23岁的林伊安（Ian Lim，音译）在结束一次海外家庭假期后，重返富贵蛋糕店中央厨房担任厨房助理，同事们见到他回来都感到非常高兴。
When 23-year-old Ian Lim returned to work as a kitchen assistant at Rich and Good Cake Shop’s central kitchen after a family holiday overseas, his co-workers were delighted to see him again.
富贵蛋糕店首席执行官刘珍妮（Jeanne Liu，音译）回忆道：“他在外期间，同事们一直在问他什么时候回来。大家意识到，他协助处理各项任务和跑腿事务，让他们能腾出手去做别的事，他的帮助有多么宝贵。”刘珍妮与母亲刘莉女士（Madam Lily Liu，音译）共同创办了富贵蛋糕店。患有自闭症的林伊安已在富贵工作四年，负责折盒、翻蛋糕、清洁等工作。
“While he was away, they kept asking when he would come back,” recalled Ms Jeanne Liu, CEO of Rich and Good, which she co-founded with her mother, Madam Lily Liu. “The staff realised how much they appreciate his help with various tasks and errands, which frees them to do other things.”Mr Lim, who has autism, has worked at Rich and Good for four years, performing tasks such as folding boxes, flipping cakes and cleaning.
APSN德尔塔高级中学的职业教练在SG Enable共融就业门户网站上发现富贵的招聘启事后，为他牵线搭桥。作为新加坡残疾人事务的国家级机构，SG Enable致力于为残疾人士在社会各方面（包括职场）创造公平机会。SG Enable携手合作伙伴，支持残疾人士求职，也协助雇主推行残疾共融招聘。
His job coach at APSN Delta Senior School connected him with the role after spotting Rich and Good’s job posting on the SG Enable Inclusive Job Portal As Singapore’s national agency for disability, SG Enable aims to create equitable opportunities for persons with disabilities (PWDs) in society, including in the workplace. Together with its partners, SG Enable supports PWDs seeking employment and employers looking to adopt disability-inclusive hiring.
富贵蛋糕店厨房助理林伊安协助处理任务和跑腿事务，首席执行官刘珍妮表示，这让同事们能专注于其他工作。
Kitchen assistant Ian Lim helps with tasks and errands at Rich and Good Cake Shop, freeing his co-workers to focus on other work, says CEO Jeanne Liu.
推动职场更具共融性 根据人力部《2025年新加坡劳动力状况》报告，15至64岁残疾人士的就业率从2024年的33.6%上升至2025年的34.7%。
CHARTING GREATER INCLUSIVITY IN THE WORKFORCE The employment rate of PWDs aged 15 to 64 rose to 34.7 per cent in 2025, from 33.6 per cent in 2024, according to the Ministry of Manpower’s Labour Force in Singapore 2025 report.
根据《2030年共融蓝图》，新加坡的目标是到2030年将残疾人士就业率提高至40%。
Under the Enabling Masterplan 2030 Singapore aims to raise the employment rate of PWDs to 40 per cent by 2030.
在今年的国庆群众大会上，总理黄循财表示，政府将继续扩大残疾人士的就业机会，并让他们从学校过渡到职场的过程更加顺畅。
In this year’s National Day Rally Prime Minister Lawrence Wong said the government would continue to expand employment opportunities and make the transition from school to work smoother for PWDs.
2026年残疾人士家庭保障专责小组也建议，加强支持以帮助残疾人士做好就业准备、进入职场并留任，同时协助雇主创造更多就业岗位。安排适当的支持据刘女士介绍，林先生在工作试用期开始时，因回声语言症——导致他重复同事的指令——以及在厨房里走来走去的倾向，引起了一些困扰。
2026 Taskforce on Assurance for Families with Persons with Disabilities has also recommended strengthening support to help PWDs prepare for work, enter and remain in employment, while helping employers create more job opportunities. PUTTING THE RIGHT SUPPORT IN PLACE At the start of Mr Lim’s work trial, his echolalia – which led him to repeat his co-workers’ instructions back to them – and tendency to wander around the kitchen caused some confusion, according to Ms Liu.
为了帮助同事更好地了解他，他的职场教练向同事简要介绍了他的能力和沟通需求。林先生在工作中还被指派了一位伙伴，由伙伴教他如何完成任务，并在职场教练的协助下，在他分心或需要额外支持时给予引导。
To help his co-workers understand him better, his job coach briefed them on his capabilities and communication needs. Mr Lim was also assigned a buddy at work, who taught him how to carry out his tasks and, with help from the job coach, guided him when he became distracted or needed additional support.
林先生很快适应了自己的角色。随着时间的推移，他承担了更具挑战性的职责，例如准备不同颜色的纸袋，以及在蛋糕送达包装工位前，备好各口味对应的纸盒。职责的扩大让他获得了加薪，这是他引以为豪的成就。
Mr Lim soon settled into his role. Over time, he took on more challenging duties, such as preparing different-coloured paper bags and getting the correct boxes ready for each cake flavour before they arrived at the packaging station. His expanded responsibilities earned him a pay raise, an achievement he takes pride in.
他说，从一开始就有清晰的指令和可靠的固定流程，让他能更自信地工作。
He said having clear instructions and a dependable routine from the start made it easier for him to work confidently.
“一个友善的职场，同事耐心又善良，会让像我这样的员工感到受欢迎，并帮助我们把工作做得很棒。”——林伊安先生，富与好蛋糕店厨房助理刘女士表示，耐心、投入和愿意付出努力，是让共融就业奏效的关键。富与好目前雇用两名残障人士，并已获得“共融标志”认证，肯定其对残障共融就业实践的承诺。
“A FRIENDLY WORKPLACE WHERE CO-WORKERS ARE PATIENT AND KIND MAKES WORKERS LIKE ME FEEL WELCOME AND HELPS US DO A GREAT JOB.” – MR IAN LIM, KITCHEN ASSISTANT, RICH AND GOOD CAKE SHOP Ms Liu said patience, commitment and willingness to put in effort are key to making inclusive hiring work. Rich and Good currently employs two PWDs and has attained the Enabling Mark accreditation, recognising its commitment to its disability-inclusive employment practices.
“从小处着手，并记住这是雇主、职场教练和员工三方的合作，”她说。“当他们被安排到合适的工作时，你会发现残障人士真的能做出贡献。”
“Start small, and remember it’s a collaboration between the employer, job coach and employee,” she said. “When they are matched with the right job, you’ll find that PWDs can really contribute.”
从2027年6月起，对雇主的支持将逐步加强，包括通过新设立的“共融就业津贴”，整合现有资金，简化流程，并提供更大的灵活性。（来源：新加坡税务局 SG Enable 调整工作场所以适应不同需求 包容性招聘也可以涉及简单的工作场所调整，以支持有不同需求的员工。
From June 2027, employer support will be progressively enhanced, including through a new Enabling Employment Grant that consolidates existing funding with simpler processes and greater flexibility. (Sources: Inland Revenue Authority of Singapore SG Enable ADAPTING THE WORKPLACE TO DIFFERENT NEEDS Inclusive hiring can also involve simple workplace adjustments that support employees with different needs.
在咖啡和沙拉吧 Smol，资深财务与行政主管 Noorliza Mat Latip 是一名聋人，她的办公桌上安装了一套闪光和震动提醒系统，当有人敲办公室门时，系统会提醒她。
At cafe and salad bar Smol, senior finance and administration executive Noorliza Mat Latip, who is deaf, has a flashing and vibrating alert system at her desk that lets her know when someone is knocking on the office door.
类似的系统也安装在 Smol 的厨房、取餐处和收银点，以便在需要时提醒聋人一线员工。
Similar systems have been installed at Smol’s kitchen, pick-up and cashier points to alert deaf frontline staff when they are needed.
对 44 岁的 Noorliza 女士来说，这套设置帮助她融入岗位，并能与团队舒适地共事。因为她会说话，所以与同事的大多数沟通是口头进行的。遇到不清楚的地方，他们会用手势或在手机上打字交流。
For Ms Noorliza, 44, the setup has helped her settle into her role and work comfortably with the team. As she can speak, most communication with her colleagues is verbal. When something is unclear, they use gestures or type messages on their phones.
她说：“大多数时候，我的同事甚至会忘记我是聋人，这充分说明我们沟通和合作得多么自然。”
“Most of the time, my colleagues even forget that I’m deaf, which says a lot about how naturally we communicate and work together,” she said.
Noorliza 女士于 2022 年通过残疾人服务组织首次加入 Smol，在中断职业生涯照顾儿子后，担任为期六个月的产假替补职位。后来她转到另一份行政工作，随后应创始人 Charmaine Low 的邀请，于 2024 年全职重返 Smol。
Ms Noorliza first joined Smol in 2022 through disability services organisation taking on a six-month maternity cover role after a career break to care for her son. She later moved to another administrative job before returning to Smol full-time in 2024 at the invitation of founder Charmaine Low.
Smol 创始人 Charmaine Low（左）引入工作场所便利措施，以支持像资深财务与行政主管 Noorliza Mat Latip 这样有听力障碍的员工。
Smol founder Charmaine Low (left) introduced workplace accommodations to support employees such as senior finance and administration executive Noorliza Mat Latip, who is deaf.
如今，作为资深财务与行政主管，她在行政、人力资源、财务和运营等方面为业务提供支持。
Today, as a senior finance and administration executive, she supports the business across administration, human resources, finance and operations.
对Low女士而言，职场适配是指给予员工他们在工作中取得成功所需的支持。“适配不是降低标准，”她说。“毕竟我们仍在经营一家企业。但我们努力为所有员工铺平一条更公平的通往成功之路。”包容性招聘自Smol创业初期就是其运营的一部分。“我们的首位残障员工入职于2020年，她积极的能量和决心让我们有信心进一步了解包容性招聘，”Low女士回忆道。
For Ms Low, workplace accommodation is about giving employees the support they need to succeed at work. “Accommodation is not about lowering standards,” she said. “We are still running a business after all. But we try to pave a more equitable path towards success for all our employees.”Inclusive hiring has been part of Smol’s operations since its early years. “Our first PWD hire was in 2020 and her positive energy and determination gave us the confidence to learn more about inclusive hiring,” Ms Low recalled.
由于该员工有听力障碍，以手语为主要沟通方式，Low女士与SG Enable合作，通过职位重塑补助金申请到资金，为听力正常的员工提供手语课程。Smol还推出了图文菜单，让顾客可以通过指向菜单下单，而非口头点单。
As the employee was deaf and used sign language as her primary form of communication, Ms Low worked with SG Enable to access funding through the Job Redesign Grant for sign language lessons for hearing employees. Smol also introduced pictorial food menus so customers could point to their orders instead of saying their orders aloud.
如今，Smol雇佣了四名残障员工，其中三人有听力障碍，一人有轻度智力障碍。
Smol now employs four PWDs, three of whom are deaf and one who has a mild intellectual disability.
Low女士补充说，包容性招聘让企业受益。“越来越多的跨国企业理解拥有包容且以社会影响力为驱动的供应商的价值，并选择从我们这里采购，”她说。
Ms Low added that inclusive hiring has benefited the business. “A growing number of multinational corporations understand the value of having suppliers that are inclusive and driven by social impact, and they choose to buy from us,” she said.
对于考虑雇佣残障人士的雇主而言，愿意做出调整至关重要。“虽然聋人听不见，但不代表我们无法工作，”Noorliza女士说。“凭借当今的技术，总有沟通的方式。”她补充道，残障员工同样应享有公平薪酬、认可以及职业晋升机会。
For employers considering hiring PWDs, being willing to adapt is critical. “While deaf people can’t hear, it doesn’t mean we’re unable to work,” said Ms Noorliza. “With today’s technology, there are always ways to communicate.”She added that employees with disabilities also deserve fair pay, recognition and opportunities for career progression.
“失聪并没有阻止我自信地贡献自己的力量。我为自己能够凭借自己的工作与贡献获得评价而感到自豪，而不是因为我的残疾。”——MS Noorliza Mat Latip，SMOL公司高级财务与行政主管发布日期：2026年10月22日 Enabling Market）商业会议活动详情：11月10日，邀请商业领袖、雇主及倡导包容性文化的专家共同参与这场活动，通过实际案例分享、讨论与交流，探讨如何将包容性理念转化为企业的竞争优势。
“BEING DEAF HAS NOT STOPPED ME FROM CONTRIBUTING CONFIDENTLY. I’M PROUD TO BE JUDGED BY MY WORK AND CONTRIBUTION, NOT MY DISABILITY.” – MS NOORLIZA MAT LATIP, SENIOR FINANCE AND ADMINISTRATION EXECUTIVE, SMOL Published: 22 Oct 2026 Text: Brand Studio Photos: Mediacorp Studio 3 FOR THE ENABLING MARK BUSINESS CONFERENCE 2026 Join business leaders, employers and inclusion practitioners on Nov 10 for a day of practical learning, conversations and ideas on how to turn inclusion into a business advantage. FIND OUT MORE