Human Resources

Disability in a corporate environment

Deirdre Williams, Landis & Associates

There are some evolutionary changes happening in relation to disability in South Africa. Existing structures and support measures for people with disabilities are, correctly, being challenged. Work of decent quality is the most effective means of escaping the vicious circle of marginalisation, poverty and social exclusion. People with disabilities are frequently trapped in this vicious circle and positive action is needed to assist them in breaking out of it.

Barriers which disabled people face in getting jobs and taking their place in society can and should be overcome through a combination of policy measures, regulations, programmes and services.

At present, few organisations have tackled the issue of incorporating individuals with disabilities into their environments. Typically, when integration of individuals with disabilities is attempted, the approach is not holistic and does not consider all the facets of a truly integrated disability management solution, resulting in a haphazard approach, a lack of sensitivity and appropriate accommodation, confusion regarding roles and responsibilities, discomfort amongst the workforce regarding day-to-day interaction with individuals with disabilities, a lack of development programmes, a resultant lack of career progression opportunities and high turnover of individuals with disabilities.

Currently 5 – 12% of S outh Africans have a disability, yet less than 1% of these individuals are employed in the open labour market. Suggested targets for organisations regarding representation of individuals with disabilities are: 2% (Department of Labour) and 3% (BBBEE). However, it should be noted that the Financial S ervices Charter is forwarding a proposal to the dti with some changes to the HR section in the hope that the Charter will be gazetted as a section 12 charter. One of the key changes is that they have set themselves targets for black disabled people, currently proposed at 10% of headcount.

Current legislation relating to individuals with disabilities includes the Employment Equity Act; Code of Good Practice on Disability; technical Guidelines on Disability; Basic Conditions of E mployment Act; and the Constitution.

In creating a comprehensive and legally aligned approach to managing disability, organisations need to ensure alignment of their disability strategies with the legislation mentioned above.

In doing so, they are able to simultaneously contribute towards their objectives for EE , BEE, Skills Development and Corporate Social Responsibility. The following issues have to be addressed: sensitisation and strategy; guidelines regarding the formulation of a disability strategy; organisation- wide communication and education; environmental audits; recommendations regarding required building modifications; an organisationwide numbers audit (including an assessment of insurance claims where necessary); feedback regarding the current number of disabled employees, types of disability and location of disabled individuals within the organisation; recommendations regarding reasonable accommodation and development; recommendations regarding re-integration strategies; verification of disabilities; a Draft Disability Policy and analysis and update of current organisational policies, eg Recruitment and Occupational Health and Safety; review of medical aid in terms of appropriate facilities and support for the types of disability identified within the organisation; review of existing EAP facility in terms of appropriate facilities and support for the types of disability identified within the organisation; sensitisation in areas receiving disabled learners or with a high density of disabled employees; guidance regarding ring-fencing of positions (to be assessed after reviewing findings of Numbers Audit re: types of disability); assistance in modifying job profiles for ring-fenced positions; recruitment; learnerships as per agreed target; internships; development programmes; and social interventions, sponsorship of disability orientated organisations, sport programmes/events for individuals with disabilities, etc.

tel: +27 (11) 463-9810
email: dwilliams@landis.co.za