organisations

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General comments • •

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Persons that should be at the sessions were not there next time more of the business public I strongly think that in the sessions that speaks to employers more persons from various businesses should have been present to get a one on one awareness and sensitization of the issues that affect the PWDs in the workplace I think the session was quite good and look forward to the implementation of most of the ideas and suggestions This conference was very informative and it is my hop that I will see action and not just talk.

I am concerned about the administration of the funds from the grant. The Gov’t does not have the best record in this area. Please make sure that interested parties and stakeholders will be helped in the proposal process.

Invite us to the proposal and concept drafting workshops. Cut down the paperwork I enjoyed every minute of this conference and left with strategies that I can put in place to make my life brighter.

A very good conference Actions speak louder than words Good initiative. It should be made into an annual event A very good initiative The conference was very informative I found very interesting and informative. Whatever information I received I will be able to use it on my work field and i hope and trust that PWDs will be better able to find jobs in the work world and be able to cope.

Would have been more powerful if more persons from corporate Jamaica were involved in day two It is good that there is a focus on this I wish all the success.

Notice should be better prepared. Need more disability friendly material The event was very meaningful and relevant, however the target groups were not present, that is, and able bodied public and private sectors I am very much appreciative about the interest that the government, public and private sectors have in the wellbeing of PWDs Use feedback for educational purposes. Continue to promote self-awareness Ensure that participants are given up to date continuation of progress that has been or that is made. Give evidences of progress/work in progress.

I have not heard anyone mention reliable transportation accessibility for PWD especially those that are wheelchair bound. I am very concerned for students and workers who are hampered by the lack of these facilities.

I think the seminar was very informative and I look forward to seeing the action Disappointed with the turn out of employers and the level of participation of those employers who attended.

The programme should have been designed to ensure their active and robust participation.

The overall presentation/organization was very good. The idea and information should have different government agencies present especially finance and NWA I must commend the JCPD and MLSS for this conference and many thanks to the Japanese Govt/ stakeholders of this project. Rural persons should be invited to participate I hope employers will get the message that PWDs need their help. Employers should give job experience in their workplaces as this will help It was a brave attempt at inclusion. Media blitz next, similar to the use of condoms or stay in school ones The information should really target the private groups and the wider public The conference was informative and motivating Good conference overall Timely and needed Include a vegan choice for lunch I believe the conference could be better if we have more employers and HR personnel. They are the persons we need to have discussions with, not the already converted.

Sessions on developing strategies could be longer Time management Very Good LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

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More sensitization for the disabled community Because I wanted to see the sessions about assistive aids, I missed the most part of the architect’s session.

However both were very relevant to my work. Those presentations held in room 1 vs room 4 should be made available as hand-outs to not miss out on some important information. Parallel running sessions should have been organised better.

Overall everything was alright. Hoping to get all disabilities together in the future.

It was all good, let us see where it goes from here.

The information was very good. It will help me in my job in order to assist my parent It was a welcome event, however the dialogues that have started must continue until the challenges that were highlighted, that form barriers in the lives of PWDs have diminished or are totally removed I did not hear anything about the physically disabled persons at home and the family members that have to stay home to take care of the PWDs and cannot be gainfully employed. These persons need to be catered to.

It has been a good way of educating people of what is required to employ PWDs and also a disabled person, what is required of you so as to secure a job in the competitive labour market i was expecting for the 2nd day of the conference that there would be more companies present to sensitize them to the conference objectives and share testimonies ..”preaching to the converted” Wanted to see greater participation from private sector entities

LABOUR MARKET FOR INCLUSION OF PERSONS WITH DISABILITIES CONFERENCE

Appendix VI: CDA CDA CDS ESP HRMAJ IADB IBRD JACLD JAD JAID JCC JCPD JEF JIS JMA JPHRDG JSDF JSIF JSB LMIPD MIIC MLSS MOH MTWH NCU NCYD OCA OSC PATH PIOJ PWDs YMCA UTech UWI

Acronyms

Child Development Agency Combined Disabilities Association Centre for Disability Studies Early Stimulation Programme Human Resource Management Association of Jamaica Inter-American Development Bank International Bank for Reconstruction and Development (World Bank) Jamaica Association for Children with Learning Disabilities Jamaica Association for the Deaf Jamaica Association for Intellectual Disabilities Jamaica Chamber of Commerce Jamaica Council for Persons with Disabilities Jamaica Employers Federation Jamaica Information Service Jamaica Manufacturing Association Japanese Policy Human Resources Development Grant Japan Social Development Fund Jamaica Social Investment Fund Jamaica Society for the Blind Labour Market for Inclusion of Persons with Disabilities Ministry of Industry, Investment and Commerce Ministry of Labour and Social Security Ministry of Health Ministry of Transport Works and Housing Northern Caribbean University National Centre for Youth Development Office of the Children’s Advocate Office of the Services Commission Programme of Assistance Through Health and Education Planning Institute of Jamaica Persons with Disabilities Young Men’s Christian Association University of Technology University of the West Indies

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