Report Back Session 22 Oct 2013 Workability Asia Conference and Annual General Meeting 2013  (1-3 July 2013; Kuala Lumpur, MALAYSIA) Report Back Session 22 Oct 2013

Workability Asia (WAS) Conference and Annual General Meeting 2013 1st-3rd July in Kuala Lumpur, Malaysia

Presentation outline Introduction Mr. Lam Kar Chun, Ben – HKPHAB Hong Kong Projects Ms. Yao Mei Yan, Emily – MHAHK Mr. Law Wai Cheung – Direction Association for the Handicapped Policy: Impact on employment Mr. Ting Marin - The Hong Kong Society for Rehabilitation Examples of successful social enterprise Mr. Leung Kam Tao - The Hong Kong Society for Rehabilitation Vocational training Program Ms. Rawbone Kay - The Nesbitt Centre Comparison of policy/employment service for Pwd Ms. Lai Dik Chee – The Hong Kong Council of Social Service Comments and Recommendations Ms. Deborah Wan – Hong Kong Joint Council for People with Disabilities Q&A

Introduction Mr. Lam Kar Chun, Ben – HKPHAB

Workability Asia (WAS) is one of Workability Internationals’ geographic regional groups in Asia which consists of 33 organizations in 12 countries and regions.

Host by : Dual Blessing Bhd 雙福殘障自强發展協會

“Beneficial Employment for All”. The Theme of Conference : “Beneficial Employment for All”. 展望、雙贏職場

DAY 1 3 keynote speeches, (i) “The New Decade, New Strategy: Asia pacific Initiative for the Rights of Persons with Disabilities” (ii) “ Beneficial Employment for All (iii) “Malaysian workability for Persons with Disabilities, where shall we start?”, Afternoon session reports on “Project gainful Employment for all” presented by 5 presenters come from Hong Kong, Taiwan, Malaysia, Japan and Thailand

DAY 2 The plenary session presenting the best practice on Promoting Employment of Persons with Disabilities and Strategic Plan by 14 speakers all over Pacific Asia. DAY 3 Annual General Meeting Study Tour

10 representatives representing 6 NGOs from Hong Kong joined the 3-days Conference.

Deborah Wan presented : “the Government’s affirmative action in enhancing the employment of persons with disabilities through the marketing consultancy office.”

Willy Law presented the “Joint Hand Cooperation Project” between government and local communities in providing working opportunity to the disables via library services. “ Emily Yao presented “Peer Support Worker Project” in Hong Kong.

Visit Dual Blessing Bhd Recycling Unit

Visit Cheshire Home & Training Centre

Peer Support Worker Project in Hong Kong: A local experience and observations By Emily Yao, MHAHK

Background With the belief to strengthen and expand consumer involvement, four mental health agencies ventured to pioneer the Peer Support Worker (PSW) Project in Hong Kong. They are: Baptist Oi Kwan Social Service Caritas–Hong Kong The Mental Health Association of Hong Kong New Life Psychiatric Rehabilitation Association

The project gained the sponsorship from a community partner in the business sector – the MINDSET, a philanthropic initiative on mental health from the Jardine Ambassadors.

Project Period & Objectives A three years pilot project: From 5 Oct 2012 The project objectives are: To enhance mental health service delivery through collaborative involvement with people living with mental illness To provide vocational benefits for people with mental health problems who perform the unique roles of PSW

To be qualified as a PSW: meet the following criteria before training: Aged 18 or above with lived experience as consumers of mental health services Self-identify as having a lived experience with mental illness explicitly Possess good communication skills Have junior secondary education level or above Service users of the four collaborating agencies

Peer Support Worker Training (PSWT) 1) Elementary Level Session Topic Hours 1 Course Overview Basic Concepts in Recovery 3 2 Understanding Mental Health & Mental Illness Recovery and Peer Support 4,5,6,7 Wellness Recovery Action Plan (WRAP) for Self Care and Self Management 12 8,9 Basic Skills in Rapport Building and Communication 6 10,11 Telling My Unique Recovery Story Mobilizing Community Resources for Recovery Visit to a Self-help Group Conclusion Total Hours 36

Peer Support Worker Training (PSWT) 2) Advanced Level – Job-related Skills Training & Practicum Session Topic Hours 1 Practicum Orientation Responsibilities of PSW and Managing Boundary Issues 3 2 Facilitation Skills for Group / Individual Plan Working with Team 4 Responding to Emergency Practicum ( to be completed within 8 weeks) 52 Total Hours 64

Peer Support Worker Training (PSWT)

Practicum 52 Practice Hours (completed within 8 weeks) In three Service Settings: Integrated Community Centre for Mental Wellness (ICCMW), Halfway House (HWH), Vocational Service (VR) Each trainee at the placement unit was matched with a social worker The concerned social workers also played the role as an assessor and participated in evaluation of the performance of the trainees

Job Posts opened for PSW 12 job posts opened for the PSW in the four collaborating agencies Applicants have to attend the PSWT and pass the examination upon completion of the training course and practicum PSW have the options to apply for job posts which are suited to their talents and preferences 3 levels of status: work on full-time basis, half- time basis or hourly basis

Elementary Level (36 Hours) Learning Progress Apply for PSW post Graduation 80% attendance or above Pass the examination Advanced Level (12 hrs Job related Skills Training and 52 hrs Practicum) 80% attendance or above Complete Home-exercise Willing to complete the training Elementary Level (36 Hours) Orientation

Program Evaluation Focus on : We invited the academic experts from the Department of Social Work and Social Administration of The University of Hong Kong and Department of Psychology of The Chinese University of Hong Kong to assist in designing and conducting evaluative researches for the project. Focus on : To examine the impacts on the Peer Support Workers The learning outcomes from the training programmes

Outcomes of 1st year More than 100 applications 20 selected for PSWT 18 trainees (90%) passed the examination and practicum

Written Reflection “The most impressive of my practicum is relaying the needs and feelings of the service users to the halfway house administration. The co-workers at the house are receptive to my ‘bridging role’. I would say that the ‘bridging role’ of PSW is the most unique and commendable part.” 「最深刻嘅係當我做實習嘅時候，我有機會將服務使用者嘅需要同感受話比宿舍知，而宿舍都樂見我可以成為彼此之間嘅橋樑。橋樑嘅角色係朋輩支援工作員呢個崗位最應該被like﹝讚﹞嘅地方。^_^」

Special thanks to ….. Colleagues of the four collaborating agencies Advisory Committee members The financial support from MINDSET The expert advice from adviser of MINDSET The Chinese University of Hong Kong University of Hong Kong The 20 PSW trainees in the 1st PSW training class Mrs. Helen Kwok of Social Welfare Department and adviser of MINDSET- Ms. Ophelia Chan (right side).

馬來西亞殘障工作者津貼Subsidies for Employment PwD in Malaysia By Willy Law

殘障工作者津貼計劃Elaun Pekerja Cacat （EPC） 申請者必須是已向福利局註冊的OKU（殘障人士） 申請者必須是16歲或以上 每月收入必須不少過RM20令吉但不超過RM1,200可得 每月援助 RM300 2011年，馬來西亞製造業領域管理​​人員平均月薪從3220馬幣（約合1006美元）到2.12萬馬幣（約合6634美元）不等，普通工人852馬幣（約合266美元）、半熟練工人1243馬幣（約合388美元）、技術工人和技師1806馬幣（約合564美元）。 《馬來西亞最低薪金制和工資水平》—中華人民共和國商務部 http://my.mofcom.gov.cn/article/ddfg/laogong/201303/20130300062975.shtml

香港推動殘疾人士就業政策 「殘疾僱員支援計劃」 讓僱主可為每名殘疾僱員申請最多兩萬元的一次性資助，以購置輔助儀器及／或改裝工作間，協助殘疾僱員在工作場所執行職務及提升工作效率。 殘疾人士在職培訓計劃及「陽光路上」培訓計劃 社計劃的對象分別為年齡 15 歲或以上的殘疾人士，及年齡介乎 15 至 25 歲的殘疾青少年或經精神科醫生診斷為出現精神病早期徵狀的青少年。   該兩項計劃可為參加者安排為期最長三個月的就業見習。見習期內，出勤率符合要求的參加者可獲發每月2000元的就業見習津貼。服務機構亦可透過在職試用計劃，鼓勵僱主為他們提供職位空缺，在試用期內，僱主可獲發最多三個月的補助金，金額為每位參加者每月實得工資的一半。服務機構在參加者成功就業後，仍會向他們提供不少於六個月的跟進服務。 「就業展才能」計劃 旨在向僱主提供誘因，鼓勵他們聘用殘疾人士 「創業展才能」計劃 計劃協助非政府機構創辦和經營可僱用殘疾人士的小型企業，讓殘疾人士能在一個經細心安排和氣氛融洽的工作環境中真正就業。在計劃下成立的小型企業，每間可獲最高撥款 200 萬元，作為企業成立初期（最長為期三年）的營運資金，之後企業便須在財政上自給自足。此外，為確保殘疾人士有更多就業機會，每項業務所聘請的殘疾人士僱員不得少於該業務受薪僱員總數的50%。

香港與馬來西亞政策理念分別及建議 香港 馬來西亞 透過政策為僱主建立經濟誘因，鼓勵僱主聘用殘疾人士，以以推動殘疾人士就業 為殘疾人士建立就業誘因，鼓勵他們積極尋找工作，並在ECP制度下，提高生活質素 在其它就業、社會政策，包括最低工資的支援下，加強殘疾人士就業的信心，推動殘疾人士積極尋找工作，並透過工作改善生活環境。 建議： 由為僱主提供誘因同時，加強殘疾人士就業誘因 例子：由政府負擔因為工作能力評估後的最低工資落差，讓殘疾人士同樣享有與健全僱員一樣的最低工資水平

殘疾人士就業政策 不同國家/地區的情況 香港復康會 丁遠和

仁川策略(Incheon Strategy) 聯合國亞洲及太平洋經濟及社會委員會（ESCAP）於2012年11月發 表及通過仁川策略-讓亞太地區殘疾人享有切實權利(“Make the Right Real” for Persons with Disabilities in Asia and the Pacific) 會上回顧了2003-2012年亞太區殘疾人士的狀況，並研究未來10年 會員國推展殘疾人士人權的策略

仁川策略(Incheon Strategy) 10 Goals: Reduce poverty and enhance work and employment prospects Promote participation in political processes and in decision- making Enhance access to the physical enviroment, public transportation, knowledge, information and communication Strengthen social protection Expand early intervention and education of children with disabilities

仁川策略(Incheon Strategy) 6. Ensure gender equality and women’s empowerment 7. Ensure disabilities-inclusive disaster risk reduction and management 8. Improve the reliability and comparability of disability data 9. Accelerate the ratification and implementation of the Convention on the Rights of Persons with Disabilities and harmonization of national legislation with the Convention 10. Advance subregional, regional and interregional cooperation

仁川策略(Incheon Strategy) 與會者簽署殘疾人士人權公約, 因此會議是有約束力

澳洲國民殘疾保險計劃(NDIS) 澳洲於2013年7月推行第一階段的National Disability Insurance Scheme (NDIS) 與之前在福利政策實施的緩助制度不同，新的保險計劃 並非向服務提供者進行資助，以是直接向殘疾人士、其 家人及照顧者提供資助，讓他們能按自己需要，參加及 購買服務，自己亦能管理所得的資助

澳洲國民殘疾保險計劃(NDIS) 計劃以獎券形式推行 推行NDIS，政府在殘疾人士服務的支出，將較以往多一 倍，達每年150億

社會企業 梁錦滔

社會企業功能 作為在職培訓工具 提供就業機會

台灣伊甸社會福利基金會 資料處理中心 由打字排版轉型至為商業機 會提供電腦資料輸入服務 賣點：社企背境令聘用公司 對其保密資料有信心。 提供40-50個職位

Philippines Foundation of These-Abled Persons Inc. 制造學校課室 設備 政府學校支持

四川心啟程皮革美容 地震幸存者黃莉創立 聘請一位皮革修復司傅負責培訓 培訓殘疾人士維修皮革用品的技術 開設店舖為市民提供皮革維修服務及售買相 關產品 http://video.chinadaily.com.cn/2013/0507/277.shtml

DIB (Deaf in Business) in Malaysia 聘用聽障人士 經營咖啡店式商場內小買部 並無與社福機構合作 面對難於挽留員工

Nepal National Rehabilitation Centre of the Disabled 培訓殘疾人士刺繡及玻璃珠制品制作。 教導他們營運小企業的方法及技巧 提供所需的工具 協助他們建立自僱公司，制作及出售刺繡及玻璃珠文化制品。

SINAM Tamil Nadu, India 訓練及協助殘疾建立家庭式食品 包裝工作 協助完成訓練者尋找資助作為開 辦費，展開家庭式食物包裝業務

Recycling Center by Dual Blessing BHD, Malaysia 在城市收集個人及工廠 的二手物品 設立工場，整理收集之 物品，將原料分拆出售。 亦將一些有市場價值之 完整物品作二手物品出 售。 善用政府津貼殘疾人士 就業政策，減低經營成 本，令業務有利可圖

Kay Rawbone The Nesbitt Centre Vocational Training Kay Rawbone The Nesbitt Centre

Keynote spPatrick Maher - quote ‘Workability International’s member organisations believe that people with disabilities should have legal rights to equal opportunities and non- discrimination in all aspects of their lives. Even more than that, we understand the transformative benefits of work. That, through access to work, people with disabilities can achieve full social and economic participation’

The importance of Voc Ed Disabled persons have the right to... education, vocational training and rehabilitation which will enable them to develop their capabilities and skills to the maximum and will hasten the process of their social integration or reintegration. The key rights in these provisions are those of: appropriate educational provision appropriate provision of resources social integration as an aim of education.

Training Who does this: Best practice The role of the job coach NGOs Vocational Training Centres Community Agencies Parents Best practice The role of the job coach

Cheshire Home – Kuala Lumpur Ability to Work: Economic Empowerment Programme, for Youths with Learning Disabilities Goals of the programme The results

Work Opportunities With the right training and support for our PWDs we in Asia can make this happen !

Project Gainful Employment for ALL 黎狄慈, 香港社會服務聯會

Project Gainful Employment for ALL 殘疾人士 就業配額 分享內容 香港  Marketing Consultancy Office 康 復 服 務 市 場 顧 問 辦 事 處 政府(社會福利署) 日本  殘疾人士就業政策 現行模式: 二分模式 (Dual model ) 公開就業 (能力高) vs 社會福利模式的就業服務(能力弱) 理想模式 - 對角線模式：能加強弱的都有不同程度的公開就業支援及社會福利模式的就業服務支緩 政府+ 私人捐助 台灣 Publicly owned, NPO營運, 政府擁有 Welfare industry, NPO服務 e.g. 工場 Social Enterprises (NPO & Enterprises) Public Enterprises (Government & Enterprises) NPO / Government / Enterprises 泰國 1984 - Vocational School for the Disabled 1991 – 1st Rehab law 2009 - Resources for Children with Special Needs (RCSN) 2012 – setting up SE

Japan Mandatory employment of disabled employees: new requirements (April 2013) The Law concerning the Promotion of the Employment of Disabled Employees has been amended to raise the percentage of disabled employees that employers are required to hire from 1.8% to 2.0% as of 1 April 2013. The current definition of "disabled employees" refers to employees who are physically or mentally disabled. The Ministry of Health, Labour and Welfare has drafted a bill to widen the scope of this definition by seeking to include employees who are mentally affected (such as those who suffer from depression) subject to public certification. The intention is to enforce this measure starting from April 2018. If the new scope were applied, the percentage may be further increased after a moratorium. Japan Employment Law Update 2013 downloaded from http://www.cliffordchance.com/publicationviews/publications/2013/04/japan_employmentlawupdateapril2013.html

台灣障礙者定額進用制度 自1990年開始 規定員工超過100人以上的公、私營團體必須有 1%或以上的殘疾員工，由於制度有相當的成效， 台灣當局於2009年7月開始上調殘疾員工的比例， 規定政府機關及公營機構，如員工總數達34人或 以上，必須至少有3%的殘疾員工，而其他私營機 構，如員工達67人或以上，須至少有1%殘疾僱員。 根據台灣2012年12月的數據，獲聘的殘疾人士共 有69,589人，比法例規定的聘用數字51,763人超 出34.4%。由台灣的經驗，可見配額制度亦可有 效提高殘疾人士的就業機會

Comments and Recommendations Ms. Deborah Wan – Hong Kong Joint Council for People with Disabilities Ms. Rawbone Kay - The Nesbitt Centre Comments and Recommendations

Comments and Recommendations Comments: Limited coverage on PwDs open employment (Deborah) PwDs participation in promoting their employment rights (Deborah) Subsidies to PwDs (Deborah) Set up HK Workability Asia (Deborah) Set up volunteer team (Deborah) More collaboration with business (Kay)

Q & A