Get Hired! - Employment Support Program for Persons with Disabilities
We will engage with employers to create more job opportunities and support job-seekers with disabilities to get hired to on those jobs.
Ms. Yami Magar (a lady using wheelchair) talking to her supervisor Mr. Ramesh Pandey of Hotel Hardik. Ms Magar was placed in Hotel Hardik with the support of this project during its pilot phase.
Ms. Dawa Sherpa is a visually impaired women who is working as front desk assistant in hospital.
A resource book titled- Hiring Persons with Disabilities published by our organization was recently launched in a ceremony by Vice President of Federation of Nepalese Chamber of Commerce and Industries (FNCCI), Mr Shekhar Golcha with other guests.
What problem does your idea solve?
A lot of persons with disabilities have some college degree and a strong desire to get a job. However, they are often confused on where to start. Because of decades long discrimination prevailing in our society, they are not even sure if they actually can get a job! Employers, on the other hand, also have doubts about hiring them because of the myths they have heard about disability & thinking it only on charity basis.
This has result on high unemployment rate of persons with disabilities.
Explain your idea
This idea has two phases that take place simultaneously.
First is preparing job seekers. In this phase we identify job seekers with disabilities from various sources like local organizations, self-help groups, independent living centers and if necessary advertisement. We will have placement support staffs who will work with all of these identified job seekers to prepare them for current job market. This involves identifying their core skills, connecting with training providers if they do not have sufficient marketable skills, providing job counseling, preparing their resume and help in job application if necessary.
The next phase that goes simultaneously with previous is preparing employers. This involves mostly making employers aware about disability. We have seen that presenting business benefits examples (cases) after hiring persons with disabilities have often helped to bring employers on board. We will work with individual employers, employers’ associations, Human Resources associations to lobby our case. We will never try to present job seeker's disability before his/her skills.
Once job seekers and employers both are ready; our staffs do task analysis of various jobs that are available and if necessary modify them (without altering objective) to make it accessible for specific kind of impairment our job seekers has. We will work with employers to make sure various accommodations are in place so that employee with disability can do his/her job efficiently.
Step 9: Because of this employment, Priyanshu is now more independent and lives a happy life.
Step 10: Both Employer and Priyanshu are seen as agents of change in their respective community.
Step 7: The employer selects Priyanshu for the position. He realizes that his office was not wheelchair friendly. He built a wheelchair ramp in his main entrance.
Step 8: Priyanshu is now employed as a front desk staff. The project staffs visit her when needed to support her employment. (teach her new job skills, aware other staffs about disability etc.)
Step 5: Project staff guides the user to prepare the resume and cover letter. He also motivates her and boost up her confidence by doing mock interviews.
Step 6: The employer (whom the project staff had met previously) interviews the user for a position at his organization.
Step 3: User gets connected with Skill Providers for getting additional skills required for job market.
Step 4: Project staffs goes to meet the employer
Step 1: User Gets Connected to the Project
Step 2: Project staffs provides her career counseling and identifies her skills.
Introducing the User: Priyanshu is a recent graduate. She has physical disability and uses wheelchair. She is looking for a job.
A picture from Effective communication for jobs training.
A picture from Resume writing training
A picture of peer to peer counseling during pilot phase. In this program job seekers with disabilities hears the experience of other people with disabilities who are already hired in some jobs
Young people with disabilities in Kathmandu (but scalable to whole country if resources available) will benefit most. We will try and involve those with severe disabilities also because they are mostly left behind in program like these. Also women with disabilities will be given priority.
Apart from that, Employers in Nepal will also benefit from the skills these employees with disabilities has to offer to business.
At last, economy of society and country will also be benefited in the long run
This is the story of Geeta Kumari Dulal, who has a physical disability and uses wheelchair for mobility. Geeta, currently works as communication officer at Health at Home, a health service provider. This employment has made Geeta very independent and happy.
A person using wheelchair.
How is your idea unique?
This idea is unique because the basis for job placement we have considered in this idea are skills. We believe that every individuals (with disability or not) has specific skills that makes him perfect match to at least one type of work. Even in some cases where job seekers with disabilities might not be able to acquire marketable skills (because of the exclusion they faced), we will connect them with such skills providers. However, we will never go to employers asking for jobs because someone has a disability.
Traditional employment programs in our country are focused only on providing trainings to individuals. These programs has a mindset that these training will eventually get them hired. They never talk about finding the skills of individual and working with them side by side from the beginning until they have a job. Also unique aspect of our idea is we make employers our strong stakeholders and work with them side by side during the whole process so that they are fully on-board.
Tell us more about you
NFDN is national umbrella body of persons with disabilities. We represent more than 350 organizations working for promoting the rights of persons with disabilities throughout the country.
NFDN has been leading disability rights movements in Nepal since 1993 through its working strategies - Advocacy, Awareness raising, Capacity building, Networking & Collaboration.
We work with Government and various I/NGOs. We have wide range of donors, partners and stakeholder. We have 25 staffs nationwide.
A picture from International Day of Persons with Disabilities Celebration organized by NFDN
A picture from an workshop organized by NFDN with Employers
What are some of your unanswered questions about the idea?
We are figuring out the best strategies to engage private sector into our idea. We recognize that private sectors are important stakeholders in this idea because they are the ones who will eventually create jobs. However, we also know it is not very common that NGO and Private sector works together for a cause unless it is Corporate Social Responsibilities (CSR) initiatives.
We have identified working with employers association and other professional associations like Human Resource Society will give a lot of advantage to approach the employers and get them to listen us. We will also bring International Labor Organization (ILO) on board at least in some aspect of the project to create and sustain strong relationship with employers.
Where will your idea be implemented?
Experience in Implementation Country(ies)
Yes, for more than one year.
Expertise in Sector
I've worked in a sector related to my idea for more than a year.
We are a registered non-profit, charity, NGO, or community-based organization.
Early Growth/Roll-out/Scaling: I have completed a pilot and am ready or in the process of expanding.
How has your idea changed based on feedback?
While prototyping this idea- we found that we can't only provide service to young people with disabilities. There are many who are more than 40 years (not youths according to definition) but have some skills and need a job. So we have changed our project summary also saying we will support persons with disabilities (not only youth with disabilities) to find jobs. Another factor that is changes is we have now recognized the fact, we should not only target those have some formal educations. There are many who don't have formal education but still can get a job like plumbing, cleaning, household, caregiver etc with appropriate schools. So we will also focus on those kinds of jobs now.
There were feedback on sustainability of the project and our team has planned to establish some kind of formal group (like business and disability network) during or at the end of this project so that this work continues at least in some form. We will also lobby with government for inclusive labor laws.
One on One Counseling session our placement session will use to identify skills and also for job readiness training.
Feedback Session and Prototyping Session
We organized a user feedback session with people from deaf community. Seen in the picture is our placement officer and sign language interpreter.
Who will implement this idea?
Our organization will implement this idea. If the resource are available we plan to implement this in 6 Metropolitan Cities of Nepal. At each of these cities, we will have at least one full time staff called Placement Officer. His/Her background with be HR and have the ability to work closely with private sector. S/he will be responsible to find job seekers, skill analysis, and support in the job application process as well. Our organization will coordinate all the project activity from HQ.
Using a human-centered design approach, you may uncover insights that lead to small or foundational changes to your organization’s existing strategy or processes in order to unlock the potential of your idea. How would your organization go about making such changes?
The executive head of our organization is President. Under him there is board of 39 members. Everyone are persons with disabilities. Among those 39 members, there is a working committee that includes President, VP, General Secretary and treasurer. This committee typically any big/small decision. If the decision is more important then the committee makes decision and have this decision approved by full board.
We also have executive director who is head of staffs and works side by side with working committee. He also has authority to make some smaller decisions.
Our organization is committed towards promoting employment for persons with disabilities. Thus, any decisions required to support this project and achieve more results, will be made without any hassle. Commitment from President.
What is it that most attracted you to Amplify instead of a more traditional funding model?
Amplify gives us tools to test our idea and get end-users feedback. Even in our project, we had missed smaller details which were very important. But because of the tools we get from Amplify Model (User Exp. Map, Prototyping Map, Human Centered Design and Story telling kit), we found we had good idea but need some change in presentation. Thus we used those learning and change our idea a bit. In a nutshell, Amplify shapes raw ideas into something that works in real world.
What challenges do your end-users face? (1) What is the biggest challenge that your end-users face on a day-to-day, individual level? (2) What is the biggest systems-level challenge that affects your end-users?
1. Individual Level:
The biggest challenge for someone with disability is knowing how-to of getting a job. Being a member of most marginalized community, most of our end-users have low self-esteem. Because of this, they often don't realize the skills they have and develop them. Also they don't know how to prepare documents needed for job. Most of all, they don't usually have interaction with non-disabled community.
Myths and Misconception about disability prevailing in our society and Charity Based Approach are biggest system level challenges. Employers are afraid to hire persons with disabilities because of those myths. State has also made laws that aims to provide charities and support to disabled people rather than empowering them by providing jobs.
Tell us about your vision for this project: (1) share one sentence about the impact you would like to see from this project in five years and (2) what is the biggest question you need to answer to get there?
Impact: By 2022, we aim to mainstream employment of persons with disabilities in Nepali labor market by placing more than 500 PWDs in different jobs (Long term and short-term) as an examples for others to follow. We also aim to establish some systemic intervention like multi-sectorial business and disability network by then to keep this initiative sustainable and ongoing.
Question: What's in it for employers? How do we make our project as such it is a win win for both employers and job seekers?
How long have you and your colleagues been working on this idea together?
How many of your team’s paid, full-time staff are currently based in the location where the beneficiaries of your proposed idea live?
Between 20-50 paid, full-time staff
Is your organization registered in the country you intend to implement your idea in?
We are registered in all countries where we plan to implement.
My organization's operational budget for 2016 was:
Between $100,000 and $500,000 USD
If your team/idea/organization has a website, please share the URL below.
http://www.nfdn.org.np/projects/drpi-aware.html (Our previous employment related project)