Employment Governance for People with Disabilities: Comparative Study Between Indonesia and Malaysia

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Employment Governance for People with
Disabilities: Comparative Study Between
Indonesia and Malaysia
Utami Dewi
Public Administration Department
Universitas Negeri Yogyakarta
Yogyakarta, Indonesia
utami.dewi@uny.ac.id
Nor Hafizah Mohamed Harith
Faculty of Administrative Science
and Policy Studies
Universiti Teknologi MARA
Shah Alam, Malaysia
norha561@salam.uitm.edu.my
Dwi Harsono
Public Administration Department
Universitas Negeri Yogyakarta
Yogyakarta, Indonesia
dwiharsono@uny.ac.id
Abdul Jalil Mohamed Ali
Faculty of Administrative Science
and Policy Studies
University Teknologi MARA
Shah Alam, Malaysia
ajalil838@salam.uitm.edu.my
Kurnia Nur Fitriana
Public Administration Department
Universitas Negeri Yogyakarta
Yogyakarta, Indonesia
kurnianurfitriana@uny.ac.i
Abstract— People with disabilities in both Indonesia
and Malaysia are facing difficulties in attaining proper
jobs and salaries. This paper aims to examine
employment governance in Indonesia and Malaysia in
comparative perspective. Descriptive qualitative
research method was employed to gather and analyze
the data. To gather data, the researcher used focus
groups discussions, depth interview, observation and
documentation while interactive model of Miles and
Hubermas was employed in analyzing the data. The
informants in this research were the Indonesian
Ministry of Social agency staff, the Ministry of Labour
agency staff, Rehabilitation Center Manager, Yayasan
Saujana staff and disability community. Meanwhile,
data of employment governance in Malaysia were
obtained by documentations and literature reviews. The
research result shown that both Indonesian and
Malaysian government have implemented several
policies and program to increase the equal participation
of people with disabilities in job market. Indonesia have
launched Law No 8/2016 and People with Disabilities
Act 2008 in Malaysia, as the basic guidance for
providing inclusive employment. However, the lack of
law enforcement and negative assumptions among
employer toward disabled workers were becoming the
main hindrances. Malaysia stakeholders were leading in
providing Job Coach and placement for PWDs in
comparison to their Indonesia’s counterparts.
Keywords: employment, governance, people with
disabilities
I. INTRODUCTION
In South East Asian country, the wellbeing of
people with disabilities (PWDs) are still marginalized
though several policies have been implemented to
ensure their equal rights. In Indonesia the number of
PWDs tends to grow each year especially as people
getting older. However, they are excluded from the
society including from the workforce. In Indonesia,
people with disabilities are also less likely to be
employed. Having a mild disability gives a person only
a 64.9 percent chance of being employed relative to a
nondisabled person. For people with more serious
disabilities, that drops to barely more than 10 percent.
They are also more likely to be self-employed, even
though they report difficulties in obtaining access to
credit in order to establish businesses [1]. Moreover,
for those who have had rehabilitation training in
government or community- based training centers, they
often do not achieve good salary in comparison to
nondisabled person. The after-care service evaluation
shows that PWDs only get approximately Rp 400.000
to Rp 700.000 per month, or about 1/3 of the minimum
standard of salary for labour in Indonesia [2]. This is
also experienced by Malaysians disabilities who only
earn about RM 800 when their colleagues get RM
2000 in a month [3]. Hence, people with disabilities in
Indonesia and Malaysia still find discrimination and
unequal rights in the work places.
Based on Survey Penduduk Antar Waktu/SUPAS
(2015), it is about 8.56 % of the Indonesian population
or about 22 millions have any form of disability.
Further, the population of the working age of the
national disability is 21.930.529 and about 414. 222
are unemployed [4]. Meanwhile the actual proportion
of people with disability in Malaysia is not known. The
most recent statistics available from the Department of
Social Welfare Malaysia (DSW), regarding the
categorical number of registered persons with
disabilities, indicates that 1.16% of the total population
Advances in Social Science, Education and Humanities Research, volume 401
International Conference on Educational Research and Innovation (ICERI 2019)
Copyright © 2020 The Authors. Published by Atlantis Press SARL.
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lives with disability, that is, about 314,247 people [5].
According to Ta and Leng [6], in Malaysia,
approximately 8% of the working population live with
disabilities, and they are mainly employed in the
private sector. In 2008, the Malaysian Government
decided that the civil services must allocate 1% of the
available jobs to people with disabilities. With this 1%
quota policy, it was expected that approximately
14,000 job opportunities in the government sector
would have been opened for people with disabilities in
Malaysia [5]. However, 5 years later, this 1% quota has
not been met. The statistics available from the
Department of Social Welfare Malaysia reveals that in
the government sector only 581 people with
disabilities have been employed since 2008 [6]. This
failure in integrating people with disabilities into the
Malaysian workforce has resulted in an estimated loss
in the Gross Domestic Product (GDP) that ranges
between USD $1.68 and US $ 2.38 million [7].
Both Indonesia and Malaysia government
particularly the Ministry of Social Welfare have
attempted to implement policies to encourage equal
opportunities for people with disabilities to involve in
the job market. However, these policies are not enough
in ensuring people with disabilities to obtain proper
jobs and salaries since employment for PWDs is a
complex problem. Employment relates to internal
factors that come from the PWDs and external factors
that may depend on family matters, government
policies and their implementations, private
organizations/ industries, school and rehabilitation or
training institutions, labour markets, and community
assumptions. Internally, disabled people have
difficulty finding jobs because they are not confident
of their capability. Some PWDs think that they cannot
be accepted by the labour market due to their physical
or mental conditions. This problem is even more
complex because families do not let their disabled
family members live far away from the family in order
to find work. Externally, employment for PWDs is a
complicated problem since they are often socially
excluded from labour market and industrial policies.
In Indonesia, some people with disabilities
reported success in obtaining employment but found
current laws and programs not very helpful. There was
no systematic effort to make governmental training
programs effective or to enforce Indonesia’s laws on
disability and employment. Many people with
disabilities experienced a lack of training, education,
and access for obtaining good jobs [1]. Here, the role
of community rehabilitation center (CBR) and non-
governmental organizations are needed for providing
habituation, rehabilitation and trainings for them.
Further, recently some NGOs use internet and online
media in giving information and trainings for people
with disabilities, for instances kerjabilitas in
Yogyakarta, Indonesia that offer web and android
based platforms aimed at connecting disabled people
with work providers. Although not many disabled
people can access this online application, but
kerjabilitas may be beneficial for those who are
internet and media literate. Hence, to provide equal
opportunities for people with disabilities to gain jobs,
the active participation from all stakeholders should be
maintained. Not only the government, but also private
sectors, non-governmental organization and people
with disabilities communities have to work together in
enhancing people with disabilities participation in the
labour market.
Active participation of people with disability in the
workforce is beneficial to both individuals and society.
Equal employment opportunities for people with
disability would improve their quality of life and
enable them to integrate into society, thereby
contributing to feelings of self-worth and self-
assurance [8]. Furthermore, being able to work and
support themselves and their families would empower
them with a sense of self-sustenance. Enforcing
inclusion policies for people with disability would
translate into better performance and creativity among
employees at work.
The available research indicates that people with
disability who are given fair job opportunities are able
to perform well and contribute meaningfully towards
the organizations’ productivity [9]. However, the data
also shows that the proportion of people with disability
who have access to job opportunities is lower in
comparison to people without disability [10].
Similarly, in Malaysia, the proportion of people with
disabilities in the workforce is significantly lower than
that of people without disability [6].
This paper will examine the governance for
promoting inclusive employment for people with
disabilities in Indonesia and Malaysia. To provide
inclusive employment, all of stakeholders should play
active roles based on their tasks. Employment
governance requires active participation of
stakeholders to ensure that policies and programs can
be implemented effectively including quota policies in
both Indonesia and Malaysia. The paper will be divided
into four sections to elaborate the employment
governance for PWDs in Indonesia and Malaysia. In
the first part, the writers will describe the characteristics
of people with disabilities while the second part will
discuss the affirmative policies and programs in both
Indonesia and Malaysia to promote inclusive
employment. The third section will provide analysis of
current policy implementation and stakeholder roles in
promoting employment for people with disabilities in
both Indonesia and Malaysia. In the last part, the writer
will conclude that employment governance in
Indonesia and Malaysia is still ongoing process.
Government, private sectors and community
organization play significant roles to change negative
assumption about people with disabilities’ capacity to
perform jobs.
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233

II. METHOD
This paper is based on descriptive qualitative
approach in which the researchers employed focus
group discussion, interviews, observations and
documentation to gather data. This approach permits
the researchers to gather rich, in-depth perspectives
that could not be gathered through quantitative
methods such as questionnaires survey, particularly
when the targeted population is people with special
needs. Interview techniques can generate detailed data
that leave the participants’ perspective intact and
provide a context through which to understand the
problem. Interviewing is thus a well-establish
academic tradition in sociological and educational
studies [11].
Semi-structured interviews design was employed
in this study to gather the necessary data. This design
allows the researchers to obtain the relevant
information and at the same time encourage the
participants to freely express their ideas and opinions.
An interview protocol was employed to guide the
interview sessions, and subsequent questions were
formed based on the participants’ responses. With this
flexibility, the researchers can gather unexpected
significant information as well as answers.
The informants of this research were the leaders in
Indonesian and Malaysia’s government agencies in the
Ministry of Social Welfare, Ministry of Labour,
Rehabilitation Center, some private companies that
employ people with disabilities, community
organization for people with disabilities such as
Yayasan Saujana and SIGAB in Indonesia. The data
validity were checked by source triangulation while
data analysis employed interactive model of Miles and
Huberman.
III. RESULTS AND DISCUSSION
A. Disability Employment Governance in Indonesia
The exact data on the total number of people with
disabilities in Indonesia is still debatable. Based on
Indonesian Inter Census Population Survey [12], it is
about 8.56 % of the Indonesian population or about 22
millions have any form of disability. Meanwhile,
Population Census 2010 stated that the number of
PWD Indonesia were 11 million or 4.66 percent of the
population. Other statistics estimated that the figures
were 6 million or 2.45 percent [13] and 1 million or
0.45 percent [14]. Higher figure was published
Riskesdas 2013; 11 percent of people aged 15 years or
above have disability [15]. This different data occurs
due to the changing interpretation on the meaning of
“disability” term from “penyandang cacat” (meaning
of impairment) into “penyandang disabilitas” that
refers to difficulties in functioning’ approach.
The prevalence of disability in each region in
Indonesia shows that the greatest number of people
living with a disability is concentrated in Java, North
Sumatra and South Sulawesi [16]. Yogyakarta, is one
province in Indonesia in which the number of PWDs
is high. The number of people with disabilities in the
Special Region of Yogyakarta continues to increase
from 2013-2018. Based on data from the Social
Service of the Yogyakarta Special Region
Government, in 2018 there were 29,530 persons with
disabilities consisting of persons with disabilities
aged> 18 years totaling 27,094 people and children
with disabilities totaling 1,931 people. Meanwhile, the
number of people with disabilities in 2017 was 26.
177. This shows that in the past year, there was an
increase of 3,353 people with disabilities. In terms of
the type of disability in Yogyakarta is presented in
Table I below.
TABLE I. TYPES OF ADULT DISABILITY (>18 YEARS OLD) IN
DIY IN 2018
No
Region
Total
Disability
Type
Kulon
Progo
Bantul
Gunung
Kidul
Sleman
Yogya
1
Psikotik
368
436
172
390
269
1.635
2
Vision
366
464
709
366
110
2.015
Deaf
391
437
638
418
112
1.996
3
Ex-cronic
199
176
328
212
160
1.075
Leg
1.023
958
1.223
751
250
4.205
Hand
284
370
594
205
75
1.528
Bent body
162
186
251
102
31
732
Dwarf body
27
73
87
35
12
234
4
Mental
1.438
1.771
1.888
1.591
465
7.153
5
Double
233
427
431
232
67
1.390
6
NA
717
1.026
1.373
1.777
238
5.131
TOTAL
5.208
6.324
7.694
6.079
1.789
27.094
From Table I, it can be seen that the highest number
of adults with disabilities in DIY is in Gunung Kidul
Regency, followed by Bantul and Sleman Regencies.
The most types of people with disabilities found in
DIY are mentally retarded persons with 7,153 people.
Meanwhile, 5,131 people with disabilities have
unclear types of disabilities and 4,203 people with
body and leg disabilities. Persons with disabilities who
are adults or aged over 18 years are also a workforce
that has the opportunity to be involved in the labour
market.
Regarding the percentage of employment of people
with disabilities, the data shows that people with
disabilities is still lack behind their non disability
counterparts in obtaining jobs. In Yogyakarta, it is 44
private industries that have employed about 147
people with disabilities while about 26 disabled staff
are working in 20 public institutions [17]. In the
government institutions, most of them are working in
Special Education Schools (Sekolah Luar Biasa).
Generally, in Indonesia it is only about 0.90 % of
people with disabilities are employed in public and
private institutions. From the total of working age
disabilities ( it is about 9,127,218 have been working
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while about 332,273 are categorized as open
unemployment [18].
To increase the number of people with disabilities
involvement in the labour market, several policies
have been taken by stakeholders for promoting
inclusive employment in Indonesia. These
stakeholders are Ministry of Social and Manpower,
Ministry of Labour and Transmigration, Rehabilitation
Center and Vocational Education, government
institution, private industries, non-governmental
organization concern on disability issues and people
with disabilities. In every local region including in
Yogyakarta, these stakeholders have their agencies to
tackle their functions in empowering people with
disabilities.
In Yogyakarta, several policies have been
implemented to boost the employability of people with
disabilities. Those policies are:
1. Providing education, workshop and
entrepreneurship training
2. Vocational rehabilitation center provides skill
for competing in the job market
3. Inclusive education and need assessment of
proposal submitted by NGO to run business
4. Educating private industries and
governmental institutions on their obligations
to hire PWDs based on Law No 8/2016 and
Law No 13/2003
5. MOU between Social Ministry, Labour
Ministry and APINDO in 2018 on Trainings
and Working Placement for PWDs in
Industries
6. Placement for PWDs Worker in the Ministry
of State Own Enterprises
7. Job Fair and EXPO for PWD’s productions
8. Awards for private industries that employ
PWDs
9. Quota policy: 2% in the government
institutions and 1% in the private industries
Moreover, Law No.8/2016 on Disability regulates
the obligation of both government and private
institutions to employ disabled people by
implementing quota policy. Government agencies,
that have 100 staff or more, should recruit minimum
2% of disability workers from the total of their
employees while the private industries should hire
about 1%. However, this policy have not implemented
well though the government have provided award for
those that have employed disability workers.
B. Disability Employment Governance in Malaysia
Department of Social Welfare statistics report [19]
revealed that, currently as 20 of April 2018, there are
468,520 persons with disabilities registered with the
department. These amount of people with disabilities
are further categorized into 162, 823 (34.75%) learning
disabilities, 165,533 (35.33%) physical disabilities,
41,839 (8.93%) visual impairment, 35,097 (7.50%)
hearing impairment, 38,864 (8.29%) mental disorder,
21,921 (4.67%) multiple disabilities, and 2,443
(0.53%) speech impairment.
Those people with disabilities find difficulties to
find jobs in Malaysia, similar to any country including
Indonesia due to some hindrances: employer and
community’s negative assumption towards people
with disability capability, high cost for providing
disability infrastructure’s need, lack of family support
and lack of proper training and education [20]. The
Department of Social Welfare of Malaysia under the
Ministry of Women, Family and Community
Development of Malaysia plays an important role for
PWDs development in Malaysia. The department is
being entrusted by the government to take care of the
society developments including for PWDs. This
department is the only department that handles
registration of PWDs in Malaysia and a yearly report
on PWDs will be produced by them to be presented to
the public. As a trusted department, the data, numbers,
and policies issued were considered as an official from
the government [19].
To increase people with disabilities’ opportunity in
obtaining jobs, The department of Social Welfare
Malaysia have launched several programs. Such
programs are Community Rehabilitation Program
(CRP), institution services, sheltered workshop,
Disability Equality Training (DET) and job coach
information centre@ PLPP. Community RP is
pioneered and inspired by World Health Organization
(WHO) with an objective to improve the
misconception of the society towards PWDs. It also
urges social interaction between PWDs and society.
The program has been organized once in 1984 at
Terengganu, with the involvement of 55 PWDs. The
program is still continued until today and the candidate
will be giving an allowance of RM150 per month for
this program[19].
The department provides facilities and privileges to
PWDs as mentioned in the guidelines. The Disabled
Allowance Worker gives an allowance of RM350 per
month to PWDs worker whose income is less than
RM1200. The Launching Grant program provides
financial assistance for PWDs to participate in small
business and entrepreneurship with seed money of
RM2700. The department also assists PWDs with
financial aid to purchase supportive equipment like
wheelchair, artificial leg, blind stick and others. Apart
from this, aid is also given to PWDs who are
unemployed with an allowance of RM200 per month.
PWDs with visual impairment are given full sponsor
to purchase white cane and braille machine [19].
There are programs introduced by the Department
of Social Welfare Malaysia with the aimed to promote
self-developments and social inclusion between PWDs
and community. Such programs are Community
Rehabilitation Program (CRP), institution services,
sheltered workshop, Disability Equality Training
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235

(DET) and job coach information centre@PLPP.
Community RP is pioneered and inspired by World
Health Organization (WHO) with an objective to
improve the misconception of the society towards
PWDs. It also urges social interaction between PWDs
and society. The program has been organized once in
1984 at Terengganu, with the involvement of 55
PWDs. The program is still continued until today and
the candidate will be giving an allowance of RM150
per month for this program[19].
Another program, “one stop center” has been
launched to create integration between the community
and PWDs in each state. This center will provide
services to PWDs to facilitate them and the community
to get information, advisory services, current need and
training [19]. Institution services program is also
important for PWDs. The institution provides care
service, rehabilitation and training opportunity to
PWDs. Currently, there are 11 institutions which are
Taman Sinar Harapan (7), Bengkel Terlindung (2),
Pusat Latihan Perindustrian dan Pemulihan Bangi (1)
and Pusat Harian Bukit Tungku (1). That institution is
under the maintenance of DSWM. Services, as well as
training, is including for all types of disabilities [19].
A sheltered workshop is specific to PWDs who are
unable to get a job in the open market. The objective
of this workshop is to create job opportunity among
PWDs and to improve quality, capacity, knowledge,
and skills of PWDs in getting a job. This application is
open only for a learning disability and physical
disability [19].
C. Employment Governance In Indonesia and
Malaysia
Governance is ‘‘a set of coordinating and
monitoring activities’’ that enables the survival of the
collaborative partnership or institution [21]. Further,
Ansell and Gash [22] explain that collaborative
governance needs six important conditions: (1) the
forum is initiated by public agencies or institutions, (2)
participants in the forum include non-state actors, (3)
participants engage directly in decision making and are
not merely ‘‘consulted’’ by public agencies, (4) the
forum is formally organized and meets collectively, (5)
the forum aims to make decisions by consensus (even
if consensus is not achieved in practice), and (6) the
focus of collaboration is on public policy or public
management. Hence, Employment governance refers
to the stakeholders, their roles and collaboration to
promote equal opportunity for all citizens including
people with disabilities to involve in the labour market.
This paper will examine the employment governance
by employing hybrid model of collaborative
governance developed from Ansel and Gash’s model
of collaborative governance, focusing in three
indicators: policies, need assessment and education as
the starting point for providing inclusive employment.
In Indonesia, the government has launched quota
policy for public institutions (2%) and private sectors
(1%) to hiring disability workers based on Law No
8/2016 on Disability as the revision of Law No 4/1997.
Even, in Yogyakarta this disability law has been
developed into Regional Regulation No 4/2012 on The
Fulfillment of People with Disabilities’ needs. The
quota policy, however, have not been implemented
well due to negative assumptions on disabled workers.
Many public and private industries assumes that
employing workers with disabilities will lead to high
cost and minimum work output. The potential
employers think that they have to spend a lot of budget
to provide infrastructure and work environment for
disabled workers. Moreover, these employers believe
that employing non-disabled worker will give more
benefit in comparison to the disabled ones in terms of
productivity. On the other hand, private industries that
have employed disabled workers, state that the
disabled workers have show full commitment to their
jobs. These workers have minimal record of turnover
and absent from their jobs. Further, the inclusive
employers do not need to spent a lot of money to
provide infrastructure or working equipments for
disabled workers [23].
Regarding the quota policy, Malaysia Government
has also implement quota policy for hiring workers
with disabilities based on PWD Act 2008 and National
Plan of Actions for People with Disability 2016-2022.
Similar to Indonesia, this quota policy has not
implemented effectively. Indonesian government
gives award for private businesses that employ
disabled workers while Malaysian Government
provides several incentives for private industries to
hire PWDs. These incentives are double tax deductions
(income tax act 1967), double deduction for
expenditure incurred in training any disabled person
who is not an employee of the company with the aim
of enhancing prospects of employment and exemption
from sales tax for supporting equipment or assistive
devices classified as medical & educational
equipment [19].
In terms of need assessment, both Indonesian and
Malaysian government have attempted to conduct
earlier research before providing trainings and funds
for people with disabilities proposals. In Yogyakarta
Indonesia, the people with disabilities community
propose proposal to the Social Ministry agent to get
fund or trainings such as cooking and embroidery skill
trainings for opening small business. The need
assessment in Indonesia, however, is not based on
individually to gather deep understanding on the
potential of each person with disability. Moreover,
many trainings and rehabilitation are not relevant to
the job market. Therefore after graduating from the
rehabilitation center, PWDs are still find difficulties in
finding jobs.
Malaysia is better than Indonesia in providing after
care services. The Malaysian government implement
job placement program to distribute graduated PWDs
in finding proper jobs. Job placement is part of Job
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Coach program in Malaysia. Job Coaching refers to
training and related support given to disabled
employees by Job Coaches to help them learn and
perform job tasks as well as interpersonal skills
necessary to be accepted as workers and to enable
them stay on their employment. Job Coaches also help
employers and other employees in understanding
disabilities and the needs of disabled employees. The
role of Job Coach is to be a bridge or intermediary to
connect PWDs and companies by providing support
for both throughout the process of employment [24].
The implementation of Job Coach Programme has
shown significant improvement in retaining PWDs in
work place and will be considered as an important tool
in the process of social inclusion for PWDs in
Malaysia [25]. In brief, it is an impactful intervention
used to address typical work related issues of PWDs.
In Malaysia, there are several parties for
promoting inclusive employment: 1) Ministry of
Women, Family and Community Development
(KPWKM) ; 2) Department of Social Welfare (JKM);
3) Department of PWD’s Development (JPOKU); 4)
Division of PWDs Career Development (BPKOKU);
5) Ministry of Human Resources (MOHR); 6) the
Department of Civil Service (JPA). JKM, JPOKU and
BPKOKU are under the Ministry of Women, Family
and Community Development. The Department of
PWD Development (JPOKU) was one of the 14
entities under JKM that managed the facilities and
services for PWDs. In principle, JPOKU could
independently stand as a full-fledged department that
would give it a wider jurisdiction and resources like
the JKM itself. However, due to resource constraints,
JPOKU was placed under the purview of JKM. The
PWD career development (BPKOKU) is a division
under JPOKU. BPKOKU carried out five key
functions: the planning of PWD career development in
the public sector; monitoring the achievement of the 1
per cent policy in the public sector; implementing job
coach and DET programs and providing other
programs to encourage PWD participation in the open
market [26]. MOHR administered the country’s
overall human capital management for employers and
employees in the private sectors. With regard to PWD
workers, MOHR had been providing an online job
matching and placement called SPOKU since 2005.
The system allowed PWD cardholders to look for jobs,
and employers to advertise suitable vacancies. The
government agencies, further also in collaboration
with community organization to provide community
rehabilitation and private industries to hire disabled
workers.
In Indonesia, the stakeholders for inclusive
employment governance are similar to Malaysia. The
Indonesian Ministry of Social Affairs is the main actor
to provide equal opportunity for PWDs in gaining
education and vocational rehabilitation and other
social services while Ministry of Labour and
Transmigration is in charge for providing job
opportunity including job fairs and placement.
However, the governments programs are not well
organized in which there are several duplicated
programs among these ministries agencies. As a
result, the targets for rehabilitation programs and
trainings are often not accurate and merely for
spending the government budget. The monitor and
evaluation process is not maintained regularly. The
role of non-governmental organization and community
organization in Indonesia is important to raise
community awareness on disability issues including
equal job opportunity. Yayasan Saujana, the founding
of Kerjabilitas, is one of NGO that concerns in
providing online services for PWDs in obtaining jobs.
Kerjabilitas links the disabled job seekers and
industries and providing training in collaboration with
rehabilitation center as well.
IV. CONCLUSION
Both Indonesian and Malaysia government have
attempted in promoting inclusive employment for
people with disabilities. Several programs have been
implemented though their outputs are not optimum yet.
Malaysia government is leading in providing Job
Coach and Job placement programs that have not been
implemented in Indonesia. To attract private industries
in implementing quota policy, the Malaysian
government has given incentives (tax redemption) for
them while in Indonesia the appreciation for industries
is only on award achievement. The Indonesian
rehabilitation center in the central and regional level
have played roles in training and vocational
rehabilitation, but not in placing and securing jobs for
people with disabilities as did in Malaysia by Ministry
of Social Welfare and Ministry of Human Resources.
Moreover, in some cases, duplicated activities are
often occurs among governmental agencies in
Indonesia. Both Indonesia and Malaysia’s government
and its stakeholders have to work hard in combating
negative assumptions among employers and
community toward PWDs. Therefore, they have to
enforced regulations and affirmative action including
quota policy.
ACKNOWLEDGMENT
This paper is part of International Collaboration
Research between Universitas Negeri Yogyakarta and
Universiti Teknology MARA funded by DIPA UNY
2019.
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