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POSITIVE INTEGRATION OF PEOPLE WITH DISABILITIES IN THE WORLD OF WORK

POSITIVE INTEGRATION OF PEOPLE WITH DISABILITIES IN THE WORLD OF WORK. Agenda. POSITIVE INTEGRATION OF PEOPLE WITH DISABILITIES IN THE WORLD OF WORK Benefits Economic benefits Social benefits Guidelines for PWD Guidelines for Employers PAG Case Study.

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POSITIVE INTEGRATION OF PEOPLE WITH DISABILITIES IN THE WORLD OF WORK

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  1. POSITIVE INTEGRATION OF PEOPLE WITH DISABILITIES IN THE WORLD OF WORK

  2. Agenda • POSITIVE INTEGRATION OF PEOPLE WITH DISABILITIES IN THE WORLD OF WORK • Benefits • Economic benefits • Social benefits • Guidelines for PWD • Guidelines for Employers • PAG Case Study

  3. Benefits of Positive Integration of PWD • Economic Benefits • Disability Equity attracts new business • Complying to legislation • Brand Enhancement • Social claims decrease • PWD can alleviate areas of skills shortage

  4. Benefits of Positive Integration of PWD • Economic Benefits • Research has shown in countries with low unemployment rate * • 90% of PWD did well or better at their jobs than non-disabled co-worker • 86% of PWD less absent • Staff retention was 72% higher among PWD • *Canadian stats survey 2001 / EE trust 2005

  5. Benefits of Positive Integration of PWD • Social Benefits • Reduce the stigma attached to PWD • Improve PWD self-esteem • Give other PWD inspiration • PWD has determination and focus • Giving PWD recognition strengthens their own competence • Improves morale and culture in company • Heightens credibility of company in the society

  6. Guidelines for PWD and Employers • Attitudes probably most fundamental concept in social psychology because they involve all aspects of social behaviour (Allport, 1935) • Factors which contribute towards beliefs and misconceptions thus the negative attitude towards PWD includes • Ignorance and prejudice • Lack of understanding of PWD • Culture • Ignorance and prejudice • Lack of understanding of PWD • Culture

  7. Guidelines for PWD and Employers • Conjoint responsibility between PWD and employers • Create realistic expectation • Non exploitation of parties • Fundamental attitudes in the culture of the company needs adequate preparation towards PWD • Crucial that management steers and encourages employing PWD • Disability policy alone cannot guarantee success

  8. Guidelines for PWD • CV and Interview Guidelines • Disclosure of disability • The prospective employer will make the hiring decision based on these factors: • Attitude • Image and Communication skills • Experience • Education • Correlation of the above to the position • Prepare for the Interview • Research, Location, Questions • Dress professionally for a job interview

  9. Guidelines for Employers • Realize that employing PWD is not a quick fix for EE • Traditional ways of recruiting do not work • Recruitment process adapted and assessable to PWD from • Advertising, Selection, Interviewing , Placing PWD and Retaining PWD • Have realistic expectations and find innovative recruiting and retention solutions • Reasonable accommodation not always costly

  10. Guidelines for Employers • Misconception employing PWD means more work for other employees • Avoid stereotyping PWD and being bias • SA’s Labour Law protects career seekers from discrimination based on personal factors including • Visible or invisible disabilities • Disclosed or undisclosed disabilities

  11. Guidelines for Employers • Groundwork in place before driving PWD recruitment • Access and environment assessments • Reasonable accommodation solutions • Awareness and sensitisation workshops for all the staff • Flexible and innovative recruitment and retention solutions • Pre and post placement assistance for PWD

  12. Guidelines for Employers • Take PWD into consideration during all the recruitment stages • Validity of Inherent Job Requirements • Ask questions relevant to the IJR only • Method of advertising • Language and correct terminology • Selecting PWD still needs to be right person for the position

  13. Guidelines for Employers • Strategic goal to retain PWD • Employees who become disabled while employed at a company should be encouraged to return to work if company would be able to provide reasonable accommodation • PWD who has been employed needs fair performance evaluation, training and development facilities in place for personal development and uplifting skills of PWD

  14. PAG Case Study Clyde Holland A Skydive Instructor, Pilot & Career Man

  15. THANK YOU

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