\n<\/p>\n
“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.<\/p>\n
“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.\u201d<\/p>\n
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.”<\/p>\n
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.<\/p>\n
“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.<\/p>\n
Beyond workplace skills, he said building mental resilience is also important in helping PWDs cope with the demands and expectations of work.<\/p>\n
\u201cHowever, preparation cannot rest on the individual alone,\u201d he said.<\/p>\n
“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.\u201d<\/p>\n
Mr Max Soh, research and policy manager at the Disabled People\u2019s 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.<\/p>\n<\/div>\n
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