©2014 MOH Holdings Pte Ltd. All rights reserved.

Tan Kwang Cheak

Director, HR and Talent Development MOH Holdings

MOHH’s Experience – Our Formula for Inclusive Hiring

Our Public Healthcare Family

Reflecting on Our Journey Thus Far

Our Journey started from 2013 onwards…

MOHH decided to embark on the inclusive hiring journey

We approached Autism Resource Centre as our partner

We sfarted with hiring of three employees with autism, working, in partnership with ARC

We also approached SPD through SgEnable as our second partner

Hired another three employees with autism and two with hearing impairments

Established HR frameworks for onboarding, management and development

2013

2014

2015

2016

onwards

Facilitated employment of six employees with autism as a clean patrol team within a nursing home.

Explored other opportunities for employment for persons with disabilities within MOHH and in public healthcare areas

Our Approach In Inclusive Hiring

• “Up”: MOHH MD and Senior Management

Providing Guidance and Leadership

• “Down”: Creating awareness, support and

inclusion across the organisation

MOHH

Up

Out

Down

In

• “Out”:

Establishing

strong

partnerships with

external partners

• “In”: Identifying

suitable careers

and working on

job redesign and

HR support

structures

Up: Our journey started with support and guidance from MOHH Senior Management

Support of

“Champions”

within the

Organisation

Out: We benefited from strong partnerships with ARC and SPD, with SgEnable’s Support

Critical Partnership in job and employee identification, job

redesign, training and transition support and continual

support throughout this journey

In: Our journey of providing good careers for Persons with Disabilities is ongoing

Approach

Working with

Divisions and

Partner

(ARC/SPD)

Job

shadowing

by job coach

from partner.

Articulation

of steps and

processes

Partner

identify

suitable

employees for

placement

Offsite

training by

partner’s job

coach and

MOHH leads

Briefings to

teams and

heads.

Preparation of

employees.

Identification

of Mentors

Suitable Job

Role

Identification

Job

Shadowing

and Process

Articulation

Identification

of suitable

employees

Training

on the

role and

processes

Preparation of

Transition

Partnership

Deployment

and

Management

Continued

Partnership

with Job

Coach to

manage

employee

well

1 2 3 4 5 6

Job Level

•Understand their

strengths and character

as individuals

• Review our work and

processes to be

straightforward and

consistent.

• Provide recognition and

praise to them when a

task is completed well, to

keep them motivated

Key

Learning

Points for

Us

Team Level

•Be prepared to invest time,

especially for direct supervisors,

to help them with their job areas

and ensure integration.

• Team to put in effort to ensure

that they are able to integrate

well and to give him the

allowance and space for them to

learn and pick up.

• Mentors identified to help them

– in their Division and from HR

Partner Level

•Our partnership with

the job coaches is

critical. Work closely

with the job coach to

manage them well and

help them perform on

their jobs.

• The journey does not

end with the placement

of the individual but

continues as support

Down: We continue to drive awareness, support and inclusion across MOHH

Awareness

Acceptance

Support

Inclusion

Our Journey continues with our efforts to enhance our Employee Value Proposition

What our

organisation

needs and

values

What we

can offer to

employees

and what

they can

offer

Our Strength in MOH Holdings

Our Business

Value Proposition Our Employee

Value Proposition

Our Focus on An Inclusive and Engaged Workforce

“As employers, we can and should do more to

drive inclusive hiring and provide good careers for persons with disabilities, as they have

abilities to contribute and be part of our inclusive workforce” - MOHH