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"Adanya peraturan terkait penyandang disabilitas yaitu Undang-Undang Nomor 8 Tahun 2016 Tentang Penyandang Disabilitas membuat pemerintah pusat dan pemerintah daerah harus memperhatikan pemenuhan hak bagi penyandang disabilitas salah satunya dalam bidang ketenagakerjaan. Penelitian ini bertujuan untuk menganalisis implementasi program pengembangan tenaga kerja penyandang disabilitas di Kota Semarang. Metode yang digunakan dalam penelitian ini yakni menggunakan pendekatan post-positivist. Data dalam penelitian ini diperoleh melalui metode wawancara mendalam dan studi literatur. Adapun teknik pengolahan data dalam penelitian ini bersifat kualitatif. Hasil penelitian ini menunjukkan implementasi program pengembangan tenaga kerja penyandang disabilitas telah dilakukan Dinas Tenaga Kerja Kota Semarang melalui Program Peningkatan Produktivitas bagi Masyarakat. Dalam pelaksanaan program berdasarkan aspek pengorganisasian, interpretasi, penerapan atau aplikasi, kesesuaian antara program dengan pemanfaat, kesesuaian antara program dengan organisasi pelaksana, dan kesesuaian antara kelompok pemanfaat dengan organisasi pelaksana, terdapat dua aspek yang belum terpunuhi yaitu interpretasi dan kesesuaian antara program dengan pemanfaat. Terdapat hambatan dalam pelaksanaan program ini yaitu keterbatasn anggaran. Saran yang diberikan agar Pemerintah Kota Semarang dapat mengatasi hambatan yang ada dalam implementasi program.

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The existence of regulations related to persons with disabilities namely Law Number 8 of 2016 concerning Persons with Disabilities makes the central government and regional governments must pay attention to the fulfillment of the rights for persons with disabilities, one of which is in the field of employment. This study aims to analyze the implementation of development programs for workers with disabilities in the city of Semarang. The method used in this study is to use a post-positivist approach. The data in this study were obtained through in-depth interviews and literature studies. The data processing techniques in this study are qualitative. The results of this study indicate that the implementation of the workforce development program for people with disabilities has been carried out by the Semarang City Manpower Office through the Productivity Improvement Program for the Community. In the implementation of programs based on aspects of organizing, interpreting, implementing or applying, the appropriateness of the program with the beneficiaries, the appropriateness of the program with the implementing organization, and the suitability between the beneficiary groups and the implementing organization, there are two aspects that have not been fulfilled, namely interpretation and appropriateness of the program with the beneficiaries. There are obstacles in the implementation of this program, namely budget constraints. Suggestions are given so that the Semarang City Government can overcome the obstacles that exist in the implementation of the program."

"Dalam proses penyebarluasan dan partisipasi masyarakat, belum benar-benar melibatkan Penyandang Disabilitas. Hal ini terkait pembuatan Peraturan Perundang-Undangan yang mencakup tahapan perencanaan, penyusunan, pembahasan, pengesahan atau penetapan, dan pengundangan sebagaimana diatur dalam Undang-Undang No. 12 Tahun 2011. Pengesahan UU Nomor 11 Tahun 2020 tentang Cipta Kerja menuai pro dan kontra. Kritik terhadap Undang-Undang ini menyasar pada aspek formil dan materiil. Selain soal substansi yang kontroversial dan penggunaan perspektif yang tidak seimbang dalam memandang permasalahan dan merumuskan solusi, minimnya pelibatan publik, terkhusus golongan masyarakat Penyandang Disabilitas juga menjadi sasaran kritik atas proses pembentukan Undang-Undang ini. Proses penyebarluasan dan keikutsertaan partisipasi masyarakat seharusnya merata kepada setiap kelompok, termasuk kelompok Penyandang Disabilitas di dalamnya. Hal ini dikarenakan, sesuai dengan amanat Undang-Undang No. 12 Tahun 2011 tentang Pembentukan Peraturan Perundang-Undangan dan penerapan prinsip-prinsip Convention on the Rights of Person with Disabilities, berbicara mengenai pemenuhan hak-hak Penyandang Disabilitas dalam proses penyebarluasan dan partisipasi masyarakat pembentukan Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja. Konvensi ini sendiri merupakan konvensi yang memuat kedaulatan atas penyandang disabilitas guna menunjukkan kesunggukan atas perlindungan terhadap hak mereka, memastikan semua penyandang disabilitas dapat menikmati semua hak dasar manusia dan kebebasan yang fundamental.

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Regarding the dissemination and public participation process, Persons with Disabilities have not been involved. It is related to the making of Legislation, which includes the stages of planning, preparation, discussion, ratification or stipulation, and promulgation as stipulated in Law No. 12 of 2011. The ratification of Law Number 11 of 2020 on Job Creation has drawn pros and cons. Criticism of this law targets the formal and material aspects. Apart from the controversial substance and the use of unbalanced perspectives in looking at problems and formulating solutions, the lack of public involvement, especially for people with disabilities, has also become a target of criticism for forming this Law. The process of dissemination and participation of public participation should be evenly distributed to every group, including people with disabilities. It is because, under the mandate of Law No. 12 of 201 concerning the Formation of Legislation and the application of the principles of the Convention on the Rights of Persons with Disabilities, it talks about the fulfillment of the rights of Persons with Disabilities in the process of dissemination and public participation in the formation of Law No. 11 of 2020 concerning Job Creation. This convention contains sovereignty over persons with disabilities to show seriousness about protecting their rights, ensuring that all persons with disabilities can enjoy all basic human rights and fundamental freedoms."

"Skripsi ini menganalisis kualitas pelayanan publik yang diberikan oleh PT. Kereta Commuter Indonesia sebagai operator transportasi publik moda kereta api di wilayah Jabodetabek yakni Kereta Rel Listrik bagi penyandang disabilitas fisik. Menyediakan sarana, prasarana, dan pelayanan dari petugas yang ramah bagi penyandang disabilitas fisik masih menjadi tantangan. Maka dari itu perlu untuk mengukur sejauh mana operator dalam menyediakan pelayanan publik yang berkualitas. Untuk mengetahui kualitas pelayanan Kereta Rel Listrik bagi penyandang disabilitas fisik, dilakukan pengukuran dengan pendekatan kuantitatif menggunakan model kualitas pelayanan yang dikemukakan oleh Brady and Cronin (2001). Data yang diperoleh untuk menganalisis berasal dari kuesioner dan wawancara mendalam. Hasil penelitian ini menunjukan bahwa kualitas pelayanan Kereta Rel Listrik bagi penyandang disabilitas fisik di rute perjalanan Bogor-Jakarta Kota masuk dalam kategori sedang. Saran yang diberikan oleh peneliti disesuaikan dengan perolehan gap tertinggi di setiap subdimensi dan disesuaikan pula dengan hasil analisis importance-performance analysis untuk upaya peningkatan kualitas pelayanannya.

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This thesis analyzes the quality of public services provided by PT. Kereta Commuter Indonesia as a public transportation operator of train modes in the Greater Jakarta area, namely The Electric Railway for people with physical disabilities. Providing facilities, infrastructure, and services from officers who are friendly to people with physical disabilities is still a challenge. Therefore it is necessary to measure the extent to which operators in providing quality public services. To determine the service quality of Electric Rail for people with physical disabilities, a quantitative approach was measured using the service quality model put forward by Brady and Cronin (2001). The data obtained to analyze came from questionnaires and in-depth interviews. The results of this study showed that the quality of Electric Railway services for people with physical disabilities on the Bogor-Jakarta Kota travel route fall into the medium category. The recommendations given by the researchers were adjusted to the highest gap gain in each subdimentions and also adjusted to the results of importance-performance analysis for efforts to improve the quality of service."

"ABSTRAK Kesempatan bekerja bagi penyandang disabilitas kini sudah mulai terbuka di beberapa perusahaan baik perusahaa BUMN maupun perusahaan swasta karena pegawai disabilitas mampu membuktikan bahwa kinerja pegawai disabilitas sangat efektif sesuai dengan target yang telah ditentukan oleh perusahaan. Namun perusahaan tidak dapat hanya melihat pegawai disabilitas sebagai sumber daya manusia yang bekerja tanpa memperhatikan kesejahteraan dan peningkatan kemampuan pegawai disabilitasnya terutama dalam hal pengembangan karir seperti menjadi ahli di bidang pekerjaannya serta tersedianya aksesibilitas berbagai fasilitas penunjang yang dapat mendukgung mobilitas pegawai dalam beraktivitas. ILO sebagai organisasi perburuhan telah menyusun standar pengelolaan tenaga kerja disabilitas di dunia kerja agar dapat tercipta situasi kerja yang tidak diskriminatif dan inklusif. Dalam hal ini pengalaman penyandang disabilitas sangat diperlukan dalam menilai kemampuan perusahaan untuk memenuhi kriteria pengelolaan tenaga kerja disabilitas yang sesuai dengan guidelines ILO. Untuk itu dilakukan penelitian tentang pengalaman bekerja para pegawai disabilitas selama bekerja di perusahaan BUMN dan perusahaan swasta berdasarkan perspektif penyandang disabilitas sendiri. Penelitian ini menggunakan pendekatan kualitatif dengan jenis penelitian studi kasus pengambilan sampel informan melalui teknik snowball sampling. Hasil penelitian menemukan bahwa dalam perekrutan perusahaan terhadap pegawai disabilitas masih mengandung diskriminasi sebab hanya penyandang disabilitas yang berada di Balai saja yang mendapat kesempatan bekerja namun tidak seluruh penyadang disabilitas angkatan kerja selain itu dalam hal pengembangan karir dan pengadaan fasilitas umum yang masih belum aksesibel bagi pegawai disabilitas di perusahaan. Saran yang diberikan antara lain perusahaan dapat membuat kebijakan pengelolaan tenaga kerja disabilitas yang tidak diskriminatif sejak dalam tahapan rekrutmen, seleksi, pengembangan karir dan penyediaan sarana dan prasarana yang diperlukan bagi penyandang disabilitas sesuai dengan yang diharapkan pada guidelines ILO terkait pengelolaan penyandang disabilitas dalam dunia kerja dan sejalan dengan harapan umum yang diinginkan oleh UU Nomor 8 Tahun 2016 tentang Penyandang Disabilitas juga sehingga dapat mewujudkan workplace inclusion dalam dunia kerja.

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ABSTRACT

Job opportunities for persons with disabilities have now begun to open in several companies, both state-owned enterprises and private companies because disability employees are able to prove that the performance of disability employees is very effective in accordance with the targets set by the company. But companies cannot only see disability employees as human resources who work without regard to welfare and increase the ability of their disability employees, especially in terms of career development such as becoming experts in their fields of work and the availability of accessibility to various supporting facilities that can support employee mobility in their activities. The ILO as a labor organization has set standards for managing disability labor in the world of work in order to create a non-discriminatory and inclusive work situation. In this case the experience of persons with disabilities is very necessary in assessing the ability of companies to meet the criteria for managing disability labor in accordance with ILO guidelines. For this reason, research was conducted on the experience of working with disability employees while working in state-owned companies and private companies based on the perspective of persons with disabilities themselves. This study uses a qualitative approach with a type of case study of informant sampling through a snowball sampling technique. The results of the study found that the recruitment of companies with disability employees still contained discrimination because only persons with disabilities in the Balai had the opportunity to work but not all workers with disabilities other than that in terms of career development and provision of public facilities that were still not accessible for disabled employees. at the company. Suggestions given include companies can make policies for managing disability workers who are not discriminatory since the stages of recruitment, selection, career development and provision of facilities and infrastructure needed for persons with disabilities as expected in ILO guidelines related to the management of persons with disabilities in the world of work and in line with the general expectations desired by Law Number 8 of 2016 concerning Disabled Persons as well so that they can realize workplace inclusion in the world of work.

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"[ABSTRAKPenelitian membahas implementasi kebijakan rehabilitasi sosial penyandangdisabilitas mental melalui UILS di Tebet, Jakarta. Metode penelitian ini adalahkualitatif, dengan fokus penelitian pada proses pelaksanaan rehabilitasi sosial bagipenyandang disabilitas mental, peran stakeholder dalam pelaksanaan UILS, sertamengetahui tantangan dalam pelaksanaannya. Informan kunci sebanyak 14 orangyang merupakan berbagai perwakilan dari pemerintah, penyelenggara pelayanan,dan PDM penerima manfaat, dengan berbagai variasi latar belakang gangguan.Hasil penelitian menunjukan bahwa rehabilitasi melalui UILS dapat berjalandengan baik dan memberikan manfaat terhadap penyandang disabilitas mental dankeluarga, namun kualitasnya perlu dikembangkan. Kekuatan terletak padakerjasama dan koordinasi antar stakeholder. Tantangan dalam pengembangannyamenyangkut sumber daya SDM pelaksana, informasi, dan jaringan.

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ABSTRACTThis research discusses the implementation of social rehabilitation for Peoplewith Mental Disability (PwMD), through the UILS Tebet, Jakarta. The methodused was qualitative analysis, which focuses on the implementation process ofsocial rehabilitation for PwMD. The study describes roles of various stakeholdersinvolved in the services, and the constraints faced in implementing rehabilitativeprocess. The key informants in this research are 14 persons, who have beeninvolved in the UILS. They are representing various stakeholders such asgovernment representatives, UILS staff members, and the beneficiaries. Theresearch shows that social rehabilitation through the UILS is workable and givebenefit for PwMD and theirs family, yet it could be further improved. The strengthof services laid on coordination and cooperation among various stakeholders.Meanwhile, the constraints related to various factors, including: humanresources, information, and networking., This research discusses the implementation of social rehabilitation for Peoplewith Mental Disability (PwMD), through the UILS Tebet, Jakarta. The methodused was qualitative analysis, which focuses on the implementation process ofsocial rehabilitation for PwMD. The study describes roles of various stakeholdersinvolved in the services, and the constraints faced in implementing rehabilitativeprocess. The key informants in this research are 14 persons, who have beeninvolved in the UILS. They are representing various stakeholders such asgovernment representatives, UILS staff members, and the beneficiaries. Theresearch shows that social rehabilitation through the UILS is workable and givebenefit for PwMD and theirs family, yet it could be further improved. The strengthof services laid on coordination and cooperation among various stakeholders.Meanwhile, the constraints related to various factors, including: humanresources, information, and networking.]"

"Penelitian skripsi ini tentang pemberdayaan penyandang disabilitas melalui program Beasiswa membatik oleh Rumah Batik PalBatu yang dibahas dari disiplin ilmu Kesejahteraan Sosial. Penelitian ini dilatarbelakangi oleh keyakinan bahwa penyandang disabilitas berpotensi sama untuk menjadi anggota masyarakat yang produktif. Namun realitanya, penyandang disabilitas sering dihadapkan pada ketidakberdayaan karena berbagai hambatan dalam mengakses layanan umum, seperti akses dalam layanan pendidikan, kesehatan maupun dalam hal ketenagakerjaan dibanding anggota masyarakat non-disabilitas. Urgensi penelitian ini adalah mengungkapkan aktivitas pemberdayaan bagi penyandang disabilitas yang dilakukan Rumah Batik PalBatu melalui program beasiswa membatik memampukan pesertanya berkarya dan mandiri. Penelitian ini menggunakan metode kualitatif dengan jenis deskriptif. Pengumpulan data dilakukan sejak Agustus 2022 sampai November 2022 melalui studi dokumen, observasi, dan wawancara mendalam dengan total 6 (enam) informan yang dipilih melalui teknik purposive sampling. Hasil penelitian mengungkapkan bahwa program beasiswa membatik adalah pemberian kesempatan belajar secara gratis dan berkarya di bidang batik bagi penyandang disabilitas, yang semula dinamakan sedekah batik. Program ini dimaksudkan Rumah Batik PalBatu sebagai peretas hambatan kesempatan akses layanan pendidikan bagi penyandang disabilitas. Pemberdayaan dilakukan dengan strategi pendekatan direktif dimana ide dan panduan kegiatan berasal dari Rumah Batik PalBatu sebagai community worker. Sejalan dengan perkembangan kemampuan para penyandang disabilitas yang menjadi peserta program beasiswa membatik, secara bertahap pemberdayaan bergerak ke arah pendekatan non-direktif yang ditandai dengan kemampuan peserta untuk mengatur kebutuhannya akan pengembangan diri (self-directed action). Tujuan program beasiswa membatik sejalan dengan tujuan pemberdayaan, yaitu terciptanya (1) aksesibilitas yang lebih baik/better accessibility, (2) pendapatan yang lebih baik/better income, dan (3) kehidupan yang lebih baik/better living bagi penyandang disabilitas. Prinsip pemberdayaan program beasiswa membatik bagi penyandang disabilitas adalah dengan mengaplikasikan prinsip kesetaraan, prinsip kemandirian, dan prinsip berkesinambungan bagi penyandang disabilitas. Terungkap pula adanya faktor pendukung pelaksanaan program beasiswa membatik berupa tiga modal yaitu modal fisik (physical capital) berupa infrastruktur dasar seperti peralatan produksi maupun sarana yang dapat membantu proses pelaksanaan pemberdayaan, modal manusia (human capital) berupa kondisi keahlian community worker, dan modal sosial (social capital) yang meliputi jaringan kekerabatan dan budaya, serta keanggotaan dalam kelompok, rasa saling percaya, dan tradisi yang mendukung. Sedangkan, faktor penghambatnya berupa keterbatasan yang dimiliki masing-masing peserta beasiswa membatik.

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This is a Social Welfare study discusses the empowerment of persons with disabilities through the batik scholarship program organized by Rumah Batik PalBatu. Its background by belief that people with disabilities have potential to be productive. However, people with disabilities often face barriers in accessing public services, such as access to education, health and employment services. Urgency of this study is revealed disability empowerment activities at the Rumah Batik PalBatu through free batik scholarship program. This uses qualitative methods with a descriptive type. Data collection from August 2022 to November 2022 through deep interview with total six informants who selected by purposive sampling. Results revealed that batik scholarship program is providing opportunities to learn free, creative and independent by skills in the field of batik. The program previously named as batik charity. The strategy for the empowerment of the batik scholarship program is a directive approach with a dominant community worker role. In line with the development of the scholarship participants' ability to make batik, they will gradually move towards a non-directive approach which is characterized by the participants' ability to manage their needs for self-development (self-directed action). The aim of empowering persons with disabilities through the batik scholarship program is to create (1) better accessibility, (2) better income, and (3) better living for persons with disabilities.The principle of empowerment in the batik scholarship program for persons with disabilities is to apply the principles of equality, the principle of independence, and the principle of sustainability for persons with disabilities. In its implementation, there are supporting factors which include physical capital which includes basic infrastructure such as production equipment and facilities that can assist the process of implementing empowerment, human capital which includes the condition of community worker skills, and social capital which includes kinship and cultural networks, as well as group membership, mutual trust, and supportive traditions. In addition, there are inhibiting factors experienced, namely related to the limitations of each batik scholarship participant."

"Pengesahan Peraturan Menteri Perhubungan Nomor 98 Tahun 2017 bertujuan dalam mengakomodir regulasi penyelenggaraan transportasi publik yang aksesibel bagi pengguna jasa berkebutuhan khusus, termasuk penyandang disabilitas. PT KCI menjadi salah satu operator transportasi publik yang ikut berkomitmen dalam menyelenggarakan layanan Commuter Line yang ramah bagi penyandang disabilitas, termasuk di wilayah Depok. Penelitian ini bertujuan untuk menganalisis faktor-faktor yang memengaruhi implementasi Peraturan Menteri Perhubungan Nomor 98 Tahun 2017 pada layanan Commuter Line Depok bagi penyandang disabilitas. Analisis dilakukan dengan menggunakan teori implementasi Edwards III dengan 4 faktor yang memengaruhi implementasi, yaitu communications, resources, disposition, dan bureaucratic structure. Penelitian ini menggunakan pendekatan post-positivist dengan teknik pengumpulan data kualitatif melalui wawancara mendalam dengan 12 narasumber, obeservasi, dan studi kepustakaan. Hasil analisis menunjukkan bahwa terdapat 10 dari 18 indikator yang terpenuhi terkait faktor-faktor yang memengaruhi implementasi Peraturan Menteri Perhubungan Nomor 98 tahun 2017 pada layanan Commuter Line Depok bagi penyandang disabilitas. Hambatan pada faktor-faktor yang memengaruhi implementasi Peraturan Menteri Perhubungan Nomor 98 Tahun 2017 pada layanan Commuter Line Depok bagi penyandang disabilitas berkaitan dengan komunikasi terhadap stakeholder penyandang disabilitas yang belum merata dan menyebabkan penyelenggaraan layanan Commuter Line Depok belum sepenuhnya terwujud sesuai kebutuhan penyandang disabilitas, baik dari segi sarana, prasarana, dan petugas. Pelaksana kebijakan perlu untuk memperluas keterlibatan penyandang disabilitas serta melengkapi fasilitas sarana dan prasarana aksesibel yang belum terpenuhi, termasuk memberikan pelatihan kepada petugas dan menyediakan informasi yang dapat diterima bagi seluruh penyandang disabilitas.

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The ratification of the Minister of Transportation Regulation Number 98 of 2017 aims to accommodate regulations on the implementation of accessible public transportation for service users with special needs, including persons with disabilities. PT KCI is one of the public transportation operators that is committed to providing Commuter Line services that are friendly for persons with disabilities, including in the Depok area. This study aims to analyze the factors that influence the implementation of Minister of Transportation Regulation Number 98 of 2017 on Depok Commuter Line services for persons with disabilities. The analysis was carried out using Edwards III's implementation theory with 4 factors that influence implementation, namely communications, resources, disposition, and bureaucratic structure. This study uses a post-positivist approach with qualitative data collection techniques through in-depth interviews with 12 informants, observation, and literature studies. The results of the analysis show that there are 10 out of 18 indicators that are fulfilled regarding the factors that influence the implementation of the Minister of Transportation Regulation Number 98 of 2017 on Depok Commuter Line services for persons with disabilities. Obstacles to the factors that influence the implementation of Minister of Transportation Regulation Number 98 of 2017 on Depok Commuter Line services for persons with disabilities are related to communication to stakeholders with disabilities that have not been evenly distributed and have resulted in the implementation of Depok Commuter Line services not being fully realized according to the needs of persons with disabilities, both from terms of facilities, infrastructure, and staff. Policy implementers need to expand the involvement of persons with disabilities and complete accessible facilities and infrastructure that have not been met, including providing training to officers and providing information that is acceptable to all persons with disabilities."

"Melalui Peraturan Gubernur Provinsi DKI Jakarta Nomor 107 Tahun 2014 Tentang Kesamaan Kesamaan Kesempatan Kerja Bagi Penyandang Disabilitas diatur mengenai kebijakan penerimaan tenaga kerja penyandang disabilitas yang mewajibkan perusahaan dan instansi daerah untuk menyediakan kuota 1 bagi penyandang disabilitas. Meskipun sudah terdapat aturan tersebut, penyandang disabilitas masih kesulitan mendapatkan pekerjaan. Berdasarkan masalah tersebut penelitian ini bertujuan untuk menganalisis faktor-faktor yang mempengaruhi implementasi kebijakan penerimaan tenaga kerja penyandang disabilitas. Penelitian ini menggunakan pendekatan post-positivist dan pengumpulan data melalui wawancara mendalam dan studi kepustakaan. Hasil dari penelitian ini adalah terdapat empat faktor yang mempengaruhi implementasi kebijakan penerimaan tenaga kerja penyandang disabilitas yaitu communication, resource, dispositions, dan bureacratic structure. Dari keempat faktor tersebut, terdapat tiga faktor yang dominan mempengaruhi implementasi kebijakan penerimaan tenaga kerja penyandang disabilitas yaitu faktor communication, resource, dan bureaucratic structure.

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Through DKI Jakarta governor regulation number 107 of 2014 about Equality Of Employment Opportunities For Person With Disabilities, the local government regulated a policy about person with disabilities recruitment that oblige every company and local government agencies to provide a 1 quota of job for person with disabilities. Although the regulation exist, however many person with disabilities having a hard time to get a decent job.

Based on those problems, this research aim to analyze factors that influencing implementation of person with disabilities recruitment policy. This research uses post positivist approaches and data collection method are through in depth interview and literature study.

The result shows that there are four factor which is communication, resource, dispositions, and bureaucratic structure that influencing the implementation of person with disabilities recruitment policy. Of the four factors, communication, resource, and bureaucratic structure are the most dominant factor that influencing the implementation of person with disabilities recruitment policy. "

"ABSTRAKPenyandang disabilitas tunanetra sampai saat ini masih mengalami berbagai hambatan dalam menjalani kehidupannya. Secara internal, penyandang disabilitas tunanetra masih merasa terhina, rendah diri, tak berguna, dan berbagai perasaan inferior lainnya. Sementara di lingkungan sosial, masyarakat juga masih memberikan stigma negatif kepada penyandang disabilitas tunanetra. Penelitian ini melakukan analisis strategi pemberdayaan komunitas tunanetra yang tergabung dalam komunitas KTPB Komunitas Tunanetra Peduli Bangsa Kota Tangerang Selatan. Konsep yang digunakan dalam penelitian ini adalah konsep pemberdayaan diri sendiri self-help dan dukungan sosial social support yang dibangun oleh KTPB. Metodologi yang digunakan dalam penelitian ini adalah metodologi kualitatif.Hasil penelitian ini memperlihatkan bahwa kekuatan internal KTPB dan anggotanya dalam membangun self-help dan memperkuat dukungan sosial social support kepada mereka sangat dinamis. Kondisi self-help dan kemampuan memperkuat social support KTPB masih cukup lemah dan perlu diperkuat. Karena itu, upaya yang perlu dilakukan selain memperkuat self-help dan social support adalah meningkatkan kapasitas kelembagaan KTPB itu sendiri, baik aspek kepemimpinan, mekanisme kerja komunitas, jaringan dan kerjasama, serta kapasitas operasional dan adaptasi dari KTPB, sehingga akan mampu melakukan pemberdayaan anggotanya secara lebih baik. Kata kunci: penyandang disabilitas tunanetra, pemberdayaan, self-help, social support, KTPB, kelembagaan.

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ABSTRACTVisually impaired persons with disabilities is still experiencing various obstacles in their lives. Internally, the blind people still feel humiliated, inferior, useless, and various other inferior feelings. While in the social environment, people are still giving a negative stigma for persons with visual impairment. This research analyzes the community empowerment strategy who are incorporated in the organization of KTPB Studies in the Community of Visually Impaired Person for Concern of the Nation in the City of Tangerang Selatan. The concept used in this study is self help and social support. The methodology used in this study is a qualitative methodology.The result of this study shows that the internal strength of KTPB and its members in building self help and strengthen social supportis very dynamic. The condition of self help and the social support ability of KTPB still quite weak and need to be strengthened. Therefore, the efforts need to be done in addition to strengthening the self help and social support is to improve the institutional capacity of KTPB, both aspects of leadership, the working mechanism of the organization, networking and cooperation, as well as the operational capacity and adaptability of KTPB, so the organization will be able to better empower of its members. Keywords visually impaired persons with disabilities, empowerment, self help, social support, KTPB, institution."

"TransJakarta sebagai transportasi publik memiliki kewajiban melaksanakan kebijakan terkait aksesibilitas pada transportasi publik bagi disabilitas yang dibentuk oleh Pemerintah Pusat maupun Pemerintah Provinsi. Namun, masih ditemukan ketidaksesuaian pemberian pelayanan yang aksesibel bagi penyandang disabilitas di TransJakarta. Oleh sebab itu, penelitian ini bertujuan untuk menggambarkan faktor-faktor yang mempengaruhi implementasi kebijakan dengan menggunakan teori implementasi kebijakan publik oleh Merilee S. Grindle (1980). Metode yang digunakan dalam penelitian ini adalah post-positivist,teknik pengumpulan data melalui data primer yang dilakukan dengan wawancara mendalam dan data sekunder berupa studi literatur. Hasil analisis menggambarkan bahwa dalam pelaksanaan kebijakan penyediaan aksesibilitas bagi penyandang disabilitas masih ditemukan sejumlah faktor penghambat. Melalui 21 Indikator masih terdapat 9 indikator yang menjadi penghambat, yaitu kurangnya pelibatan dan komunikasi dengan penyandang disabilitas sehingga terdapat fasilitas yang tidak sesuai, petugas frontlineryang belum memahami pelayanan disabilitas, pelaksana masih belum sepenuhnya tanggap akan masukan stakeholder, instruksi penyediaan fasilitas dalam konten kebijakan yang dibentuk oleh pemerintah masih kurang mendetail, kurangnya sosialisasi dan edukasi terkait fasilitas bagi disabilitas sehingga adanya ketidakpahaman target group serta kurangnya awarenessmasyarakat umum, dan adanya sistem prasarana yang sudah terbentuk belasan tahun sehingga perbaikan fasilitas dilakukan bertahap dan memakan waktu cukup lama.

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TransJakarta as public transportation has the obligation to implement policies related to accessibility in public transportation for persons with disabilities established by the Central Government and the Provincial Government, however, problems are still found in providing accessible services for persons with disabilities. Therefore, this study aims to describe the factors that influence policy implementation by using the implementation of public policy implementation theory by Merilee S. Grindle (1980). The method used in this research is post-positivist, data collection techniques through primary data conducted by in-depth interviews and secondary data in the form of literature studies. The results of the analysis illustrate that in the implementation of the policy of providing accessibility for persons with disabilities, a number of inhibiting factors are still found. Through 21 Indicators there are still 9 indicators that become obstacles, namely the lack of involvement and communication with people with disabilities so that there are inadequate facilities, lack of frontliner’s understanding of disability service, implementers are still not fully responsive to stakeholder input, the instructions for providing facilities in the policy are still not detailed, lack of socialization and education related to facilities for disabilities so that there is a lack of understanding of the target group and a lack of awareness of the general public, and the existence of an infrastructure system that has been established for a dozen years so the improvement of facilities is carried out in stages and takes quite a long time."