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Learn more about the best practices in disability inclusion adopted by Enabling Mark recipients to support your organisation's disability-inclusive journey.
Celebrating Different Abilities: Holiday Inn's Heartfelt Journey to Inclusion
When you are part of a global hotel chain that establishes a culture deeply rooted in diversity, equity, and inclusion, the question, “How can we make a difference at our hotels?” becomes important. Holiday Inn® Singapore Little India and Holiday Inn® Singapore Atrium, part of the global hospitality giant IHG® Hotels and Resorts, have answered the question by hiring persons with disabilities.
This initiative leverages an under-represented talent pool, gains new perspectives, improves work culture, and empowers and enables lives, aligning with IHG's global commitment to serve communities and positively impact lives. Inclusive hiring is part of IHG’s ‘Journey to Tomorrow’ plan, representing a global commitment to serve local communities and improve the lives of 30 million people around the world by 2030. It underscores the importance of building a work culture where everyone feels valued, thereby enhancing employee morale and reducing turnover.
Holiday Inn® Singapore Little India’s Story
Beginning the Inclusion Journey
Holiday Inn® Singapore Little India's decision to embrace disability-inclusive hiring stemmed from a broader societal emphasis on diversity, equity, and inclusion (DEI) in the workforce. This movement sought to go beyond mere compliance, highlighting the value and unique perspectives that individuals with disabilities bring to any team. The inspiration to adopt this approach came from observing the tangible benefits reaped by other hotels within the IHG network through their inclusive hiring practices. This commitment has translated into a more dynamic and innovative environment, where the varied experiences and viewpoints of employees with disabilities led to enhanced problem-solving and customer service.
These successes included increased creativity and innovation, as diverse teams brought varied experiences and viewpoints to problem-solving, leading to more effective and innovative solutions. Additionally, inclusion in the workplace was shown to enhance job satisfaction and engagement among all employees, contributing to a positive working environment and reducing staff turnover.
Embracing (Dis)abilities, Opening Doors to Opportunities
Mr Jamal Bin Ismail, a Bell Service Agent with physical disability at Holiday Inn® Singapore Little India, warmly greets every guest with his engaging presence and smile. He represents the hotel's commitment to inclusion and the importance of focusing on abilities. Mr Shreyas Ladde, the General Manager, notes, "He's the face of our hotel, and remarkably, that face is a person with a disability, showcasing our focus on individual strengths." Focusing on individual strengths has been key to unlocking potential and fostering a supportive environment where unique talents are not only recognised but celebrated, he added.
Adapting Recruitment Strategies for Inclusive Hiring
The journey towards inclusion was not without its hurdles. Despite the challenges, the hotel approached the task with tenacity and innovation, collaborating closely with SG Enable to develop strategies that would empower their employees with disabilities. As the Singapore market reopened post-pandemic, the demand for manpower surged, presenting both a challenge and an opportunity. With SG Enable providing consultancy, training and funding support, the hotel swiftly adapted to implement recruitment strategies such as job trials, screening methods, and efficient hiring processes for prospective employees with disabilities.
With the support provided, Holiday Inn® Singapore Little India was able to overcome challenges and make significant strides towards creating a more inclusive workplace. The initiative has led to the hiring of four employees with disabilities, in roles ranging from front-of-house staff like doormen and receptionists to back-office positions such as housekeeping attendant.
Mr Shreyas Ladde shares that:
“We care as much about the experience of our diverse, empowered teams as much as our guests, and the greater community we operate in. Therefore, we actively embed meaningful collaborations into every fabric of the hotel to bring people closer together.
Embracing inclusive employment has not only boosted team morale and productivity but has also fostered a stronger sense of unity within the team.”
Holiday Inn® Singapore Little India
Holiday Inn® Singapore Atrium’s Story
Before Holiday Inn® Singapore Little India embarked on its inclusion journey, Holiday Inn® Singapore Atrium had already established the groundwork for an inclusive workplace.
A Radiant Impact of Inclusive Excellence
Mr Thng Kai Bin, who has mild intellectual disability, is loved by guests and colleagues alike. "He's very jovial... his happy personality spreads to others," Ms Rachel Yeong, the HR Director of Holiday Inn® Singapore Atrium, recalls, describing how his presence at the hotel extends beyond his duties to embody the essence of hospitality—warm and welcoming. Serving as a Bellman for over ten years, Mr Thng Kai Bin’s role is a testament to how well his vibrant and jovial personality aligns with the hotel's ethos, enhancing the guest experience right from their arrival. His eagerness to connect and share joy not only elevates the mood of those around him but also shows how an inclusive workplace focusing on strengths works well for the organisation – enhancing the guest experience and contributing to a positive work environment. Notably, Mr Thng was honoured with the Exemplary Employee Award at the Enabling Mark Awards 2021 as a recognition of his exceptional dedication and service.
Simple Yet Effective Solutions to Integrate Employees with Disabilities
Holiday Inn® Singapore Atrium partnered with SG Enable to implement innovative solutions for integrating employees with disabilities into their teams, helping to overcome the challenges they faced. From streamlined communication methods to specialised training, each initiative was aimed at enabling their employees to achieve their potential and thrive in the workplace. For example, the hotel introduced a pictorial task list book, which proved to be an invaluable tool, making daily tasks accessible and more efficient. "It works... picture works best," Ms Yeong affirms, highlighting the success of this simple yet effective strategy. "SG Enable's guidance has been invaluable in helping us develop and implement innovative solutions... Their support has enabled us to create a more inclusive and supportive workplace for all our employees."
Holiday Inn® Singapore Atrium
Enabling Mark - A Celebration of Diversity
Recognising Disability-Inclusive Employment with the Enabling Mark
For the hotels’ efforts and commitment in creating inclusive workplaces, Holiday Inn® Singapore Little India and Holiday Inn® Singapore Atrium were accredited with the Enabling Mark (Silver) and (Gold) respectively. Notably, Mr Ladde, was honoured as the Enabling Champion at the Enabling Mark Awards 2021 for driving disability inclusion during his tenure at Holiday Inn® Singapore Atrium.
When organisations focus on abilities with the right job match, persons with disabilities can bring the much-needed skills, contribute meaningfully, and thrive in the workplace. As with the experiences of Holiday Inn® Singapore Little India and Holiday Inn® Singapore Atrium, organisations can see benefits with inclusive hiring—an increased source of talent pool, enhanced work culture and processes, increased productivity and lower turnover. The success of Holiday Inn's inclusion initiatives offers a powerful blueprint for other businesses to follow, demonstrating that when companies invest in diversity, they're investing in their future.
Holiday Inn® Singapore Atrium shares that:
“Their resilience has sparked a greater sense of teamwork among colleagues and departments, fostering collaboration and a fresh outlook for managers and peers alike. Their tenacity also inspired and motivated everyone to strive for greater performance and operational excellence.”
Enabling Mark Awards Ceremony 2023
67 organisations and individuals were accredited and recognised at the Enabling Mark Awards Ceremony on 5 May 2023 for their exemplary contributions towards disability-inclusive employment. Amongst them, Bizlink Centre Singapore Ltd and National Library Board received the highest accolade – the Enabling Mark (Platinum) – joining six Enabling Mark (Platinum) employers which have received accreditation for their best practices and outcomes in disability-inclusive employment. Find out more from our media release here.
Creating a disability-inclusive workplace for persons with disabilities
Unsure of what to do when interviewing persons with disabilities? Our latest video series helps to guide employers in creating an accessible and inclusive workplace for employees of various disability types. By creating an accessible workplace, persons with disabilities can become valuable assets to the team and contribute to the success of the organisation. Employers can also benefit from a diverse talent pool. Watch the videos here.
Ensign InfoSecurity and Lee Ah Mooi Old Age Home - Championing an inclusive workforce
Employers in the healthcare and IT sectors have offered more jobs to persons with disabilities, as an inclusive workplace benefits the rest of society. Read how our Enabling Mark recipients – Ensign InfoSecurity and Lee Ah Mooi Old Age Home – are championing an inclusive workforce in these sectors.
Foreword Coffee and Evergreen Refuse Disposal & Cleaning Services - Helping persons with disabilities thrive at work
With tailored training and on-the-job support, persons with disabilities can be enabled at work. Read how Foreword Coffee and Evergreen Refuse Disposal & Cleaning Services have allowed them to shine at work.
Marina Bay Sands and Dione International Singapore - Making job hunt easier for persons with disabilities
Workplace accommodations go a long way in making office environments more accessible and inclusive for employees with disabilities, as exemplified by Marina Bay Sands and Dione International Singapore. Find out more in this article.
Uniqlo and Amazon - Overcoming mindsets and stepping up hiring of persons with disabilities
Uniqlo and Amazon champion disability inclusion and are overcoming mindsets by hiring persons with disabilities and fostering a workplace culture that values diversity and inclusion. Learn more about how they have put in place systems to integrate and support employees with disabilities in this article.
Avanade and Vital - Tapping the abilities of persons with autism
It may take a little more time, but the strengths of persons with autism could be uncovered and tapped when employers have greater disability awareness. Here are some views and experiences shared by Avanade, Vital and one of our Job Placement and Job Support (JPJS) partners, the Autism Resource Centre Singapore. Learn more through the Straits Times article here!
Leadership commitment is key to scaling disability inclusion
“It takes a collective approach to start and sustain disability-inclusive hiring so we can better integrate persons with disabilities in the workplace and provide them with the dignity of work,” said Ms Ku Geok Boon, CEO of SG Enable. Read how leaders at Microsoft, UOB and Human Capital Singapore are committed to embracing and scaling disability inclusion through their corporate networks.
Making disability inclusion part of every firm’s DNA
“Being recognised as an Enabling Mark organisation lifts the brand, and grows their business by attracting socially-conscious customers, partners and talents. It enables businesses to seek continual improvement in building their human resource capabilities and culture.” – Ms Ku Geok Boon, CEO of SG Enable. Read the experiences of 3 Enabling Mark recipients – Bolloré Logistics Singapore, Raffles Hotel Singapore and Deutsche Bank – and how the Enabling Mark provides employers with a comprehensive framework for strengthening workplace disability inclusion practices.
4 ways you can make disability inclusion part of your new year resolutions
A new year signifies new beginnings and the charting of new directions. For businesses, it means looking at new strategic priorities for growth. Workplace disability inclusion could be one of them. How can businesses do so – and more importantly – why should businesses embark on disability inclusion? Learn more on the 4 ways that organisations can make disability inclusion a part of their new year resolutions through the article here.
Deutsche Bank – Banking on disability-inclusive hiring to discover new talent
Deutsche Bank has been actively hiring persons with disabilities since 1997 in an effort to diversify their workforce while strengthening their organisation’s culture. dbEnable, a disability inclusion committee, was set up to facilitate the employment of persons with disabilities and advocate for disability inclusion. Learn more in the CNA advertorial and video.
National Library Board (NLB) – File under ‘E’ for engaging, enabling and empowering
NLB’s efforts in seeking to make its services and workforce more inclusive has solidified its role as an equalizer that provides opportunities to various population groups. Its pre-employment programmes for their Library Service Assistants, along with disability-inclusive programmes and services benefit both employees and library users with disabilities. Learn more in the CNA advertorial and video.
Inaugural Enabling Mark Awards Ceremony 2021
100 organisations and individuals were recognised on 27 August 2021 at the inaugural Enabling Mark Awards Ceremony for their best practices, outcomes and commitment in disability-inclusive employment. A total of 88 organisations were accredited with the Enabling Mark, a first-of-its-kind national-level accreditation for disability-inclusive employers. This was the first group to be presented with the Enabling Mark after it was launched in October last year.
The highest accolade – the Enabling Mark (Platinum) – was awarded to six organisations: Foreword Coffee, Iron Nori, Marina Bay Sands, Samsui Supplies & Services, Seoul Garden Group, and UOB.
- Read The Straits Times’ full media coverage here
- Download the Enabling Mark Awards Information Booklet
- Hear what our Enabling Mark (Platinum) recipients have to say about their disability inclusion journey:
Marina Bay Sands - Enabling employees, through a culture of inclusivity
Marina Bay Sands’ culture of inclusivity includes both top down and ground up initiatives to ensure there are sufficient accommodations and support provided for their employees with disabilities. Such initiatives include having a Diversity and Inclusion Human Resources Committee, along with partnerships to improve workplace accessibility. Learn more about their best practices in the CNA advertorial and video.
Providing employment opportunities for persons with disabilities
Increasingly, more firms are open to hiring interns and candidates with disabilities. These organisations have adopted various measures to support the employment and integration of employees with disabilities as they adapt to the working environment. Efforts through grants and aids by the Government has also aided these efforts. Find out more through the CNA article here.
School of Concepts: Imparting lessons on disability inclusion
School of Concepts offers an award-winning curriculum for children, specialising in phonics and play-based learning. Believing in maximising potential, the early literacy provider also empowers persons with disabilities by equipping them with useful and relevant skills for the pre-school sector. At School of Concepts, persons with physical disabilities and persons with intellectual disabilities are hired as Classroom Assistants at its learning centres.
With its commitment to disability inclusion, the organisation has applied for SG Enable’s Enabling Mark, the first national-level accreditation framework that benchmarks and recognises organisations for their best practices in disability-inclusive employment.
Ms Mint Lim, the founder and CEO of School of Concepts, shared that she applied for the Enabling Mark to affirm the organisation’s commitment to disability-inclusive hiring. “We believe it will help our stakeholders better understand School of Concepts as a social enterprise and as an inclusive school. We also wanted to share the lessons we’ve learnt (about inclusive hiring) and give thanks and recognition to the support we’ve received,” she said.
Here are some ways in which the organisation has embraced disability inclusion in the workplace.
Establishing clear leadership direction and commitment
As its leader, Ms Lim has made clear the organisation would be inclusive in its hiring practices. She has the support of the organisation’s board of directors and shareholders to champion disability-inclusive hiring as a long-term business strategy.
“All employees are hired based on merit,” said Ms Lim. “For instance, we identify our interns’ strengths and keep them informed about job opportunities so that if they’re keen, they may apply and go through the same interview process like everyone else.”
“For us, the basis of inclusiveness is one that is strength-based. We include people of various strengths and skills in our team,” she said.
Developing a systematic training schedule
At School of Concepts, when a job applicant with disability passes the interview stage, the organisation sets up a training schedule for the candidate for the next three to six months. During this time, the candidate becomes an intern, reports to work daily and is given a training allowance. A job coach or a caregiver may be present to guide the intern throughout the training.
With the support of co-workers, interns with disabilities are able to work independently, with opportunities to convert to full-time employment. To date, all interns with disabilities have qualified for full-time employment.
Ensuring fair and progressive employment
School of Concepts adopts an equitable compensation system, where all employees are remunerated based on their job scope and work performance. Employees with disabilities receive the same salary as other Classroom Assistants, and are offered the same flexi-benefits, which include time-off and flexible working hours.
Their performance is also reviewed annually, with industry benchmarks used for pay equity across similar positions, and there is room for them to receive new training or be given a bigger job scope. Currently, employees with disabilities who handle food have undergone training in a food and basic hygiene course.
Class notes from the School of Concepts
Over time, the organisation has learnt a few things about disability-inclusive hiring, including reaping the benefits of extending fair and just opportunities. “We’ve seen how enabling them to be treated equitably and fairly has equipped (employees with disabilities) with the confidence to change their initial perception of their own potential,” said Ms Lim.
For companies looking to hire persons with disabilities, Ms Lim shared, “I would recommend that you first identify the roles and the strengths of the persons with disabilities who are looking for work. I would also strongly recommend the organisation to invest in (disability awareness) training for employees who do not have experience working with persons with disabilities. This will help them to be aligned with the organisation’s values and purpose when it comes to inclusive hiring.”
She added, “Our colleagues with disabilities contribute very positively, and we are proud of them. With that, we hope the public will view them fairly, focus on their strengths and abilities, and eventually give them a chance because these colleagues of mine are some of the most genuine and kindest people I know.”
How to be Disability-Inclusive at Work
When organisations focus on abilities and with the right job match, persons with disabilities can bring the needed skills and contribute meaningfully. Organisations can see benefits in terms of innovative thinking, enhanced work culture and facilities, increased productivity and lower turnover. How can we start practising and embracing disability inclusion? In the videos below, let us share some tips to help you make your workplace more disability-inclusive.
Videos are extracted from Enabling Mark’s sharing session during the #EnablingLivesFestival 2020.