Enhancing Representation of Disabled Persons in the Public Sector (KR0051)

Why is this commitment relevant to OGP values? This commitment can contribute to realizing social values such as expanding employment for the disabled and fostering a disability-friendly working environment to enhance diversity in public offices.

What is the public problem that the commitment will address? Although the overall employment rate of the disabled in central administrative agencies (3.56%) exceeds the mandatory employment quota of 3.4%, some agencies have failed to reach the mandatory quota. The government should expand the employment of the disabled to fulfill its duty as a model employer.

What is the commitment? The purpose of this commitment is to gradually reduce the number of organizations that fail to reach the mandatory employment quota for the disabled by increasing the employment of disabled individuals. First, when conducting open recruitment for Grade 9 and 7 civil servants,public officials, a separate recruitment scheme for the disabled will be conducted for a proportion higher than that of the mandatory employment quota (3.4%). Competitive Recruitment for Severely Disabled Persons for Career Positions will be carried out to provide support for the severely disabled to advance into public office. Also, the government will continue to expand Work Support Services for Public Officials with Disabilities such as providing assistive devices and workplace personal assistants. Furthermore, a Survey on the Working Conditions of Public Officials with Disabilities will be conducted. With the government taking the lead in employing people with disabilities and fostering a disability-friendly working environment, the commitment will contribute to realizing social value and inclusion.

How will the commitment contribute to solve the public problem? Those hired through the separate recruitment scheme for the disabled will be specifically assigned to organizations falling short of the mandatory employment quota to reduce the number of such organizations.

Exchange and Peer Learning N/A

Additional Information N/A

Milestone Activity with a Verifiable Deliverable Start Date End Date Separate recruitment scheme for the disabled Every January Every December Competitive Recruitment for Severely Disabled Persons for Career Positions Previous December (conduct demand surveys) Every December Expand Work Support Services for Public Officials with Disabilities Throughout the year - Survey on the Working Conditions of Public Officials with Disabilities 2022 (biennially) -

Action Plan Review

Commitment 2.2. Expand balanced personnel management by enhancing representation of the disabled in the public sector

● Verifiable: Yes

● Does it have an open government lens? Yes

● This commitment has been clustered as: Social Inclusion (Commitments 2.1 and 2.2)

● Potential for results: Unclear

Results Report

Commitment 2. 2: Expand balanced personnel management by enhancing representation of the disabled in the public sector

This commitment aimed to enhance the representation of people with disabilities in the public sector. The Ministry of Personnel Management (MPM) increased the share of people with disabilities recruited into the public sector slightly beyond the mandatory employment quota. While the quotas were 3.4%, 3.6%, and 3.6% respectively for 2021, 2022, and 2023, actual recruitment rates were 5.6% and 4.3% respectively for 2021 and 2022. [13] Figure for 2023 was not yet available at the time of writing this report. Both the increase and ultimate recruitment rates of persons with disabilities into the public sector were marginal. The MPM also began groundwork to improve public sector working conditions, conducting surveys among public sector retirees with severe disabilities in 2022 (internal report) and public officials with disabilities in 2023 (public report), as well as expanding support services and auxiliary devices. [14] All milestones of this commitment were completed, but they did not achieve notable results. To open government decision-making to this underrepresented group, reformers could pursue much higher recruitment rates and wider types of participation opportunities. For instance, advocates could support the adoption of a comprehensive Anti-Discrimination Law. [15]