More than three-quarters of Hong Kong companies have never employed young people with special needs, according to a survey conducted by the Hong Kong Federation of Youth Groups. The survey revealed that 76.5% of firms polled had never hired youngsters with special education needs, but 74.4% expressed an interest in doing so in the future. This indicates that while there is a willingness among companies to hire individuals with special needs, there are barriers that prevent them from doing so.
One of the main concerns cited by companies that have not hired youth with special needs is the perceived need for additional time and training efforts that may be unfamiliar to human resources departments. Miranda Wong Ho-yee, a supervisor in partnership and employment at the federation, explained that companies also worry about whether the jobs available are suitable for these youth. This highlights the need for more support and resources to facilitate the hiring of individuals with special needs.
The survey, which included 102 companies across at least 15 sectors, found that while 78 firms had never hired young people with special education needs, 58 of those firms expressed a willingness to consider recruiting such youth when the opportunity arises. Special education needs in the survey included conditions such as attention deficit hyperactivity disorder, autism spectrum disorder, dyslexia, and speech and language impairments.
To incentivize companies to hire individuals with special needs, firms suggested measures such as prior notice on candidates‘ special needs, tips on work delegation, and regular follow-up action from social workers. Additionally, a collaborative internship program organized with social service organizations was seen as a way to encourage more companies to hire special needs youth.
Employers who have experience hiring workers with special needs emphasized the importance of internship programs, social worker support, and understanding the needs and strengths of each employee. Peann Tam Pui-ying, business development director of social enterprise Eco-Greenergy, highlighted the role of internships in helping companies get to know the needs and strengths of candidates with special needs. Tam emphasized that an internship allows firms to assess whether a candidate is a good fit for the workplace.
Molly Lau Ho-yee, assistant manager in people engagement at ISS Facility Services, shared how social worker support has been crucial in helping her manage employees with special needs. Lau explained the various steps involved in hiring and supporting these employees, emphasizing the need for assistance in managing their progress.
Both Tam and Lau agreed that having a job can provide a significant boost for special needs youth, leading to personal growth and development. Testimonies from staff’s families and former teachers highlighted the positive impact of employment on individuals with special needs.
Paul Wong Wai-ching, associate professor at the University of Hong Kong, emphasized the importance of providing advance notice of a new hire’s special needs to facilitate their integration into the working team. Wong stressed that endorsements from colleagues are also essential, as support from coworkers can help prevent conflicts and ensure a positive work environment for individuals with special needs.
In conclusion, the survey findings highlight the need for more support and resources to facilitate the hiring of individuals with special needs in Hong Kong. By implementing measures such as internship programs, social worker support, and advance notice of candidates‘ special needs, companies can create inclusive and supportive workplaces for individuals with special education needs.