Utilizing the CRPD and CEDAW to Improve the Access of Information for Women with disabilities

However, it is not such easy work to assist a person with disability to get proper employment, especially for women with disabilities. The Ministry of Women’s Empowerment and Child Protection as the main gender focal point at national level should make sure both a company and the vocational training units use a gender perspective in dealing with people with disabilities. Normally, because the regulation only obligates companies to employ at least 1 person with a disability in every 100, it makes employment opportunities for women with disabilities smaller than the men with disabilities.

Common perceptions also contribute to making opportunities for women with disabilities to be lower. Usually, the man is the one going to work, while woman stay at home doing housekeeping or looking after children. When an employment recruiter has to choose between them, men tend to get better positions because they are considered as bread winners, so they need employment to have better living. At the same time, women tend to be put in second position because people commonly believe they can depend on the husband or man in the family.

Moreover, it is also a challenge to make sure the process of the recruitment person of people with disability in vocational training unit is based on a gender perspective. How balanced are the proportions of men and women with disabilities in certain training? Does a woman who does training refer to her own interest and capacity, or does the view of a social worker as recruiter think   what women usually do in a work place. That is, do women with disabilities choose, or are they only offered stereotypical ‘women’s work?’ This could be serious because the kind of employment also relates to the amount of salary. Usually, employment that earns a good salary tends to be men’s domain and not for women.

For example, in National Vocational Rehabilitation Training (NVRC) in West Java, Indonesia, they provide many kinds of training for people with disabilities. However, there is still some tendency for women to choose certain skills that usually belongs to women’s domain. For some training like sewing, hairdressing, graphical design, and administration skill, most of the trainees are women. On the other hand, training like metal works, electronics fixing, automotive tend to participate by men. Even NVRC does not give any official regulation to separate some training to certain gender, actually, most of women with disabilities still put themselves into some fields that traditionally belong to women and generate less income. Consequently, women with disabilities are likely to be more vulnerable in financial security compared with men with disability.

Two tables below show the formation of males and females as clients in National Vocational Rehabilitation Centers (NVRC). The first table tells how many male and female were recruited in last 5 years, and the second one gives more detail on all trainings in recent year.

Table 1: Number of Client in NVRC from 2008 to 2013










1. Male 68 78 72 91 96 82
2. Female 32 21 24 23 27 32
3 Total 100 99 96 114 123 114

Source: NVRC 2013


Table 2: Number of NVRC’s Clients Based on Gender and Skills in 2013




Male Female


7 14

Computer Admin

16 10



Metal Works


Graphical Design

19 7




87 31

Source: NVRC 2013

These two tables show that men are much more likely than women to be trained in NVRC. There are more opportunities for men to get skills and then income.

Additionally, there are more challenges ahead relating to the employment of people with disability. In one side, the understanding of most employers about their obligation to employ people with disability is still very low. It could be either the lack of promotion of the regulation by government, or employers are afraid they will get some financial loss by employing a person with disability, because in their perception it will waste extra money to build an accessible work place.

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