Is the number of persons with disabilities employed by the state both calculated and published?

Explanation

While the question is about the availability of this figure, the figure itself is also important. If such a figure is available, please provide it, together with a source and, if possible, an internet link.

In detail

Summary

45% of respondents replied negatively, claiming statistics of persons with disabilities employed by the state are neither calculated nor published. The barriers preventing this include:

  • Inconsistent statistics and lack of initiatives for implementation: there is often no government requirement or system in place to collect and produce employment, a lack of cooperation between ministries to produce statistics or timeframes to complete surveys
  • Distortion and disharmonised of statistics: statistics on employment rely on registration/Status of those who are registered only (i.e: “worker with disability”, legally qualified as having a disability through a medical Certificate. There are also clashes between federal, regional statistical databases which are based on different definitions of disability which weigh on the bias of data.
  • Unofficial or publically unavailable: statistics on employment are often only available on request or available from other unofficial sources
Comments

“Employment statistics is a supplement to the labour force survey, from which employment rate in the state sector could be estimated. But there is no registration as such of disabled employees.” (Jan Tøssebro, CEO, NTNU Social Research, Norway)

“There is a book annual census but inaccurate and unclear and does not give comprehensive or accurate information. […] the statistics unfortunately do not include people who have been employed as people without disabilities and for reasons of health or work accidents or other became disabled and continuing in their work. Neither do they include a percentage clear of persons with disabilities in the private and mixed employment sector and there is no legislation requiring private employers to integrate people with disabilities in the private sector did not rate so obvious determine.” (Manal Al Ashwal, President, Al Saeeda Society for the Care and Rehabilitation of Deaf Girls, member of DPI, Yemen)

CRPD Article

Article 27- Work and Employment

“1. States Parties recognize the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities. States Parties shall safeguard and promote the realization of the right to work, including for those who acquire a disability during the course of employment, by taking appropriate steps, including through legislation, to, inter alia:

a) Prohibit discrimination on the basis of disability with regard to all matters concerning all forms of employment, including conditions of recruitment, hiring and employment, continuance of employment, career advancement and safe and healthy working conditions;

b) Protect the rights of persons with disabilities, on an equal basis with others, to just and favourable conditions of work, including equal opportunities and equal remuneration for work of equal value, safe and healthy working conditions, including protection from harassment, and the redress of grievances;

c) Ensure that persons with disabilities are able to exercise their labour and trade union rights on an equal basis with others;

d) Enable persons with disabilities to have effective access to general technical and vocational guidance programmes, placement services and vocational and continuing training;

e) Promote employment opportunities and career advancement for persons with disabilities in the labour market, as well as assistance in finding, obtaining, maintaining and returning to employment;

f) Promote opportunities for self-employment, entrepreneurship, the development of cooperatives and starting one’s own business;

g) Employ persons with disabilities in the public sector;

h) Promote the employment of persons with disabilities in the private sector through appropriate policies and measures, which may include affirmative action programmes, incentives and other measures;

i) Ensure that reasonable accommodation is provided to persons with disabilities in the workplace;

j) Promote the acquisition by persons with disabilities of work experience in the open labour market;

k) Promote vocational and professional rehabilitation, job retention and return-to-work programmes for persons with disabilities.

2. States Parties shall ensure that persons with disabilities are not held in slavery or in servitude, and are protected, on an equal basis with others, from forced or compulsory labour.”

(UN Convention on the Rights of Persons with Disabilities)

Article 31- Statistics and Data Collection

“1. States Parties undertake to collect appropriate information, including statistical and research data, to enable them to formulate and implement policies to give effect to the present Convention. The process of collecting and maintaining this information shall:

a) Comply with legally established safeguards, including legislation on data protection, to ensure confidentiality and respect for the privacy of persons with disabilities;

b) Comply with internationally accepted norms to protect human rights and fundamental freedoms and ethical principles in the collection and use of statistics.

2. The information collected in accordance with this article shall be disaggregated, as appropriate, and used to help assess the implementation of States Parties’ obligations under the present Convention and to identify and address the barriers faced by persons with disabilities in exercising their rights.

3. States Parties shall assume responsibility for the dissemination of these statistics and ensure their accessibility to persons with disabilities and others.”

(UN Convention on the Rights of Persons with Disabilities)