REVOLUTION
TITLE : Access For People With Disabilities
Tuesday, March 11, 2008
Members For Revolution
Name : Ang Bee Feng
Matrix No : 87223
Role : Manager
Name : Goh Xue Lee
Matrix No : 87246
Role : Editor
Friday, March 7, 2008
Personal Roles
Ang Bee Feng
My name is ANG BEE FENG. I am the manager of our CSR project. As a manager, my duties is to manage the activities throughout the whole project to make sure that these activities are carried out in time and to ensure our project will be completed on time. Since the due date of the project were set by our Coach: Dr.Ellisha, I used backward scheduling to determine the start date and to manage the time available for us to allocate to each activities. I realized that the time available to us is limited so our group had decided to meet at least once a week for our CSR project during our first meeting. After discussing with my group members, we segregate the duties in four areas, Manager, Editor, Creative/Presentation manager, and Solutions-based Idea Manager. I am the manager of this CSR-Project.
Starting from articles finding, each of us was responsible to find 10 articles and 2 case studies. After that, we come out with 20 articles range from year 2000 to 2007 and 5 case studies that we think are most suitable to show the trends on the topic of our CSR-Project and included them in our project. After reviewing and analyzing the 20 articles and the case studies, I wrote a summary to describe the trends happening within the local and international scene with respect to our CSR topic.
We chosen Dream Catcher Consulting Sdn Bhd as our study company decided to propose it with the solutions model to its processes from CSR-perspective. We discussed and prepared one set of questionnaire for interview purpose by narrowing the area of our study by focusing on the field of “Employment of People with Disabilities” because we think that we should be more specific in our investigation. After that, we made an appointment and interviewed with the organization at Crystal Suit obtain more understanding of it operation in depth. Based on the information we get from interview, we analyzed the organization policies in respect to our topic and finally we identified there are 5 weaknesses regarding to the issues of “Employment of People with Disabilities” as we mentioned in our project. We discuss and assigned the weaknesses to our group members with one for each of them. And I was responsible to analyze weakness 3 (Weaknesses in Employment Policies and Practice) in depth and to provide a solution model and recommendations on the organization’s employment policies.
In order to provide make it easier for understanding the employment process of the organization, I decided to establish three types of improvement tools (in diagram) which i think is more suitable to support and describe the organization’s policies in respect to our topic. They are “Service Blueprint”, “Fishbone Diagram”, and “House of Quality”. I assigned “Fishbone Diagram” and “House of Quality” to two of my group members and I was responsible to develop the “Service Blueprint”. I prepared two set of service blue printing to differentiate the model of the existing system and the expected system of the employment process of the organization after adapting the recommended improvement solution model. They are “As-Is” Blueprint and the “Should-be” Blueprint. I use the “As-Is” Blueprint to analyze the non value-adding steps and potential failure in the existing employment process of the organization. Though, the “Should-Be” Blueprint is used to provide a guide for improving the process and to show the system improvement after introducing the solution model in the employment process.
After we complete all the elements required, we combine and edit the report in a standard format. Finally, we were processed to the design of the digital poster for our CSR-Project and decided all the contents and elements that we wish to include in our web log, we passed the draft of the poster for one of our group member for her to develop the digital poster. However, there was a new standard given by our coach regarding to our poster and the web log components. We realized that the poster that we designed was not fulfilling the standard and we need another new poster.
Because there was time constraint for us to meet and design the poster, I was responsible to design and develop a new poster that including all the components that needed by our coach. Finally, I completed the poster on time and printed it out. I passed it to my group member so that she can upload it on our web log.
Hew Yoke Sun
I’m Hew Yoke Sun, whom have served as Solution Based-Idea Manager in this CSR project. It is a quite challenging obligation for me. It is because it involved some of the difficult tasks which I never experience before such as I need to study and analysis the problems which we had identify during our meeting before and identify adequate ways to solve the problems and finally discuss with the group member in order to select the best solution for the problems.
Before conducting the interview with Dream Catcher Manager, our group had review the company profile and identifies some relevant questions to quest the Manager during the interview session. Besides, we also had conducts a short survey by having a simple face to face communication with the Dream Catcher employees and record all the feedback from them. Thus, each of us has to deal with Dream Catcher employees individually.
Furthermore, each of us is responsible to search out ten relevant articles (foreign and local) and analyst five study cases which consistence with our CSR project. After that, we discuss together and select the most suitable articles and study cases for our CSR project while during our group meeting. In addition, I’m also taking responsible to give suggestions or solutions for the insufficient benefits towards employee with disability.
Other than that, each of us also need to select and elaborate one appropriate types of operational processes/system which we consider need to integrate and use in developing an innovation to particular aspects of Dream Catcher Sdn Bhd. Me myself have been assigned to evaluate and explain the lean management operational processes for Dream Catcher Sdn Bhd. To make our project become more precise and clear each of us also need to choose and explain an improvement tool for our CSR project. As a problems solution manager, I’m choosing to drawn a fishbone diagrams to outlines the five weakness and solutions which we had identify during out group discussion.
Lastly, our whole group had conducted three more groups meeting to design and create our poster and web blog. Each of us had spoke out our own ideas and suggestion while in designing our poster and web blog and later we come out our final poster and web blog. All of us had executed our own obligation by following our schedule and we are successful completed our CSR project on time.
Boey Kuan Kee
My role for this revolution group is Creative/Presentation Manager. At the beginning, I was assigned to find 10 articles from local newspaper concerning disable employees throughout the year or 2000 – 2007. After successfully searching the articles, I have done one case study about the Royal Selangor company accomplished their corporate social responsibility.
Besides that, I had done two weaknesses and two solutions for a company name Dream Catcher on their beneficial to their disable employees. Cream Catcher is a company that located in Crystal Suite that hired a few disable workers. We eventually make an appointment with the manager and went up for a short interview to understand more on their department.
I have done Total Quality Management too. Inside the content of TQM, I try to put in as many contents as I can about TQM. Under TQM subtitles are diagram for Plan-Do-Act-Control, ISO and so on.
I have created a web blog too. With the web blog I have upload our progress project. I was responsible for decorating and editing the web as I am a Creative/Presentation Manager. After my team members finished goods I will start uploading them to the web for our lecture’s reference.
As for the digital poster, I have played my part in contributing idea and ways to make it look more attractive. As to finalize everything, our group usually set a meeting to edit the printout and to discuss about things to be uploaded to web blog.
Goh Xue Lee
The topic of our group’s CSR project is “Access for People with Disabilities”. There are three components under this project which are Component I: Mapping Trend, Component II: Developing and Component III: Project Deliverables. All components have been followed up on time. Each of our group members has been held by a position, whilst I am the editor in this project.
First of all, I find 10 quality articles which are related to our topic-“Access for People with Disabilities” from the local business-related magazine- Malaysian Business via internet. After that, we select 20 best-quality articles ranging from the year 2000 till present and 5 good case studies from the combination of all members’ articles and case studies. We start to do research and choose an organization which we would like to propose innovation to its processes from Corporate Social Responsibilities (CSR) perspectives based on the topic chosen above. We decide to select Dream Catcher Consulting Sdn Bhd as the organization. After going through discussion then we come out a questionnaire which go into narrow topic in “Access for People with Disabilities”. We also prepare five questions to be asked in the interview. I go through and study the company’s profile and background before go for an interview so that we know more about the company’s background and its operations in-depth. We interview the Operations Manager of Dream Catcher Consulting Sdn Bhd at Crystal Suite.
After interviewing with Dream Catcher Consulting Sdn Bhd Operations Manager, we obtained an understanding of the company in the process of the employment of people with disabilities. We then identify and analyze the weaknesses of Dream Catcher Consulting Sdn Bhd from CSR perspectives based on the employment of people with disabilities perspective. We noticed that the welfare provided by the company towards the people with disabilities is insufficient. We realize that Dream Catcher’s operation flow has few weaknesses. From the weaknesses that we get, we have gone through discussion and research to find out some solutions to overcome the weaknesses. The weaknesses include of insufficient facilities provided for the PWD in the workplace, no involvemnt in giving charity for the disabled people, weaknesses in emplyment policies and practise, Insufficient benefit towards PWD, and the gap between the PWD with colleges. In this part, I responsible to provide a solution to the first weakness: insufficient facilities towards People with Disabilities (PWDs). In my opinion, I feel that the company should provide new facilities, best suitable equipments that allow movement of people and goods in and around new or refurbished buildings to PWDs, specific parking lots, proper working desks and chairs which are suitable to PWDs, rail/bus/commuter facilities and services must be readily available and accessible to people with disabilities.
Next, I choose the value creation as the operational processes and concepts which I would like to integrate and use in developing an innovation to its processes from CSR perspectives based on the employment of people with disabilities. In order to link the solutions to the operational process-value creation (how the solutions provided create value to Dream Catcher Consulting Sdn Bhd), I have to review all members’ recommended solutions with link to the others three operational processes/system and concepts. After that, I come out with a conclusion and completed designed House of Quality with the recommended solutions. As we know, the House of Quality provides several benefits. I design it to summarize the recommended solutions to Dream Catcher Consulting Sdn Bhd to improve the weaknesses of employment of people with disabilities. It will also help the company improving its reputation as the company pays more concern in CSR perspectives.
As an editor, I review and check the progress report so that the provided information is on the trend. I also have to make sure that the format of the project is consistent with the instructions given by coach and there are no any misstatements and grammatical error.
Before come to the end, we meet once to design the digital poster and update our web log by uploading the updated information. We are faithfully completing our CSR project on time as the entire group members are put more effort and finish their tasks on time. This is such an effectiveness and efficiency way to smooth the flow of the project.
Finally, I also want to thank to our coach for helping and advising us by providing many appreciated suggestions and improvement towards our CSR project. Thank you, Dr. Ellisha.
My name is ANG BEE FENG. I am the manager of our CSR project. As a manager, my duties is to manage the activities throughout the whole project to make sure that these activities are carried out in time and to ensure our project will be completed on time. Since the due date of the project were set by our Coach: Dr.Ellisha, I used backward scheduling to determine the start date and to manage the time available for us to allocate to each activities. I realized that the time available to us is limited so our group had decided to meet at least once a week for our CSR project during our first meeting. After discussing with my group members, we segregate the duties in four areas, Manager, Editor, Creative/Presentation manager, and Solutions-based Idea Manager. I am the manager of this CSR-Project.
Starting from articles finding, each of us was responsible to find 10 articles and 2 case studies. After that, we come out with 20 articles range from year 2000 to 2007 and 5 case studies that we think are most suitable to show the trends on the topic of our CSR-Project and included them in our project. After reviewing and analyzing the 20 articles and the case studies, I wrote a summary to describe the trends happening within the local and international scene with respect to our CSR topic.
We chosen Dream Catcher Consulting Sdn Bhd as our study company decided to propose it with the solutions model to its processes from CSR-perspective. We discussed and prepared one set of questionnaire for interview purpose by narrowing the area of our study by focusing on the field of “Employment of People with Disabilities” because we think that we should be more specific in our investigation. After that, we made an appointment and interviewed with the organization at Crystal Suit obtain more understanding of it operation in depth. Based on the information we get from interview, we analyzed the organization policies in respect to our topic and finally we identified there are 5 weaknesses regarding to the issues of “Employment of People with Disabilities” as we mentioned in our project. We discuss and assigned the weaknesses to our group members with one for each of them. And I was responsible to analyze weakness 3 (Weaknesses in Employment Policies and Practice) in depth and to provide a solution model and recommendations on the organization’s employment policies.
In order to provide make it easier for understanding the employment process of the organization, I decided to establish three types of improvement tools (in diagram) which i think is more suitable to support and describe the organization’s policies in respect to our topic. They are “Service Blueprint”, “Fishbone Diagram”, and “House of Quality”. I assigned “Fishbone Diagram” and “House of Quality” to two of my group members and I was responsible to develop the “Service Blueprint”. I prepared two set of service blue printing to differentiate the model of the existing system and the expected system of the employment process of the organization after adapting the recommended improvement solution model. They are “As-Is” Blueprint and the “Should-be” Blueprint. I use the “As-Is” Blueprint to analyze the non value-adding steps and potential failure in the existing employment process of the organization. Though, the “Should-Be” Blueprint is used to provide a guide for improving the process and to show the system improvement after introducing the solution model in the employment process.
After we complete all the elements required, we combine and edit the report in a standard format. Finally, we were processed to the design of the digital poster for our CSR-Project and decided all the contents and elements that we wish to include in our web log, we passed the draft of the poster for one of our group member for her to develop the digital poster. However, there was a new standard given by our coach regarding to our poster and the web log components. We realized that the poster that we designed was not fulfilling the standard and we need another new poster.
Because there was time constraint for us to meet and design the poster, I was responsible to design and develop a new poster that including all the components that needed by our coach. Finally, I completed the poster on time and printed it out. I passed it to my group member so that she can upload it on our web log.
Hew Yoke Sun
I’m Hew Yoke Sun, whom have served as Solution Based-Idea Manager in this CSR project. It is a quite challenging obligation for me. It is because it involved some of the difficult tasks which I never experience before such as I need to study and analysis the problems which we had identify during our meeting before and identify adequate ways to solve the problems and finally discuss with the group member in order to select the best solution for the problems.
Before conducting the interview with Dream Catcher Manager, our group had review the company profile and identifies some relevant questions to quest the Manager during the interview session. Besides, we also had conducts a short survey by having a simple face to face communication with the Dream Catcher employees and record all the feedback from them. Thus, each of us has to deal with Dream Catcher employees individually.
Furthermore, each of us is responsible to search out ten relevant articles (foreign and local) and analyst five study cases which consistence with our CSR project. After that, we discuss together and select the most suitable articles and study cases for our CSR project while during our group meeting. In addition, I’m also taking responsible to give suggestions or solutions for the insufficient benefits towards employee with disability.
Other than that, each of us also need to select and elaborate one appropriate types of operational processes/system which we consider need to integrate and use in developing an innovation to particular aspects of Dream Catcher Sdn Bhd. Me myself have been assigned to evaluate and explain the lean management operational processes for Dream Catcher Sdn Bhd. To make our project become more precise and clear each of us also need to choose and explain an improvement tool for our CSR project. As a problems solution manager, I’m choosing to drawn a fishbone diagrams to outlines the five weakness and solutions which we had identify during out group discussion.
Lastly, our whole group had conducted three more groups meeting to design and create our poster and web blog. Each of us had spoke out our own ideas and suggestion while in designing our poster and web blog and later we come out our final poster and web blog. All of us had executed our own obligation by following our schedule and we are successful completed our CSR project on time.
Boey Kuan Kee
My role for this revolution group is Creative/Presentation Manager. At the beginning, I was assigned to find 10 articles from local newspaper concerning disable employees throughout the year or 2000 – 2007. After successfully searching the articles, I have done one case study about the Royal Selangor company accomplished their corporate social responsibility.
Besides that, I had done two weaknesses and two solutions for a company name Dream Catcher on their beneficial to their disable employees. Cream Catcher is a company that located in Crystal Suite that hired a few disable workers. We eventually make an appointment with the manager and went up for a short interview to understand more on their department.
I have done Total Quality Management too. Inside the content of TQM, I try to put in as many contents as I can about TQM. Under TQM subtitles are diagram for Plan-Do-Act-Control, ISO and so on.
I have created a web blog too. With the web blog I have upload our progress project. I was responsible for decorating and editing the web as I am a Creative/Presentation Manager. After my team members finished goods I will start uploading them to the web for our lecture’s reference.
As for the digital poster, I have played my part in contributing idea and ways to make it look more attractive. As to finalize everything, our group usually set a meeting to edit the printout and to discuss about things to be uploaded to web blog.
Goh Xue Lee
The topic of our group’s CSR project is “Access for People with Disabilities”. There are three components under this project which are Component I: Mapping Trend, Component II: Developing and Component III: Project Deliverables. All components have been followed up on time. Each of our group members has been held by a position, whilst I am the editor in this project.
First of all, I find 10 quality articles which are related to our topic-“Access for People with Disabilities” from the local business-related magazine- Malaysian Business via internet. After that, we select 20 best-quality articles ranging from the year 2000 till present and 5 good case studies from the combination of all members’ articles and case studies. We start to do research and choose an organization which we would like to propose innovation to its processes from Corporate Social Responsibilities (CSR) perspectives based on the topic chosen above. We decide to select Dream Catcher Consulting Sdn Bhd as the organization. After going through discussion then we come out a questionnaire which go into narrow topic in “Access for People with Disabilities”. We also prepare five questions to be asked in the interview. I go through and study the company’s profile and background before go for an interview so that we know more about the company’s background and its operations in-depth. We interview the Operations Manager of Dream Catcher Consulting Sdn Bhd at Crystal Suite.
After interviewing with Dream Catcher Consulting Sdn Bhd Operations Manager, we obtained an understanding of the company in the process of the employment of people with disabilities. We then identify and analyze the weaknesses of Dream Catcher Consulting Sdn Bhd from CSR perspectives based on the employment of people with disabilities perspective. We noticed that the welfare provided by the company towards the people with disabilities is insufficient. We realize that Dream Catcher’s operation flow has few weaknesses. From the weaknesses that we get, we have gone through discussion and research to find out some solutions to overcome the weaknesses. The weaknesses include of insufficient facilities provided for the PWD in the workplace, no involvemnt in giving charity for the disabled people, weaknesses in emplyment policies and practise, Insufficient benefit towards PWD, and the gap between the PWD with colleges. In this part, I responsible to provide a solution to the first weakness: insufficient facilities towards People with Disabilities (PWDs). In my opinion, I feel that the company should provide new facilities, best suitable equipments that allow movement of people and goods in and around new or refurbished buildings to PWDs, specific parking lots, proper working desks and chairs which are suitable to PWDs, rail/bus/commuter facilities and services must be readily available and accessible to people with disabilities.
Next, I choose the value creation as the operational processes and concepts which I would like to integrate and use in developing an innovation to its processes from CSR perspectives based on the employment of people with disabilities. In order to link the solutions to the operational process-value creation (how the solutions provided create value to Dream Catcher Consulting Sdn Bhd), I have to review all members’ recommended solutions with link to the others three operational processes/system and concepts. After that, I come out with a conclusion and completed designed House of Quality with the recommended solutions. As we know, the House of Quality provides several benefits. I design it to summarize the recommended solutions to Dream Catcher Consulting Sdn Bhd to improve the weaknesses of employment of people with disabilities. It will also help the company improving its reputation as the company pays more concern in CSR perspectives.
As an editor, I review and check the progress report so that the provided information is on the trend. I also have to make sure that the format of the project is consistent with the instructions given by coach and there are no any misstatements and grammatical error.
Before come to the end, we meet once to design the digital poster and update our web log by uploading the updated information. We are faithfully completing our CSR project on time as the entire group members are put more effort and finish their tasks on time. This is such an effectiveness and efficiency way to smooth the flow of the project.
Finally, I also want to thank to our coach for helping and advising us by providing many appreciated suggestions and improvement towards our CSR project. Thank you, Dr. Ellisha.
Thursday, March 6, 2008
Case Study
Case Study for Royal Selangor Company
As we can see from the Royal Selangor Company, this organization had offered free time job from their website under corporate accounts. Those who are interested can enroll themselves to be part time worker with the company. Although this company offered a very simple job, but they do have benefits not only for the public but also for the disable people as well.
According to the job description, it is easy to be qualified working with them through affiliate programmed. The company requires the affiliate workers to own a website, a computer and an internet service. This criterion can easily qualify any disable person because the jobs do not need any physical strength. Thus, disable people can sign up for the job and earn their living through online working. Although the earning might seem a little bit low, but the disable can take it as an extra income. They will get their pay every three months depending on how many products they have sell. However, the payment will be raise from time to time if you hit the quotas.
No set up fees are required. Moreover, the company will provide the workers with guidance. They can approach the customer’s service personnel to find out more information and all this procedure can be done at home. The convenience that the company gives is simply amazing. They have done their part in corporate social responsibility by offering jobs to the disable as well. They do not limit their workers in affiliate programmed and by doing so many disable people can start joining and start their roles immediately.
Case Study of Perspectiva
From the case study of Independent Living Institute, we are clearly understand that Regional Society of Disable People ‘Perspektiva’ is one of the organization which active in helping people with disabilities.
Perspektiva aims to promote independence and an improved quality of life for disabled people in the Russian community and is committed to:
(1)supporting grassroots disability organizations in Russia and CIS working for equal rights and an improved quality of life for people with disabilities;
(2) assisting disabled people to acquire new skills and knowledge in living independently and in becoming fully participating members of society;
(3) changing misconceptions and negative attitudes about disabled people and breaking down physical and psychological barriers through public awareness education.
Every 2 years Perspektiva holds International Disability Awareness Film Festival "Breaking Down Barriers" in Moscow. The Festival which took place on November 11-14, 2004 at the Salyut Film Theater that is supported by the Moscow Department of Culture. This project was jointly carried out with the Moscow Mayor’s office, the Russian Ministry of Culture and other local and partner disability NGOs. The festival showcased 112 films: features, documentaries, public service announcements and animation. The films from over 20 countries, including Russia, the US, Canada, Iran, Georgia, France, Hungary and India, competed for 14 awards . The awards were selected by a distinguished jury of Russian film makers and critics, chaired by the documentary film maker Sergei Govorukhin
Besides, they had also launch their activities by focusing in 3 areas:
(1) "Protecting the Human and Legal Rights of Russians with Disabilities" Project, implemented in Moscow and several Russian cities;
(2) promoting employment opportunities for disabled people in Moscow and several other Russian cities;
(3) "International Network of Disabled Youth Activist Teams Promoting Equal Access to Education" Project, implemented in two Russian regions as well as in Armenia, Azerbaijan and Uzbekistan.
Their non governmental, non-profit, organization works at the international level and they also consider themselves as part of the international Independent Living and Disability Rights Movement. Their organization is mainly run, controlled and represented by disabled people. They have expertise, or are interested in cooperating with other organizations, in the areas of strengthening the organizational capacity of disability organizations through leadership training, youth empowerment programs, disability rights and advocacy projects aimed at disabled youths.
Lastly, they may be able to refer disabled persons to wheelchair accessible housing or transportation or other services in their city. They have traineeships or volunteer positions that people with disabilities are welcome to apply for and the positions are open to applicants from abroad.
Cleveland Police
Cleveland Police can be an organization which has a comprehensive strategy for employment of people with disabilities. They recognize that their staffs are their most important asset and therefore have procedures in place to ensure that all staff are treated fairly.
They aim is to become an employer of choice for disabled people and wish to demonstrate that they are an organization where disabled people are retained and promoted as key contributing employees.
According to them, an effective Disability Equality Scheme not only needs to apply the General Duty to the services it provides, but must also employ the same principles to managing its own workforce. The way in which they recruit and treat their own staff is paramount if they are to meet the challenge of inspiring confidence. Positive achievements in this area will not only send out a clear message of our determination to succeed but will also help us to better reflect the communities we police.
They will continue to ensure that disabled people are valued, and create an environment where there is a strong sense of belonging, dignity and respect. In line with the social model of disability, they will look at the strengths of the individual when making decisions on reasonable adjustments, employment, training and career development. They will continue to recognize that each individual has different needs and make every effort to identify and remove any barriers that may prevent them from achieving their full potential.
As a result, they have a clear picture of their employment structures and composition. One important aspect of obtaining a full picture is to ensure there are sound information gathering systems to capture information about the recruitment, development, progression and retention of all of their disabled employees
They aim to encourage an increase in the level of job applicants with a disability who view Cleveland Police as a true option. Besides, the organization also has an IT version of the Joint Employers Forum and Home Office booklet ‘Welcoming Disabled Customers.’ This resource is licensed for three years and will be updated accordingly. By placing this resource on their force intranet system they will be providing an accessible and lively introduction to all staff. The booklet sets out the experiences and preferences of disabled customers, offers practical advice on how to offer quality service to disabled customers an is SCORN compliant i.e. the number of staff using the e-learning package can be calculated. A useful addition that they have added to this resource is the inclusion of a covering page that their Disability Equality Scheme and in particular the General Duties.
Case study of Lembaga Bangunan BAKTI Siti Hasmah (LPBBSH)
The Malaysian Information Network on Disabilities (MIND) was first mooted in October 2004, by the Lembaga Bangunan BAKTI Siti Hasmah (LPBBSH) under the leadership of YABhg. Tun Dr. Siti Hasmah Hj Mohd Ali, as one of its primary welfare activities within the building of BBSH. In keeping with BAKTI's second objective i.e. `TO ORGANIZE SUITABLE CHARITABLE PROGRAMMES', MIND was set up to meet the information needs of people with disabilities (PWD) so they can lead useful lives as Malaysian citizens whilst we progress into a developed nation as envisioned by our leaders.
Dato’ Dr Zaliha Omar who was then the Head of the Medical Rehabilitation Unit, University of Malaya Medical Centre was appointed as the Honorary Consultant and project leader, by virtue of her expertise in Rehabilitation Medicine and her extensive experience working alongside PWD. Information gathering and dissemination had been a regular paired activity at the premier Rehabilitation Medicine Facility for over 20 years.
In fact, it had played a very important role in meeting the needs of the exponentially growing population of patients with disabilities who are being managed there. What started off as a hand-written `555’ booklet with oversimplified information on patients needing rehabilitation aids and assistance, matched against potential donors and volunteers, in 1984, gradually grew into a hard copy collection of potentially useful information on a wide spectrum of diverse needs of people with disabilities, their families and their careers.
By 1999, much needed disability-related information had been gathered but it was no longer manageable manually. At that timely moment, Mr. Liew Chee Keong who was paralysed below the neck, who had acquired computer skills, offered to volunteer and work on a computerise version of an information collection and provision system that would provide opportunities for people with disabilities to improve and sustain their quality of life. Persistence, perseverance and patience with the daunting and challenging task finally paid off when BAKTI appointed Dato' Dr. Zaliha Omar as the project leader. It was then that she rapidly drew on the enthusiasm of her eager volunteers who were of diversed background, to start building up MIND.
In aspect of Vision, The Malaysian Information Network on Disabilities (MIND) is established to enable Malaysians with disabilities and their families to enhance their quality of life through having access to Information and Communication Technology (ICT) related to healthcare, rehabilitation, education, employment, adaptive technologies and equipment, transportation, barrier-free environment, government and non-government assistance, etc. and to contribute to ICT advancement. While it’s Mission is to promote, participate in and monitor the implementation of the state-of-the-art ICT relevant to people with disabilities (PWD) in Malaysia.
As we can see from the Royal Selangor Company, this organization had offered free time job from their website under corporate accounts. Those who are interested can enroll themselves to be part time worker with the company. Although this company offered a very simple job, but they do have benefits not only for the public but also for the disable people as well.
According to the job description, it is easy to be qualified working with them through affiliate programmed. The company requires the affiliate workers to own a website, a computer and an internet service. This criterion can easily qualify any disable person because the jobs do not need any physical strength. Thus, disable people can sign up for the job and earn their living through online working. Although the earning might seem a little bit low, but the disable can take it as an extra income. They will get their pay every three months depending on how many products they have sell. However, the payment will be raise from time to time if you hit the quotas.
No set up fees are required. Moreover, the company will provide the workers with guidance. They can approach the customer’s service personnel to find out more information and all this procedure can be done at home. The convenience that the company gives is simply amazing. They have done their part in corporate social responsibility by offering jobs to the disable as well. They do not limit their workers in affiliate programmed and by doing so many disable people can start joining and start their roles immediately.
Case Study of Perspectiva
From the case study of Independent Living Institute, we are clearly understand that Regional Society of Disable People ‘Perspektiva’ is one of the organization which active in helping people with disabilities.
Perspektiva aims to promote independence and an improved quality of life for disabled people in the Russian community and is committed to:
(1)supporting grassroots disability organizations in Russia and CIS working for equal rights and an improved quality of life for people with disabilities;
(2) assisting disabled people to acquire new skills and knowledge in living independently and in becoming fully participating members of society;
(3) changing misconceptions and negative attitudes about disabled people and breaking down physical and psychological barriers through public awareness education.
Every 2 years Perspektiva holds International Disability Awareness Film Festival "Breaking Down Barriers" in Moscow. The Festival which took place on November 11-14, 2004 at the Salyut Film Theater that is supported by the Moscow Department of Culture. This project was jointly carried out with the Moscow Mayor’s office, the Russian Ministry of Culture and other local and partner disability NGOs. The festival showcased 112 films: features, documentaries, public service announcements and animation. The films from over 20 countries, including Russia, the US, Canada, Iran, Georgia, France, Hungary and India, competed for 14 awards . The awards were selected by a distinguished jury of Russian film makers and critics, chaired by the documentary film maker Sergei Govorukhin
Besides, they had also launch their activities by focusing in 3 areas:
(1) "Protecting the Human and Legal Rights of Russians with Disabilities" Project, implemented in Moscow and several Russian cities;
(2) promoting employment opportunities for disabled people in Moscow and several other Russian cities;
(3) "International Network of Disabled Youth Activist Teams Promoting Equal Access to Education" Project, implemented in two Russian regions as well as in Armenia, Azerbaijan and Uzbekistan.
Their non governmental, non-profit, organization works at the international level and they also consider themselves as part of the international Independent Living and Disability Rights Movement. Their organization is mainly run, controlled and represented by disabled people. They have expertise, or are interested in cooperating with other organizations, in the areas of strengthening the organizational capacity of disability organizations through leadership training, youth empowerment programs, disability rights and advocacy projects aimed at disabled youths.
Lastly, they may be able to refer disabled persons to wheelchair accessible housing or transportation or other services in their city. They have traineeships or volunteer positions that people with disabilities are welcome to apply for and the positions are open to applicants from abroad.
Cleveland Police
Cleveland Police can be an organization which has a comprehensive strategy for employment of people with disabilities. They recognize that their staffs are their most important asset and therefore have procedures in place to ensure that all staff are treated fairly.
They aim is to become an employer of choice for disabled people and wish to demonstrate that they are an organization where disabled people are retained and promoted as key contributing employees.
According to them, an effective Disability Equality Scheme not only needs to apply the General Duty to the services it provides, but must also employ the same principles to managing its own workforce. The way in which they recruit and treat their own staff is paramount if they are to meet the challenge of inspiring confidence. Positive achievements in this area will not only send out a clear message of our determination to succeed but will also help us to better reflect the communities we police.
They will continue to ensure that disabled people are valued, and create an environment where there is a strong sense of belonging, dignity and respect. In line with the social model of disability, they will look at the strengths of the individual when making decisions on reasonable adjustments, employment, training and career development. They will continue to recognize that each individual has different needs and make every effort to identify and remove any barriers that may prevent them from achieving their full potential.
As a result, they have a clear picture of their employment structures and composition. One important aspect of obtaining a full picture is to ensure there are sound information gathering systems to capture information about the recruitment, development, progression and retention of all of their disabled employees
This approach will assist in:
- Making sure that disabled people who meet the essential minimum requirements for jobs are interviewed;
- Making reasonable adjustments to the working environment to allow disabled applicants to be appointed;
- Making sure that practical support is given to employees who develop a disability continue to support our in-house Disability Network ;
- Making sure that recruitment staff are suitably trained ;
- Taking Positive Action where appropriate ;
They aim to encourage an increase in the level of job applicants with a disability who view Cleveland Police as a true option. Besides, the organization also has an IT version of the Joint Employers Forum and Home Office booklet ‘Welcoming Disabled Customers.’ This resource is licensed for three years and will be updated accordingly. By placing this resource on their force intranet system they will be providing an accessible and lively introduction to all staff. The booklet sets out the experiences and preferences of disabled customers, offers practical advice on how to offer quality service to disabled customers an is SCORN compliant i.e. the number of staff using the e-learning package can be calculated. A useful addition that they have added to this resource is the inclusion of a covering page that their Disability Equality Scheme and in particular the General Duties.
Case study of Lembaga Bangunan BAKTI Siti Hasmah (LPBBSH)
The Malaysian Information Network on Disabilities (MIND) was first mooted in October 2004, by the Lembaga Bangunan BAKTI Siti Hasmah (LPBBSH) under the leadership of YABhg. Tun Dr. Siti Hasmah Hj Mohd Ali, as one of its primary welfare activities within the building of BBSH. In keeping with BAKTI's second objective i.e. `TO ORGANIZE SUITABLE CHARITABLE PROGRAMMES', MIND was set up to meet the information needs of people with disabilities (PWD) so they can lead useful lives as Malaysian citizens whilst we progress into a developed nation as envisioned by our leaders.
Dato’ Dr Zaliha Omar who was then the Head of the Medical Rehabilitation Unit, University of Malaya Medical Centre was appointed as the Honorary Consultant and project leader, by virtue of her expertise in Rehabilitation Medicine and her extensive experience working alongside PWD. Information gathering and dissemination had been a regular paired activity at the premier Rehabilitation Medicine Facility for over 20 years.
In fact, it had played a very important role in meeting the needs of the exponentially growing population of patients with disabilities who are being managed there. What started off as a hand-written `555’ booklet with oversimplified information on patients needing rehabilitation aids and assistance, matched against potential donors and volunteers, in 1984, gradually grew into a hard copy collection of potentially useful information on a wide spectrum of diverse needs of people with disabilities, their families and their careers.
By 1999, much needed disability-related information had been gathered but it was no longer manageable manually. At that timely moment, Mr. Liew Chee Keong who was paralysed below the neck, who had acquired computer skills, offered to volunteer and work on a computerise version of an information collection and provision system that would provide opportunities for people with disabilities to improve and sustain their quality of life. Persistence, perseverance and patience with the daunting and challenging task finally paid off when BAKTI appointed Dato' Dr. Zaliha Omar as the project leader. It was then that she rapidly drew on the enthusiasm of her eager volunteers who were of diversed background, to start building up MIND.
In aspect of Vision, The Malaysian Information Network on Disabilities (MIND) is established to enable Malaysians with disabilities and their families to enhance their quality of life through having access to Information and Communication Technology (ICT) related to healthcare, rehabilitation, education, employment, adaptive technologies and equipment, transportation, barrier-free environment, government and non-government assistance, etc. and to contribute to ICT advancement. While it’s Mission is to promote, participate in and monitor the implementation of the state-of-the-art ICT relevant to people with disabilities (PWD) in Malaysia.
This project also holds five objectives such as follows:-
- Availability - to promote the use of computers amongst PWD for networking within the Malaysian community and beyond
- Accessibility - to facilitate access to health-care, rehabilitation, education, vocational and social services relevant to the needs of PWD and their families
- Awareness - to make society at large aware of the existence of PWD amidst them, who deserve to lead a quality life like everyone else, through ICT
- Acceptability - to change perceptions and attitudes of members of society on PWD towards acceptance that they are potentially useful members of society, given the opportunity to do so, particularly through ICT
- Adequacy - to identify relevant international websites suitable for PWD and "glocalise" them to enhance the quality of life of Malaysians with disabilities and their families.
The Malaysian Information Network on Disabilities (MIND)’s goals are:-
- To promote community involvement in enhancing the quality of life for PWD and their families through ICT
- To support and sustain efforts by MIND to establish a sound computing network system for PWD and their families
- To increase knowledge on ICT for PWD and their families as well as health-care, rehabilitation and social-care providers
- To facilitate informational access to health-care, rehabilitation, education, vocational and social services for PWD-related care services
- To promote linguistic proficiency in English language so that PWD and their care-providers can effectively access MIND and its linkages which are in the English language.
MIND has four strategies which are:- - To make life for PWD as comfortable and joyful as possible through the influence of information on relevant authorities e.g. to make public transportation accessible to everyone, regardless of disability
- To promote MIND activities in the community-based-rehabilitation (CBR) projects
- To solicit volunteers of diversed background to join the MIND team in developing and sustaining the BAKTI-MIND project
- To sustain the efficient management of MIND which will continue to be relevant to the needs of PWD and their families as well as providers of health-care, rehabilitation, education, vocational, and social-care services.
Case Study for HSBC Canada
HSBC is committed to making connections with organizations supporting persons with disabilities to increase referrals of qualified candidates. They continue their initiatives to increase relationships and share information about working at HSBC.
Their intranet houses a policy and Employee Guide on Workplace Accommodations. A central budget continues to support workplace accommodations, and HR works closely with their Real Estate, Purchasing and Technology groups on accommodations issues.
A ten-position complement pool focused on hiring persons with disabilities and aboriginal people is centrally maintained to facilitate integration into permanent positions, and encourage hiring of candidates from sources identified through our diversity hiring resources.
HSBC is a member of the Business Advisory Council for Douglas College – Opportunities Enabled Program, which trains motivated people with physical disabilities for a computer based career, with support from IT businesses. The BAC membership is comprised of IT executives including their HTS business who get involved with student interview selection, continuous curriculum review, and internship placements, etc.
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