1 / 16

Are Assessment Centres an enabling experience for the disabled?

ACSG Conference 2010. Are Assessment Centres an enabling experience for the disabled? Presented by Johan Greeff & Lucille Greeff. Our vision. The Leadership Partnership . Our clients over past 20 years. Compass Group of Companies Ekurhuleni Metropolitan Municipalities SASOL

erol
Download Presentation

Are Assessment Centres an enabling experience for the disabled?

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. ACSG Conference 2010 Are Assessment Centres an enabling experience for the disabled? Presented by Johan Greeff & Lucille Greeff

  2. Our vision The Leadership Partnership

  3. Our clients over past 20 years • Compass Group of Companies • Ekurhuleni Metropolitan Municipalities • SASOL • Volkswagen SA • Independent Complaints Directorate • SARS • Department of Justice • International Trade Administration Commission (ITAC) • Pick n Pay • TongaatHuletts • Parliament of the Republic of South Africa • Provincial Government of the Western Cape • Truworths

  4. Questions • Who has a family member who is disabled? • Who has a close friend who is disabled? • Who has a work colleague who is disabled? • Who has conducted an Assessment / Development Centre for a disabled candidate? • Is there anyone present who is disabled and comfortable disclosing that?

  5. Defining Disability • EE Legislation: 3 criteria • Person has a physical / mental impairment • Long Term and recurring (12+ months) • Substantially limits their prospects of entry into or advancement in employment • WHO (International Classification of Functioning Disability and Health, 2001) • Defines disability as a contextual variable, dynamic over time and in relation to circumstances. One is more or less disabled based on the interaction between the person and the individual, institutional and social environments.

  6. Types of disabilities

  7. Why is this topic important? • Statistics on disability (5-12% of SA population) • Only 1% of disabled people in employment in SA • Very few ever make it into management positions • EE Act • Disability is foremost i.t.o current stream of workplace inclusion • Target category for employment means that more disabled people should be moving into management positions over time • Ring fencing of jobs for disabled individuals • Assessment Centre Professionals largely ignorant / not exposed to date • Assessments in past done by Occupational Therapists • Duty in bridging gap between perceptions and true abilities • Potential of Assessment Centres to address discrimination and prejudice

  8. Ethical Issues • What happens if you assess a candidate who doesn’t disclose his/her disability? • Who has a disability (E.g. HIV / AIDS, Bipolar)? • Who decides whether someone can / can’t do a job? • Inherent vs. perceived job requirements? • How far does reasonable accommodation go?

  9. Group Discussions In your group, discuss the following considerations when assessing disabled candidates: Group 1: Practical Issues Group 2: Factors that may impact on results Group 3: Assessor behaviour & perceptions

  10. Practical Considerations • Battery of tests • Accessibility of venue • Assistive devices • Interpreters / carers • Time requirements • Facilitation and communication with candidates

  11. Impact on results • Perceived “Aggression” • Self Esteem • Communication Competencies • Disclosure vs. Non-Disclosure and Judgement • Results Orientation and pace of work • Influencing and status of disabled individuals in workplace • Other areas of compensation

  12. Assessor Perceptions & Behaviour • Assessor perception of what an individual is capable of • Lack of awareness of reasonable accommodation needs • Self-conscious behaviour • Overdoing assistance provided • Not using same standards for evaluation • Own prejudice

  13. Best Practice Guidelines • Terminology – Assessment Centre • Assessment Centre itself must not be an inappropriate boundary in the selection process • Inquire about disability when arranging Assessment Centre (minimise surprises, be prepared) • Speak to candidates if there is disclosure to understand their needs and requirements (Candidates themselves are the real experts in their needs, no assumptions) • Be aware of and interrogate your own prejudice • Use of Assistive Technology

  14. Best Practice Guidelines • Clarity on inherent vs. perceived job requirements – Output focus • Respect disclosure and confidentiality • Reasonable accommodation vs. Equal treatment • Relax... Don’t be too self-conscious as the AC facilitator • Always debrief with the individual afterwards • Learn more about the disabilities you encounter but don’t use what you learn to “box” people • Make use of other AC Best Practice (multiple observers, statistical integration etc.)

  15. Resources • Jeremy Opperman & Associates www.disabilitydesk.co.za • CapeAble Disability Consulting – Russell Vollmer www.capeable.co.za • South African Disability Alliance (Sseta) – www.ibility.org.za • National Accessibility Portal (CSIR) – www.napsa.org.za • FASSET Disability Toolkit – www.fasset.org.za

  16. The Leadership Partnershipwww.treetops.co.za / 012 666 8093

More Related