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All Journal International Journal of Public Health Science (IJPHS) Narra J
Saimon, Rosalia
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Biochemistry, Genetics & Molecular Biology Health Professions Immunology & microbiology Medicine & Pharmacology Public Health

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Employment of people with Down syndrome: A scoping review Ting, Chuong H.; Rahman, Md M.; Chen, Yoke Y.; Safii, Razitasham; Puteh, Sharifa EW.; Saimon, Rosalia; Adenan, Abg S.
Narra J Vol. 4 No. 3 (2024): December 2024
Publisher : Narra Sains Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52225/narra.v4i3.1431

Abstract

Down syndrome is the most prevalent genetic condition contributing to intellectual disability. Advancements in medical care have significantly increased the life expectancy of people with this condition, making employment a vital component for independent living and quality of life. The aim of this study was to examine the current literature on the employability and employment experiences of individuals with Down syndrome, focusing on the evolution of the employment rate and factors influencing employment such as cognitive and personal factors, societal attitudes, challenges, and effective support systems. Using Arksey and O’Malley's methodology, a scoping review of relevant qualitative and quantitative articles from  PubMed, Scopus, Web of Science (WoS), CINAHL, and Medline was conducted. The search focused on the keywords found in the title and abstract of articles from 1980 to 2023. The search strategy utilized medical subject headings (MeSH), including "work", "Down syndrome", and "employment". All articles employing qualitative, quantitative, and mixed methods that were published in English were included. Of an initial 4,296 articles, 32 full-text articles were evaluated, and nine met the inclusion criteria. The data indicated improved employment rates for people with Down syndrome, with a recent employment rate of 53%. However, jobs are often limited to sectors like food service and are underutilizing their skills. Key factors associated with employment status include cognitive abilities, family support, and social attitudes. Despite positive perceptions, significant barriers such as systemic bias persist. Effective support systems are crucial but are often hindered by limited opportunities. In conclusion, employment opportunities for people with Down syndrome have improved, but challenges such as limited job diversity and systemic barriers remain. Comprehensive policies are recommended to promote inclusive employment practices and tailored support systems.
Supportive work environment for people with Down syndrome in Malaysia: a cross-sectional study Rahman, Md Mizanur; Ting, Chuong Hock; Safii, Razitasham; Saimon, Rosalia; Chen, Yoke Yong; Puteh, Sharifa Ezat Wan; Adenan, Abg Safuan
International Journal of Public Health Science (IJPHS) Vol 14, No 3: September 2025
Publisher : Intelektual Pustaka Media Utama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.11591/ijphs.v14i3.25124

Abstract

Understanding organizational culture, knowledge of employment rights, and positive attitudes towards people with disabilities is crucial for creating inclusive workplaces. This Malaysian study compared the perspectives of employers, employees, and community members with disabilities using a cross-sectional design and convenience sampling of 595 respondents. Data on demographics, organizational culture, legislative knowledge, and attitudes were collected via a validated survey and analyzed using descriptive statistics, one-way analysis of variance (ANOVA), and multiple linear regression in JAMOVI and SPSS, with a p-value<.05 indicating significance. The study found a moderately supportive organizational culture for employing people with disabilities, with the highest scores in supportive work environments and inclusive culture. Employers and employees perceived greater top management commitment and inclusivity than community members with Down syndrome. Legislative knowledge and positive attitudes significantly shaped perceptions of a supportive and inclusive workplace. Muslim participants reported greater support and disability-accommodating human resource (HR) practices than those of other religions. The findings underscore the need for targeted training and awareness programs on disability rights to enhance inclusivity among all stakeholders in Malaysia.
Co-Authors Adenan, Abg S. Adenan, Abg Safuan Chen, Yoke Y. Chen, Yoke Yong Puteh, Sharifa EW. Puteh, Sharifa Ezat Wan Rahman, Md M. Rahman, Md Mizanur Safii, Razitasham Ting, Chuong H. Ting, Chuong Hock