Inclusive Employment: Yock Song Law, CEO of Ludus Lab, shares about building a workplace that values different abilities as strengths—not limitations

Inclusivity is Empowering Everyone!

As part of Wantedly’s new series on inclusive hiring in partnership with i’mable by SGEnable, we talk to disabled employees and their employers to get to know more about their challenges, their culture, how they overcome, and thrive together to reach their goals.

In this 1st employer perspective for the series, we are inspired by Yock Song Law's vision and how he brings it to life through the inclusive hiring practices at Ludus Lab.

Yock Song, can you share about Ludus Lab's vision, and it's impact?

As the CEO and Co-founder of Ludus Lab, I lead the company in creating accessible and inclusive experiences in tourism and education.

One of our company's proudest milestones is launching the Sentosa Wheelventure—a fully wheelchair-accessible tour of Sentosa Island. This wasn’t just about creating a tour—it was about changing perceptions. We’ve had wheelchair users tell us that the last time they set foot in Sentosa was many years ago—some even before they acquired their disabilities—because they thought it was no longer possible to enjoy the island in their condition.

Hearing them say, after the tour, how surprised and delighted they were to discover that Sentosa can be inclusive and accessible was incredibly meaningful. It’s a powerful reminder that sometimes, all it takes is one thoughtful experience to open up a world again.

What really inspires me is working alongside persons with disabilities and seeing their resilience and adaptability firsthand. They are true masters of adaptation and determination. I’ve come to realise that when we shift the focus from their disabilities to their strengths, and place them in roles that let them shine, they can achieve so much more than society often expects.

One example that stays with me is a guide with a physical disability who was initially hesitant and unsure. But after just a few sessions, their confidence grew, and they now lead tours with ease and charisma. The opportunity to interact with international visitors and share stories on an equal footing truly unlocked their potential. It’s moments like these that drive me to keep creating platforms and encouraging others to do the same.

What is your view on Inclusive Hiring?

Inclusivity hiring, for us, means recognizing the talents and perspectives persons with disabilities bring to the table and designing roles where they can thrive. It’s about moving beyond tokenism and actively building a workplace that values different abilities as strengths—not limitations.

At Ludus Lab, we design roles to be flexible and adaptable—so everyone can showcase their strengths, not be limited by their challenges. Our training is tailored to support a variety of needs, whether physical, sensory, or visual.

Inclusivity is not just what we do—it's part of our DNA. That extends beyond the workplace into how we bond as a team. Our gatherings and outings are always inclusive. One of our proudest moments last year was organizing a day trip to Johor Bahru with one of our wheelchair-using teammates. It was fun, meaningful, and a testament to what’s possible when we plan with inclusion in mind. 

A key challenge is ensuring the right job fit—not just from a skills perspective, but also in terms of what someone is physically or mentally comfortable managing. For example, a docent guide, Joanne, was initially hired in an administrative role, but it quickly became clear that extended computer work wasn’t ideal for her. So, we shifted her into a guiding role, and that’s where she truly began to shine.

The lesson here is that with openness and flexibility, we can often find a better match that allows individuals to flourish.

Ultimately, leadership must walk the talk. Inclusion can’t just be a statement—it has to be a daily practice that takes place internally within the company. I’m fortunate to have a team that’s aligned with these values and is supportive of one another.

Externally, we need more recognition and especially cross-industry partnerships. One of the initiatives we did was starting the Tourism Soft Skills Training for frontline tourism roles, designed to prepare persons with disabilities for customer-facing jobs in tourism and hospitality. But for this to truly take off, we need more champions in the industry—employers who are willing to offer that first opportunity to hire them and serve as examples for others to follow.

When businesses see successful placements and real-life examples, they become more confident in taking the first step. With the right support and mindset, we can grow a more inclusive ecosystem—one that doesn’t just include persons with disabilities, but actively uplifts and empowers them.

 How do you take care of you and your team’s mental health?

We believe that mental well-being starts with a supportive environment. Regular check-ins—both casual and intentional—help us stay connected beyond just tasks and deadlines. It’s about creating a space where people feel seen, heard, and cared for.

We also organise team get-togethers and activities outside of work to strengthen bonds. Recently, we started an oriental drumming class—and it’s been a hit! What’s beautiful is that our participants include individuals with physical disabilities, those with visual impairment, and able-bodied teammates all drumming together, laughing, learning, and having fun.

Moments like these go beyond just stress relief—they build a shared rhythm (literally and figuratively) that brings us closer and reminds us why inclusion is so powerful.

How do you envision the work landscape to be like in the future in relation to disability inclusion?

I envision a future where inclusion is simply the norm—where every workplace thinks about accessibility from day one. But more than that, I look forward to seeing persons with disabilities not just employed, but leading—as business owners, managers, and change-makers.

We need to move beyond inclusion as access and start thinking of it as empowerment. That’s the kind of future I believe in, and I’m committed to helping build it. - Yock Song

Based on your experience, if there’s one thing you could advocate for persons with disabilities in the workplace, what would it be?

I will advocate for meaningful roles. Employment isn’t just about ticking boxes—it’s about giving someone a real chance to grow, lead, and contribute in a way that matters. When we focus on creating value for and with persons with disabilities, everyone wins.

We are constantly on the look out for the right fit, and you can apply here.

Thank you, Yock Song!

About the campaign

Inclusivity is Empowering Everyone! is a Public Education for Disability Inclusion campaign by Wantedly Hire in partnership with i’mable by SGEnable.

For more inspiring stories on Inclusive Employment, you can follow the series here.

Our public inclusive Job Portal is now live.

If you are an inclusive employer and wish to list your openings, please send your JDs to andrew@wantedly.com.

About i’mable by SGEnable
i’mable celebrates the abilities of persons with disabilities and encourages everyone to take positive action for disability inclusion and commit to building a more inclusive society and enabling lives.

About Wantedly
Our mission is to create a world where work drives passion. We champion employer branding for companies to attract the right talents for the right opportunities. Wantedly Hire is an application tracking system optimised for modern hiring practices.