Bravo Filipino | Synthesis of Panel Discussion | Panelist 1: Ms. Carmen Reyes-Zubiaga, Founder and Current President, Women with Disabilities Leap to Social and Economic Progress (WOW-LEAP Inc.)
- Persons with Disabilities face numerous barriers in employment.
- 1% of job workers in government agencies should be Persons with Disability but enforcing this is difficult.
- Government agencies and private companies are often slow to implement policies.
- Implementation of laws remains poor due to loopholes and outdated procedures.
- Law provisions should include personal assistance covered by reasonable accommodations.
Panelist 2: Mr. Randy Calsena, Regional Programs Coordinator, National Council on Disability Affairs (NCDA)
- Data consolidation issues hinder effective monitoring of the law’s implementation.
- In 830 LGUs, only 6,615 jobseekers from the sector were hired, and Persons with Disability now have priority in hiring.
- NCDA offers Civil Service Exam (CSE) review support for Persons with Disability, though pass rates are low (8 out of 40 in 2024).
Panelist 3: Atty. Judith Dongallo-Chicano, Assistant Commissioner, Civil Service Commission (CSC)
- In 2024, 68 out of 489 Persons with Disability passed the CSE in March; 82 out of 586 passed in August.
- CSC categorizes Persons with Disability and provides accommodations, like extended exam hours and accessible exam venues.
- As of June 2024, only 8,248 Persons with Disability are employed in the government (less than 1%).
- Government offices are expected to follow equal opportunity principles.
- Ongoing issues with ensuring accessibility facilities across regions, including braille support for visually impaired candidates.
Panelist 4: Ms. Linartes Villoria, National Project Coordinator, International Labor Organization (ILO)
- Many agencies fear admitting their lack of knowledge about disability inclusion in the workplace.
- TVET (Technical-Vocational Education and Training) assessed training centers to ensure reasonable accommodations.
- Companies must be proactive in offering reasonable accommodations for interviews and onboarding Persons with Disability.
Panelist 5: Ms. Chairmaine Adonis, Vice President for Human Resources, SM Hotels and Convention Center Corp.
- SMX’s KPIs include hiring at least 1%; they currently have 1.2%.
- Focus on ability over physical limitations in hiring.
- Two senior leaders at SMX are self-advocates, and they ensure that Persons with Disability receive necessary training (e.g., barista training) during onboarding.
Reactor 1: Mr. Bronson Escalderon, Deaf Career Coach, Benilde School of Deaf Education and Applied Studies (SDEAS)
- Emphasized that the deaf community needs guidance, not just training, to upskill.
- Highlighted the importance of integrating the 1% rule in recruitment.
- Advocated for providing reasonable accommodations, such as interpreters for effective communication
Reactor 2: Carla Francesca Nobleza, Co-Convenor, Kasali Tayo
- Expressed gratitude for efforts toward inclusivity but stressed the need to normalize having Persons with Disability in the workplace.
- Urged that sector representatives should be included in conversations about their inclusion.
Reactor 3: Sir Ramil Dela Cruz, Vice President for Human Resources, JPMorganChase
● Stressed the importance of leaders driving inclusivity in the workplace.
● Encouraged self-assessment of gaps in disability inclusion and making improvements.
Ways Forward
- Encourage agencies and organizations to:
○ Conduct self-assessment and gap analysis to disability-inclusion
○ Advocate for proactive measures to upskill talents from the sector
○ Practice inclusive-design to policy development in order to ensure that voices of Persons with Disability are accounted for
○ Monitor progress and accountability in achieving these goals by conducting annual audits and reporting data gathered to network convenors
● Initiate a whole-of-society effort among government agencies, private companies, and Persons with Disability communities to address barriers, improve implementation of the 1% law, and foster a truly inclusive workforce.
