When HR firms consult with organizations on HR issues, it is clear that employing people with disabilities is the furthest thing from their minds. Instead of exploring ways to recruit and integrate people with disabilities into their organizations, it’s much easier to say it’s not possible. Business leaders need to approach this topic and gain a deeper understanding of how to create an inclusive organization. Reluctance to include people with disabilities in recruitment efforts may be limiting access to a pool of talented workers. Employers will be encouraged to feel more comfortable hiring people with disabilities by viewing positively the potential skill contributions that people with disabilities can make.
Disabled people are the most marginalized group in South Africa. They make up 7.5% of our population, but hold about 1% of the jobs in this country. Their situation is further aggravated by socio-economic factors that make them dependent on social subsidies and trapped in poverty.
The South African government is asking employers to help address the ignorance, stereotypes and prejudice associated with disability. Therefore, organizations must strategically consider a diverse workforce and capacity planning to create an inclusive environment. This is done through its policies, practices, infrastructure, training, and increased awareness that address employment barriers for people with disabilities.
We must remember that at any time in a person’s life, there is the possibility of becoming temporarily or permanently disabled. A single car accident or stroke could leave one missing a limb or paralyzed. One would hope that your employer still values your talents and accommodates you as best as possible. The possibility of offering alternative work, reduced work or flexible terms and conditions could be explored as part of the organization’s reasonable accommodation process, so that workers are not forced or encouraged to terminate their employment.
Disabled people are generally found to be committed and hard-working employees. They find creative ways to solve problems and have a more positive outlook on life. Also, from a public relations point of view, hiring disabled workers can create a more positive image for your company. This could, in turn, inspire other businesses in your area to follow suit, eventually creating a more diverse business climate.
By creating an inclusive corporate culture, employers, as well as their customers and suppliers, feel and experience the heart of the organization, thus being recognized as a socially responsible employer. Such a culture demonstrates to employees that their employer will take steps to reasonably accommodate them should they unfortunately one day become disabled. This fosters greater employee engagement, pride in the organization itself, and better morale. Additionally, the organization will be viewed as an employer of choice and therefore attract a broader and more diverse talent pool.
Another benefit is that the organization will also support national legislation in terms of Employment Equity (EE), Broad-Based Black Economic Empowerment (BBBEE), Corporate Social Responsibility (CSR) while also addressing past social injustices. .
If the disabled person has not worked for a long time or has not had the opportunity to continue studying, the placement of this person must always be accompanied by an intensive training programme. By doing so, employers will benefit from earning points on the BBBEE Employment Equity and Skills Development scorecard. Additionally, by placing a person with a disability in an apprenticeship, an organization can claim up to R100,000 (one hundred thousand rand) in tax refunds per learner.
