Mei Lin Yap, is a committed advocate and accomplished professional, brings an empowering message to people with Down Syndrome and to those who support a more inclusive workforce. Mei Lin has broken down barriers by building a fulfilling career spanning over 15 years, which sadly is not common place for people with Down Syndrome in Ireland. Through her experiences, Mei Lin sheds light on both the barriers people with Down Syndrome face in the job market and the remarkable potential they bring to the workplace. This interview not only highlights her journey but also serves as a call to action for greater equality and opportunity, aiming to inspire individuals and organisations to embrace inclusivity at every level.

1. Introduce yourself to the audience and explain why we thought that doing this interview would interest them?

My name is Mei Lin Yap, I’m 35 and I am more “Like” than “Unlike” everyone else I am a citizen just like any other, I just happen to have Down Syndrome. 

I have been working for over 15 years but many people with disabilities are not as “Lucky “as I am. In fact, only 26.6% of people with disabilities are employed. 

Disability employment Ireland – the struggle to find a job

I am one of just 32.6% of people in Ireland with a disability who has a career. I struggled to secure a permanent, paid job so as one of the lucky few. I want to change people’s perceptions of hiring someone with a disability. 

Sadly, many people with a disability will never get a job. People with disabilities tend to take a role that is unpaid, an internship or volunteer to try and get the necessary skills needed for proper employment. 

Personally, I applied online for jobs due to the fear of rejection. Imagine not having the courage to come face to face with an employer. This is a reality for people with disabilities. While I was looking for work, I had no sense of purpose and no routine. I felt isolated. Without support, it really is an uphill struggle to get a job as a person with a disability. 

After attending an event hosted by Bank of Ireland in May 2015, I eventually overcame my fear of rejection. The event was set up to encourage businesses to be more open-minded about employing someone with a disability. If these kinds of events didn’t exist many people in Ireland with a disability who are employed would still be unemployed, including me. 

It is really comforting to see initiatives such as The Open Doors Initiative working to promote more diverse and inclusive work environments. 

2. How was being a student of TCD and how did it shape your journey? Were there lecturers, mentors or support staff that were particularly supportive during your time there?

When I became a student at Trinity College Dublin, I couldn’t believe that I was going to be a student at one of the most prestigious universities in Ireland. My sister graduated from Trinity College, and it was great to follow in her footsteps. Having the opportunity to be a university student and be exposed to “normal” experiences of college life, really did help shape me and build my confidence. It was a big deal to be a university student and to attend Trinity College is one of my proudest boasts but is something many people with disabilities can only dream of. 

I would like to acknowledge Hugo MacNeill for the many opportunities like the many photoshoots to interviews that we have done together, to the many other opportunities that he has given me which is highly appreciated. Marie Devitt for partnering me with Cpl Recruitment Agency I am massively grateful. I would like to also acknowledge Michael Foley who works in Trinity College Dublin, as he was a great mentor and a great support for me in my role as Ambassador Liaison Officer which I am entirely grateful for. There are so many people that I have worked with over the years just to name a few more people here Michael Feely and Edurne Garcia Iriarte from Trinity College who has supported me with a co lecturing course that we have developed. To mention Special Olympics Ireland as they played a role in shaping the person that I have become, they helped me to gain office skills as well as building my confidence in some ways through sport but also professionally. I also want to acknowledge Professor Mary McCarron and the incredible team at Trinity Centre for Aging and Intellectual Disabilities, as I feel they support me in my work.  I need to mention here and to acknowledge Cpl as they play a massive role in my professional career. I really appreciate all my colleagues on my team as they support me in everything that I put my hand to. Finally, I got to mention one of the teams I work with and that is to recognise Digi Academy team, for the incredible support I get from them over the last few years that Digi started. I would like to mention Eric Lacey, he supported me when we made Ageing with Pride, and we had a great working relationship. 

Sadly, many people with a disability will never get a job. It is not long ago that I was finishing up a fixed term contract with no prospects or opportunities. 

I do have a permanent position in Cpl, as a Senior People Experience Assistant and I absolutely love it. Feeling that inclusion for me is so important. I have a purpose and a passion. 

Cpl were both very welcoming and encouraging. In fact, I feel very spoiled by the wonderful treatment that I received. My job is very clearly defined. I belong to a team, and I work in an environment that allows me to reach my full potential. 

3. Can you tell me about your employment history and how you have broken barriers that affect far too many people with disabilities, particularly people with Down Syndrome in Ireland

When I got to the age of finding employment, I did various jobs. My employment history is that I have had paid internships and gained skills. 

While I was looking for work, I had no sense of purpose and no routine. I felt isolated. Without support, it really is an uphill struggle to get a job as a person with a disability.

My own connections eventually led me to find 5 jobs, I got a job as a Clerical Officer in a Dublin Hospital, as an Ambassador Liaison Officer in Trinity College Dublin, BSI Group as an Administration/Marketing Assistant, as a Lecturer in Trinity College Dublin and now very proud to be employed in a permanent job as now a Senior People Experience Assistant in Cpl.

Like a lot of others, I’ve had positive and negative experiences at work. I’ve felt like I am not properly supported and overwhelmed by being thrown in at the deep end and not knowing what was expected from me. Mostly, I feared that I wasn’t treated like other employees. 

I want to change people’s perspectives of hiring someone with a disability because I struggled to secure a job, a paid job, a permanent job. We have hired two other employees from the TCPID programme since I did my internship, since then we have had one other recent internship, I have shown that the rights supports in place that I can add a real value and a different perspective to an organisation.

My job in Cpl is very clearly defined. I belong to a team, and I work in an environment that allows me to reach my full potential.

4. What would be some of the Do’s and Don’ts you would recommend to employers looking to hire someone with a disability?

When hiring someone with a disability I would recommend to employers they do:

• Assign a point of contact to the individual to address any questions they may have and set out a clear onboarding schedule, so they know how they are meeting and when.

• Ask the individual if they need any physical supports to do their job. For example, is the chair/desk appropriate, do they have any special requirements for a screen or any requirements for a uniform etc.

• Assign a buddy to support the new starter. The buddy should be someone who the individual can confide in and ask any questions about the organisation or role. Sometimes people with disabilities find it hard to socialise, and the buddy can play an important role to ensure they feel included but not smothered or mothered. 

• Clarify what is expected of the new starter: Both in terms of their role and the expected behaviours. For example, the dress code, timekeeping, phone use etc.

• Give honest and timely feedback on performance. This is very important for personal development. Feedback forms are a good idea so that the individual can bring this home and discuss with family members if needed.

When hiring someone with a disability I recommend they don’t

• Don’t leave things to the last minute. When you hire someone with a disability, make the onboarding process clear and ask them if they need any extra supports as soon as possible. Those with a disability can be nervous and anxious about starting. They want to be assured all is in place and what the schedule is in case they have extra questions or need any special assistance. 

• Don’t overload the individual with tasks. Instead, break the job into ‘bite-size’ pieces. Some people with an intellectual disability may not have good verbal skills and may be reluctant to ask for instructions to be repeated. So, keep sentences short and instructions clear. Put yourself into the shoes of the individual with the disability, how/what would you think might be difficult about the duties? Does the individual need a mentor? Would role play help?

• Don’t treat a person with a disability differently. Make sure that the duties and the activities do not let the disability define or isolate the individual. Don’t avoid giving honest constructive feedback. Ask them for lunch or coffee like you would with any other co-worker. Listen to their opinions. For the individual with a disability, equality is extremely important. 

General tips:

People with a disability bring different skills, a unique perspective, passion, positivity and goodwill to an organisation. They know what’s it is like to struggle and are willing to work hard but may need some additional support. 

Employers should understand that it may take a bit longer for the individual to adjust but should always focus on the ability rather than the disability. Like any hire, planning is key to success – having the right facilities, a buddy system, clear explanation of the job and timely introductions is crucial. 

I am aware that when we (people with disabilities) dream big and others dream big for us (providing real opportunities), then we can achieve our full potential. I urge every employer to focus on the ability and not the disability.

5. I recently interviewed Niamh O’Connor from Cpl about what initiatives the company is doing in the area of D&I. What do you enjoy most about their D&I initiatives? Are there any initiatives that stand out to you in the last few years? 

What I enjoy most in the D&I space is being involved in the heart of it. Just to name a few of what stands out to me would be a range of different initiatives to awareness days, like Ability Day, World Down Syndrome Day, Cpl Pride, Cpl’s Cultural Celebration Week, Cpl’s International Women’s Day Celebration. I love that they have DEI training, and volunteering time off. 

6. You are now an accomplished speaker and advocate for employment for people with disabilities. What have been some of the standout events that you have spoken at since you joined Cpl? Do you have events coming up that you are excited about?

Recently I attended a two-day conference in Kildare, which was hosted by the Trinity Centre for Ageing and Intellectual Disability (TCAID), National Federation of Voluntary Service Providers, and the HSE National Clinical Programme for People with Disability. 

This is where I talked about IDS-TILDA, my lived experience, my role as Ambassador Liaison Officer, and my impact on the project. This took place on the 17^th and 18^th of October in Glenroyal Hotel. The event was titled “Integrating Disability Evidence into Action for Supports and Services (IDEAS 2024) for Older People with an Intellectual Disability: Translating IDS-TILDA Knowledge into Policy and Practice”. 

My standout events that I have been to is the launch of The Open Doors Initiative which was launched in 2018 along with the Taoiseach (at the time) Leo Varadkar and the CEO of Diageo. I was one of the keynote speakers.

I sit on the Commemorative committee at Trinity Centre for Ageing and Intellectual Disability this is where I act as the Ambassador Liaison Officer. This event is to honour and celebrate the lives of those who generously participated in the IDS-TILDA study. I am contributing to this on the day.

I have been invited to speak at a National Conference in November on the topic of Human Rights and is taking place in the Hoban Hotel in Kilkenny. 

I have spoken to many employers over the years including Rehab Care, Milestone, EY, Arthur Cox, Open Doors Launch, Common Purpose, was a panellist at Empowering Our Future Conference just to name a few. 

Plus, as well as this I will be hosting the Ability Day in Cpl too, during the last quarter of this year is my busiest time of the year. I normally get snapped up for different events. 

7. What have been some of the other highlights that we’ve not spoken about yet, since you joined the company?

Some of my favourite highlights have to be that I have been a keynote speaker at Open Doors Initiative Launch. At Cpl we have Cpl All Stars Recognition Programme, where I have been made Team of the Quarter Q3 in 2023 for Best Cpl Ambassador. I have been nominated several times as a Positive Role Model for International Women’s Day. I would like to add here that for World Down Syndrome Day in March we made a video to mark this day, we have had a massive interaction on this on LinkedIn. 

I have been highly commended at the National Diversity & Inclusion Awards in 2023. 

I have been invited by Lord Mayor of Dublin Daithí de Róiste to be a panellist at “Empowering our Future” conference.

I became involved with the IDS – TILDA study in 2018 when I came involved in the making of a 20-minute documentary Ageing with Pride. This documentary is based on over the past ten years, the Intellectual Disability Supplement to the Irish Longitudinal Study on Ageing (IDS-TILDA) has been researching the lives of people with an intellectual disability who are ageing in Ireland.

So, when I became involved in IDS -TILDA study, was when i was involved in making a 20-minute documentary based on my journey

Over the past ten years, the Intellectual Disability Supplement to the Irish Longitudinal Study on Ageing (IDS-TILDA) has been researching the lives of people with an intellectual disability who are ageing in Ireland. Join Mei Lin Yap as she discusses the findings with Prof Mary McCarron, the Principal Investigator to IDS-TILDA in the Trinity Centre for Ageing and Intellectual Disability. Mei Lin also explores what kinds of activities she can do to stay healthy as she ages.

I would like to add I am also a co-author on several publications in Trinity Center Aging and Intellectual Disabilities. 

In my role as Ambassador Liaison Officer at Trinity Centre for Aging and Intellectual Disability (TCAID) I have spoken at many conferences, I recently spoke at the 16th International Dementia Conference. Which I spoke about keeping your brain healthy and ageing with Pride. 

As part of my role, I have spoken at Creative Brain Week in TCD, 2023 and in 2024. 

8. What advice would you give the Irish government as to what they could do to improve the lives of people with Down Syndrome and their families in Ireland and give people with Down Syndrome greater visibility in Irish society?

Too many people with disabilities are unemployed in Ireland. Some of the challenges include:

Lack of awareness by employers on grants and schemes 

There is a lack of awareness by employers on grants and schemes that can help encourage employment with people with disabilities, but there are also real problems with social welfare, like the risk of losing medical cards, disability allowance or free travel. All these things are still needed if someone has a disability. Disabled people who wish to work may face additional costs of working due to their disabilities or require services or aids to be able to take up employment. 

I think employers and hiring managers are afraid of hiring people with disabilities for fear of making mistakes, which is what prompted me to write “The Do’s and Don’ts of hiring someone with a disability.

Education

The Irish government has recently announced funding for ten more courses for people with an intellectual disability who will be able to attend 3rd level education, which means they will have more opportunities for employment. While this is a very positive and encouraging news, it has been a long time coming as people with an intellectual disability are not given the same opportunities – the funding is very important, but we also need to make sure supports and resources are in place to facilitate this.

I think more support around social opportunities: such as mentorship and knowing more people in universities. However, I did notice that there was a cohort of people that were left behind because they were not given the support they were provided. 

Healthcare

There should be more education for medical practitioners, GPs, on taking better care of people with disabilities when going to hospital and or going to GPs. There should be more support for people assigned to people with disabilities if they really need it, depending on the severity of the disability. 

I feel more support resources, and transportation, and any is needed to families who are raising children who have disabilities.

In the beginning, employers often don’t know how to support a person with a disability. They can be unsure of how to set out a programme of work because they just don’t know the limitations of the disability, seen/unseen, inherited or acquired.

With this in mind, I’ve put together the dos and don’ts of hiring someone with a disability, based on my own personal experiences: 

If you want to know more about this, please feel free to reach out to me. 

9. Outside of what we have already discussed is there anything else you would like people to know about you?

Outside of what we spoke about already, I would like to say make sure that your voice is being heard, As I always say…..the right supports give us wings.

I feel that all people with disabilities have a voice, and it is really important that we use that voice. But sometimes I feel that people don’t understand what we are trying to say. 

You must take a walk in our shoes and really see the challenges that we face on a daily basis. 

I want to give the readers to feel empowered, and for you to stay healthy, to feel engaged mentally, emotionally, physically and socially. 

As you can see, I am really passionate about my work, and I really love what I do having the right platform, and support to flourish. My ethos is that I am a doer. I want people to know that I am NOT a fan of tokenism, I work extremely hard, and I own what I do, which impacts on others for example, Cpl Recruitment, Trinity Centre for Aging and Intellectual Disabilities amongst other colleagues that I have worked with over the years. 

Schooling I had very little extra support to me, so make sure you fight to get the right support for your children or young adults. 

The only support system that I have is family support, my mum Áine had to fight to get the supports I need to live the life that I want for myself, to be independent, and doing al the things that I love to do is and that is to make an impact on society, to my work colleagues that I work with. 

Having the right supports with, with transitioning into independent living. 

When you ask about what people or organisations that I am a fan of. My answer is absolutely everyone that would listen. TDs, politicians, teachers in primary, secondary, universities. To any kind of organisation that is willing to listen, healthcare, Social Workers, Social Carers, Family carers, to SNA’s. accessible needs in transport, hospitals, like for example doctors, GP’s, nurses, anyone in medical provision, to give them the right training when dealing with patients who may have disabilities. People who are Ageing with Intellectual Disabilities and beyond this too.

10. Are there any other people in Ireland or abroad that you would like to work with in the area of Diversity, Equity and inclusion?

I would like to work and collaborate with other people who work in the area of Diversity, Equity and Inclusion, I have worked with so many people already, in this area. I would love to bring the rate of employment up in Ireland as at the moment the rate is the worst rate in Europe. I would like to work with universities in Ireland, work with our government, make change, and put accommodations in place. I can slowly conquer, and make a name for myself, to leave a legacy for the next generation. 

I think I would like to branch out a bit more to reach more organisations that represent DEI, 

I would like to work with anyone that works to improve the lives of people with disabilities. One of the things I really admire is other advocates, activists, people like Sinead Burke, who by the way is doing incredible and is amazing woman. I also admire Ellen Keane, what can I say about her, she is incredible sportswomen, talented and I just absolutely love her. There is so many people that I admire, and that I look up to, James Cawley Jnr, to Jamie Shields, Adam Harris, Paddy Smyth, Daniel Twomey, Geraldine Dunne, Gearoid Kearney, Jeanne McDonagh, Caran McKinney, Damien Quinn, John Cradden, Sinead Kane, Eric Lacey, and so many others. All of these people are incredible bunch advocates, activists, all of these people I admire the work everyone does.