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DPA, along with other organisations such as AWARE, have documented the prevalence of discrimination – including both direct and indirect forms of discrimination – showing how different forms of discrimination have similar adverse effects on the employment opportunities for persons with disabilities.

The provision of reasonable accommodations throughout the employment cycle are not only key essentials in Singapore’s commitments to the CRPD, and are not only important in addressing the various discriminatory barriers persons with disabilities face, but they also benefit not only persons with disabilities but also other demographics widespread amongst our population, and are thus practical and even affordable given the available grants in the Singapore context.

To provide reasonable accommodations is thus what it means to not discriminate, and therefore the provisions for reasonable accommodations should be included in any anti-discrimination legislation including workplace anti-discrimination legislation.


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