Document Type : Original Article
Authors
- Md Mizanur Rahman 1
- Abg Safuan Adenan 2
- Sharifa Ezat Wan Puteh 3
- Razitasham Safii 2
- Rosalia Saimon 2
- Chen Yoke Yong 4
- Ting Chuong Hock 4
1 Department of Community Medicine and Public Health, Faculty of Medicine and Health Sciences, Universiti Malaysia Sarawak
2 Department of Community Medicine and Public Health Faculty of Medicine and Health Sciences, Universiti Malaysia Sarawak
3 Department of Community Health, Faculty of Medicine, Universiti Kebangsaan Malaysia, Selangor, Malaysia
4 Department of Psychological Medicine, Faculty of Medicine and Health Sciences, Universiti Malaysia Sarawak, Sarawak, Malaysia
Abstract
Background: Integrating people with disabilities into society is the most critical issue of current social policies. Globally, individuals with disabilities have a significantly higher unemployment rate. Socioeconomic research on individuals with Down syndrome is scarce. There is little evidence of their employment issues, and the reasons for their low employment rates are not understood. This study explores the employment drivers for people with Down syndrome in Malaysia from multiple social-ecological contexts. Methods: This research embraced the social constructivism paradigm to correspond to the exploratory nature of the research inquiries. A series of semi-structured online interviews were conducted. Forty-five participants were interviewed: six individuals with Down syndrome, ten family members, six employers and coworkers, 22 community members and one policy maker. The reflexive thematic analysis proposed by Braun and Clarke was employed to generate themes and subthemes using ATLAS Ti. Results: A thematic map was generated that incorporates the enhancers of employment. The themes include (1) individual strength, (2) family support, (3) inclusive workplace, (4) inclusive community, and (5) supportive environment. Conclusion: Securing employment for people with Down syndrome is a multifaceted issue that requires the cooperation of society and employers. It is not solely the responsibility of the individual. The research results could be used by relevant organizations, nongovernmental organizations, and private companies to create more inclusive employment policies.
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