Parents welcome more job support for people with disabilities, but say ‘real test’ is staying employed

Employment support also must account for the wide range of abilities and needs among people with disabilities, say parents in response to recent recommendations by a government task force.

Keenbie Kok (second from left) with her three children (from left to right) Vernon Chua, Victor Chua, Valerie Chua at their residence on Oct 8, 2026. (Photo: CNA/Raydza Rahman)

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SINGAPORE: With her 14-year-old twins Victor and Vernon set to graduate from special education (SPED) schools in a few years, Ms Keenbie Kok is already thinking about what work might look like for each of them.

The twins, who have autism, have different strengths and support needs, said the stay-at-home mother. She also has a 15-year-old daughter who is neurotypical.

Victor needs more support with everyday learning, understanding situations and managing changes, while Vernon is a visual learner with a strong interest in systems, numbers and locations.

Their differences mean they will need various kinds of support as they prepare for the workforce, said Ms Kok. "Both boys need preparation for adulthood that takes their individual abilities and pace into account."

CNA Games Guess Word Crack the word, one row at a time Buzzword Create words using the given letters Mini Sudoku Tiny puzzle, mighty brain teaser Mini Crossword Small grid, big challenge Word Search Spot as many words as you can Show More Show Less To ease the “post-18 cliff” faced by people with disabilities (PWDs) after graduation, a government task force has recommended enhancing work exposure opportunities in SPED schools and strengthening job support. The measures aim to build students’ work-ready skills, make training more accessible and help them get jobs. For instance, starting in 2027, the Ministry of Education (MOE) will introduce structured applied learning and work exposure for students with autism in SPED schools offering the national curriculum. The curriculum will be enhanced to strengthen work-related and soft skills, with job tasters providing early work experience. Students with disabilities in both the Institute of Technical Education (ITE) and polytechnics will also receive enhanced work skills training and work exposure opportunities. While parents who spoke to CNA largely support the measures, particularly earlier work exposure and job coaching, they raised concerns over whether the support can be tailored to the wide range of abilities and needs among PWDs. They also believe the real hurdle is keeping these workers employed. As of 2025, only 24.4 per cent of employed residents with disabilities had worked for the same employer for at least one year, the Ministry of Manpower said in response to CNA queries. The proportion drops to 2.2 per cent for those who had worked for the same employer for at least seven years, it added.

To ease the “post-18 cliff” faced by people with disabilities (PWDs) after graduation, a government task force has recommended enhancing work exposure opportunities in SPED schools and strengthening job support.

The measures aim to build students’ work-ready skills, make training more accessible and help them get jobs.

For instance, starting in 2027, the Ministry of Education (MOE) will introduce structured applied learning and work exposure for students with autism in SPED schools offering the national curriculum. The curriculum will be enhanced to strengthen work-related and soft skills, with job tasters providing early work experience.

Students with disabilities in both the Institute of Technical Education (ITE) and polytechnics will also receive enhanced work skills training and work exposure opportunities.

While parents who spoke to CNA largely support the measures, particularly earlier work exposure and job coaching, they raised concerns over whether the support can be tailored to the wide range of abilities and needs among PWDs.

They also believe the real hurdle is keeping these workers employed.

As of 2025, only 24.4 per cent of employed residents with disabilities had worked for the same employer for at least one year, the Ministry of Manpower said in response to CNA queries. The proportion drops to 2.2 per cent for those who had worked for the same employer for at least seven years, it added.

Ms Lela Iuorno and her autistic son Luca Iuorno.(Photo: CNA/Raj Nadarajan)

GETTING A JOB IS JUST THE START

For Ms Kok, the measures are encouraging, but she is not sure they are enough, as much depends on how they are implemented and whether suitable employers and roles are available.

"Getting a job is one milestone, but keeping it matters just as much. My biggest worry is whether there will be workplaces that understand them and give them enough time to learn."

Other parents, too, believe support should help PWDs remain in work over the long term, with a route back to training or other assistance if a placement does not work out.

"It's not just about the training, but how can we sustain them in the job environment for years? I think that's the real test,” said children's therapist Lela Iuorno, who is in her 50s and has a 20-year-old autistic son.

"People are now thinking about what happens when PWDs turn 18, but what happens when they turn 30?"

This depends on employers being more willing to accommodate PWDs and understand different ways of working, said parents.

“Inclusion is not simply hiring someone with a disability. It is about creating conditions that allow the special needs individual to be able to contribute and remain part of the workplace," said 41-year-old Rachel Gan, whose 10-year-old son has autism and moderate support needs.

Another parent, Elizabeth Yuanita Purwadinata, who has two sons with autism and intellectual disabilities, also called for stronger partnerships among the government, schools, disability organisations and employers.

"Most importantly, the community needs to recognise that people with autism and intellectual disabilities may contribute differently, but they can still have valuable skills and abilities if given the right opportunities and support,” said the 44-year-old senior quality specialist.

MAKING JOBS WORK FOR PWDs

Employers with long-standing inclusive hiring practices said the task force's recommendations could provide more opportunities to create roles better suited to PWDs.

Some of the recommendations include a dedicated employment support office that will provide more in-depth career guidance, and an Enabling Employment Grant that will help employers redesign jobs and adapt workplace processes to better support PWD employees.

Ms Lee Hwee Boon, head of group human resources at OCBC, said the bank’s early success with hiring PWDs came from finding the right job fit and providing the appropraite support so these employees could contribute meaningfully to their teams.

She noted that many of OCBC's PWD colleagues are persons with autism, whose strengths can include strong attention to detail and consistency – qualities that can be valuable in roles that require accuracy and process discipline.

Beyond designing the right job, a supportive environment also matters, said Ms Lee.

"In our experience, the biggest challenge is getting managers to take that first step. Managers may worry about whether they can provide the right support, particularly if they have had little prior experience working with PWDs.”

Mr Marco Riva, executive assistant manager of food and beverage at The Ritz Carlton, Millenia Singapore said: "For many employers, the challenge is not willingness to hire. It is knowing how to match the right person with the right role and working environment, and how to support them after they start."

He said the recommendations on longer-term job coaching, job redesign and customised training could give employers greater confidence to hire and retain PWD employees.

Members of the Taskforce on Assurance for Families with Persons with Disabilities (from left to right) – Eric Chua, Rahayu Mahzam, Goh Pei Ming, Syed Harun Alhabsyi and Shawn Huang – at a press conference. (Photo: CNA/Mak Jia Kee)

Ms Jacinta Ong, director of social enterprise Tea Ideas, said one-to-one guidance - whether correcting a task on the spot or encouraging employees as they learn - is vital to helping PWDs succeed and remain in their jobs.

With PWDs making up more than half of Tea Ideas’ workforce, she said providing such support requires extra manpower.

She added that the Enabling Employment Grant could help employers meet these needs by providing resources for areas such as job redesign, training and ongoing workplace support.

Similarly, Chagee Singapore CEO Lawrence Wen said the tea chain is encouraged by the continual efforts to champion workplace inclusion for PWDs.

He said hiring deaf baristas at its National University of Singapore (NUS) signing store, which opened a year ago, has been one of the most rewarding things the brand has done.

The store is predominantly staffed by deaf and hard-of-hearing baristas and is designed with visual and acoustic features to foster community connection through sign language.

Mr Wen also said the recommendations for more job coaching and longer support for some workers are "very useful”.

For employees, job coaches can provide guidance as they learn their roles, build their skills and navigate new situations. For employers and their teams, coaches can offer practical guidance on how to communicate with and support employees with disabilities effectively.

"The real test comes months in, when responsibilities grow, and new situations come up, and that is exactly when people need to know support is still there," said Mr Wen, adding that support also needs to keep pace as employees' needs change.

"Easier access to experts like accessibility specialists and trainers, along with help on ongoing costs such as communication tools, would make long-term commitments far easier to sustain.”

He added: "Most of all, we would like to see clearer pathways for progression, so that employees with disabilities can build careers, not just find jobs."

WHAT ABOUT THOSE WHO NEED MORE SUPPORT?

Mr Abhimanyau Pal, CEO of social service agency SPD, said earlier and more sustained exposure to real workplaces, coupled with stronger, coordinated employment support beyond graduation, could make a significant difference.

"Internships, job trials and workplace-based learning can help students develop confidence, understand workplace expectations and make more informed career choices about suitable roles," said Mr Abhimanyau.

Beyond workplace skills, he said building mental resilience is also important in helping PWDs cope with the demands and expectations of work.

“However, preparation cannot rest on the individual alone,” he said.

"The aim should be sustained employability and participation over the longer term, with a clear channel for individuals to return for support before a setback becomes a prolonged exit from the workforce.”

Mr Max Soh, research and policy manager at the Disabled People’s Association, said that while greater work exposure and soft-skills development could help PWDs, more must be done to encourage workplaces to adopt inclusive practices.

Hiring managers, as well as future colleagues and employers, should be educated about inclusive practices such as assessing and providing reasonable accommodations, he said.

But gaps remain, particularly for PWDs with moderate to high support needs and those who may require sustained support throughout their working lives.

"While these measures are a positive step, much of the focus appears to be on PWDs who have lower support needs. For those with moderate to high support needs, there is still a long way to go,” said Ms Faraliza Zainal, co-founder and head of education at My Inspiring Journey (MIJ) Hub, a non-profit organisation providing education and support for individuals with special needs aged three to forty. "Autism is a wide spectrum. Everyone has different strengths and abilities, so it's always about how these measures have an impact on the individual PWD," said Ms Faraliza. Mr Abhimanyau said PWDs with higher support needs may require more time and tailored pathways before entering open employment.

"Maintaining flexibility within the system and ensuring a range of employment and community participation pathways will remain important so that no individual is left behind," he said.

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家长们在回应政府工作组最近的建议时表示，就业支持也必须考虑到残疾人之间能力和需求的差异。

2026年10月8日，郭倩碧（左二）与她的三个孩子（从左至右）蔡文农、蔡维克、蔡瓦丽丽在家中合影。（图片：CNA/Raydza Rahman）

这段音频由人工智能工具生成。

新加坡：郭金碧女士的14岁双胞胎儿子维克多和弗农将在几年后从特殊教育学校毕业，她已经在考虑他们各自未来的工作会是什么样子了。

这位全职妈妈说，这对患有自闭症的双胞胎各有长处，需要的帮助也不同。她还有一个15岁的女儿，是正常发育的孩子。

Victor 在日常学习、理解情况和应对变化方面需要更多帮助，而 Vernon 是一个视觉型学习者，对系统、数字和位置有浓厚的兴趣。

郭女士表示，由于两人的差异，他们在为进入职场做准备时需要不同类型的支持。“两个男孩都需要为成年做好准备，而这种准备应该考虑到他们各自的能力和节奏。”

CNA游戏 猜词游戏 逐行破解单词 流行词游戏 用给定的字母组成单词 迷你数独 小小的谜题，强大的脑力挑战 迷你填字游戏 小方格，大挑战 单词搜索 尽可能多地找出单词 显示更多 显示更少 为了缓解残疾人士毕业后面临的“18岁后断崖式”就业困境，政府工作组建议在特殊教育学校增加工作实践机会，并加强就业支持。这些措施旨在培养学生的就业技能，使培训更易于获得，并帮助他们找到工作。例如，从2027年开始，教育部将在提供国家课程的特殊教育学校中，为自闭症学生引入结构化的应用学习和工作实践。课程将进行改进，以加强与工作相关的技能和软技能，并通过工作体验活动提供早期工作经验。工艺教育学院和理工学院的残疾学生也将获得强化的工作技能培训和工作实践机会。虽然接受亚洲新闻台（CNA）采访的家长大多支持这些措施，特别是让残疾人士更早接触工作和接受职业指导，但他们也对能否根据残疾人士能力和需求的差异提供相应的支持表示担忧。他们还认为，真正的挑战在于如何保障这些残疾人士的就业。人力部在回复亚洲新闻台的问询时表示，截至2025年，仅有24.4%的残疾人士就业者在同一雇主处工作至少一年。人力部补充说，在同一雇主处工作至少七年的残疾人士，这一比例更是降至2.2%。

为了缓解残疾人毕业后面临的“18岁后断崖式”就业困境，政府工作组建议增加特殊教育学校的工作实践机会，并加强就业支持。

这些措施旨在培养学生的就业技能，使培训更容易获得，并帮助他们找到工作。

例如，从2027年开始，教育部将在提供国家课程的特殊教育学校中，为自闭症学生引入结构化的应用学习和工作实践。课程将进行强化，以提升学生的职业技能和软技能，并通过职业体验活动为他们提供早期工作经验。

工艺教育学院 (ITE) 和理工学院的残疾学生也将获得加强的工作技能培训和工作实践机会。

虽然与 CNA 交谈的家长大多支持这些措施，特别是更早接触工作和就业指导，但他们也对能否根据残疾人之间的各种能力和需求来提供支持表示担忧。

他们还认为，真正的难点在于如何留住这些工人。

人力部在回复亚洲新闻台（CNA）的问询时表示，截至2025年，仅有24.4%的残疾就业居民在同一雇主处工作满一年。该部门补充说，在同一雇主处工作满七年的残疾就业居民中，这一比例更是降至2.2%。

莱拉·尤尔诺女士和她患有自闭症的儿子卢卡·尤尔诺。（图片：CNA/拉杰·纳达拉詹）

找到工作仅仅是开始

郭女士认为这些措施令人鼓舞，但她不确定这些措施是否足够，因为很大程度上取决于这些措施的实施情况以及是否有合适的雇主和职位。

“找到一份工作固然重要，但保住工作同样重要。我最担心的是，未来是否会有工作场所能够理解他们，并给予他们足够的时间去学习。”

其他家长也认为，应该为残疾人士提供支持，帮助他们长期保持工作状态，如果安置不成功，还应提供重返培训或其他援助的途径。

“这不仅仅是培训的问题，而是我们如何才能让他们在工作环境中保持多年的稳定发展？我认为这才是真正的考验，”儿童治疗师莱拉·尤尔诺说道，她今年50多岁，有一个20岁的自闭症儿子。

“人们现在都在思考残疾人士年满 18 岁会发生什么，但是当他们年满 30 岁时又会发生什么呢？”

家长们表示，这取决于雇主是否更愿意为残疾人士提供便利，并理解不同的工作方式。

“包容不仅仅是雇用残疾人士。它指的是创造条件，让有特殊需要的人能够做出贡献并留在工作场所，”41岁的瑞秋·甘说道，她10岁的儿子患有自闭症，需要中度支持。

另一位家长伊丽莎白·尤安尼塔·普瓦迪纳塔（Elizabeth Yuanita Purwadinata）有两个患有自闭症和智力障碍的儿子，她也呼吁政府、学校、残疾人组织和雇主之间加强合作。

“最重要的是，社会需要认识到，自闭症和智力障碍人士的贡献方式可能不同，但如果给予他们正确的机会和支持，他们仍然可以拥有宝贵的技能和能力，”这位 44 岁的高级质量专家说道。

让残疾人士也能找到工作

长期以来奉行包容性招聘做法的雇主表示，工作组的建议可以提供更多机会，创造更适合残疾人士的职位。

部分建议包括设立专门的就业支持办公室，提供更深入的职业指导；以及设立就业扶持补助金，帮助雇主重新设计工作岗位，调整工作场所流程，以更好地支持残障员工。

华侨银行集团人力资源主管李慧文女士表示，该行早期在聘用残障人士方面取得成功，是因为找到了合适的岗位，并提供了适当的支持，使这些员工能够为团队做出有意义的贡献。

她指出，华侨银行的许多残障同事都是自闭症患者，他们的优势包括对细节的关注和坚持不懈——这些品质在需要准确性和流程纪律的岗位上非常有价值。

李女士表示，除了设计合适的工作之外，提供支持性的工作环境也很重要。

“根据我们的经验，最大的挑战是让管理者迈出第一步。管理者可能会担心自己能否提供合适的帮助，尤其是在他们之前很少与残障人士共事的情况下。”

新加坡丽思卡尔顿酒店餐饮部行政助理经理马可·里瓦先生表示：“对许多雇主来说，挑战不在于是否愿意招聘，而在于如何将合适的人选与合适的职位和工作环境相匹配，以及如何在他们入职后为他们提供支持。”

他表示，关于长期就业指导、工作重新设计和定制培训的建议，可以增强雇主雇用和留住残疾人员工的信心。

残疾人士家庭保障工作组成员（从左至右）——蔡志强、拉哈尤·马赫扎姆、吴佩明、赛义德·哈伦·阿尔哈布西和黄晓文——出席新闻发布会。（图片：CNA/麦嘉琪）

社会企业 Tea Ideas 的董事 Jacinta Ong 女士表示，一对一的指导——无论是当场纠正任务还是在员工学习时给予鼓励——对于帮助残疾人士取得成功并保住工作至关重要。

她说，Tea Ideas 的员工中残疾人士占一半以上，因此提供此类支持需要额外的人力。

她补充说，就业扶持补助金可以通过提供工作重新设计、培训和持续的工作场所支持等领域的资源，帮助雇主满足这些需求。

同样，新加坡茶业集团首席执行官 Lawrence Wen 表示，该茶业连锁店对持续倡导残疾人士职场包容的努力感到鼓舞。

他表示，一年前在新加坡国立大学 (NUS) 开设的手语门店聘用聋哑咖啡师，是该品牌做过的最有意义的事情之一。

这家商店主要由聋人和听力障碍人士担任咖啡师，并采用视觉和听觉功能设计，通过手语促进社区联系。

温先生还表示，关于加强就业指导和延长对部分工人的支持的建议“非常有用”。

对于员工而言，职业辅导员可以指导他们了解自身角色、提升技能并适应新情况。对于雇主及其团队而言，辅导员可以提供实用指导，帮助他们有效地与残障员工沟通并为其提供支持。

温先生表示：“真正的考验会在几个月后到来，届时责任会增加，新的情况也会出现，而这正是人们需要知道支持依然存在的时候。”他还补充说，随着员工需求的变化，支持也需要与时俱进。

“如果能更容易地接触到无障碍专家和培训师等专业人士，并在沟通工具等持续费用方面获得帮助，那么长期承诺就更容易维持下去。”

他补充道：“最重要的是，我们希望看到更清晰的晋升途径，以便残疾员工能够建立职业生涯，而不仅仅是找到工作。”

那么那些需要更多帮助的人怎么办？

社会服务机构 SPD 的首席执行官 Abhimanyau Pal 先生表示，更早、更持续地接触真实的工作场所，再加上毕业后更强有力的、协调一致的就业支持，可能会产生重大影响。

“实习、工作试用和工作场所学习可以帮助学生建立自信，了解工作场所的期望，并就合适的职位做出更明智的职业选择，”阿比曼尧先生说。

除了工作技能之外，他还表示，培养心理韧性对于帮助残疾人应对工作的要求和期望也很重要。

“但是，准备工作不能仅仅依靠个人，”他说。

“目标应该是长期保持就业能力和参与度，并为个人提供明确的支持渠道，以便在遭遇挫折导致长期退出劳动力市场之前能够重返工作岗位。”

残疾人协会研究与政策经理苏先生表示，虽然更多的工作经验和软技能发展可以帮助残疾人，但必须采取更多措施来鼓励工作场所采取包容性做法。

他表示，招聘经理、未来的同事和雇主都应该接受有关包容性做法的教育，例如评估和提供合理的便利措施。

但仍然存在差距，特别是对于有中度至高度支持需求的残疾人士以及那些可能需要在整个工作生涯中持续支持的残疾人士而言。

“虽然这些措施是一个积极的举措，但目前看来，重点似乎更多地放在了支持需求较低的残障人士身上。对于那些中度至高度需要支持的残障人士来说，还有很长的路要走。”My Inspiring Journey (MIJ) Hub联合创始人兼教育主管法拉利扎·扎伊纳尔女士说道。MIJ Hub是一家非营利组织，致力于为3至40岁的特殊需求人士提供教育和支持。“自闭症谱系很广。每个人都有不同的优势和能力，所以关键在于这些措施对每位残障人士的具体影响。”法拉利扎女士补充道。阿比马尼亚乌先生表示，支持需求较高的残障人士可能需要更多的时间和量身定制的途径才能进入就业市场。

他说：“保持制度的灵活性，确保提供一系列就业和社区参与途径，这一点仍然非常重要，这样才不会让任何人掉队。”

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