DIVERSITY and inclusion (D&I) in the workplace have started becoming high priority for industries to overcome economic challenges, drive talent management, retention, innovation and growth.
This was discussed during a recent webcast panel session that was organized by Roche as part of their Life Talk Series, marking Roche’s celebration of its 125th anniversary.
Panelists of the discussion collectively agreed that despite the devastation caused, the COVID-19 pandemic also opened opportunities to rethink how the workplace can do better in sustaining inclusivity by advocating and sharing best practices.
According to Roche Services & Solutions APAC general manager Arno Kamm, D&I in the workplace is now a high priority as business environments are changing and it must continuously adapt.
In making the best use of varied skills, perspectives and backgrounds, Roche believes this formula could successfully create a more diverse and inclusive workplace.
Being a global pioneer in pharmaceuticals and diagnostics focused on advancing science to improve people’s lives, Roche is equipped with data-driven medical insights that helps the company deliver truly personalised healthcare.
Locally, Roche continues to collaborate with the Social Security Organisation (SOCSO) to increase disability awareness among the company’s recruiters and employers as it hires differently-abled candidates.
SOCSO’s Return to Work (RTW) programme is a coordinated approach in managing compensation, medical and vocational rehabilitation for returning injured workers to gainful employment and has helped raise inclusivity in the workplace.
A significant 64.4% of persons with disabilities (PwDs) from RTW have been successfully rehabilitated and returned to work as of Jan 31, 2022. This is 42,187 individuals out of 65,495.
The RTW model works out quite well, with much individual support from Sosco itself, to the client to the beneficiary, providing this support system together with the family and employer.
For employers to hire PwDs and employment-injured persons, they need to change the mindset, be creative, and management is willing to be more flexible such as introducing work-sharing and providing accommodation.
According to SOCSO head of employment services Gayathri Vadivel, SOCSO helps educate companies on how to include these individuals, going to all the states to help employers understand the various disabilities and how to handle them, how to manage the workplace and support their employment.
There are also incentives to support employers to hire the differently-abled.
SOCSO has the state-of-the-art SOCSO Rehabilitation Centre as well as satellite centres and accommodation to conduct high-tech rehabilitation programmes (like using robotics to help in the recovery process), comprehensive physical rehabilitation to return to work, and labour-friendly vocational training. The aim is for the differently abled to be ready to get back to work.
The differently-abled can also find employment opportunities via the myfuturejobs.gov.my site and the JaminKerja initiative.
“Always look at ability, not disability,” Socso’s Gayathri added, quoting the saying “Ability is a light bulb. If you don’t turn it on, it will never shine”. – March 5, 2022
