“ NOTHING ABOUT US WITHOUT US”

1. DISABLED PEOPLE SOUTH AFRICA “NOTHING ABOUT US WITHOUT US” DISABILITY AND EMPOWERMENT IN THE WORKPLACE PREPARED BY MUZI NKOSI DPSA CHAIRPERSON

2. INTRODUCTION • The majority of people with disabilities [pwds], in South Africa, has been excluded from the mainstream of society and has been prevented from accessing fundamental social, political and economical rights.

3. INTRODUCTION • The low level of understanding of disability as a human rights and development issue by policy makers and service providers lead to the exclusion of pwds from developmental process despite the political will to redress the abuse of human rights the disabled community faced in the past.

4. DISABILITY TARGET • Government set itself the target in 2000 during the NEDLAC job summit. Stating that by 2005 2% of the workforce would be people with disabilities. • The Disability sector does not believe in quotas, we only agreed because we could measure whether government is going to deliver on employment of people with disabilities.

5. DISABILITY TARGET • Our believe is that people with disabilities should be employed equitable with other people and not be subjected to numbers • Today in 2012 the target is far from being reached, only 0.009% has been met, despite the political will on our side

6. Why departments and private sector don’t meet the 2% target? • Lack of knowledge about disability by Director Generals – still viewing disability with the medical model, were we are still regarded as sick and things needed to be done for us • KPI on disability delivery should be assigned to the Director Generals to enforce legislation

7. Why departments and private sector don’t meet the 2% target? • Government and private are chasing numbers and not suitably qualified candidates. • Not working together with the disability sector – ‘nothing about us without us’ • EEA of 1998 advocating for our employment but does not acknowledge how are we going to reach the area og employment

8. Why departments and private sector don’t meet the 2% target? • Lack of policy on accessible public transport in SA • Department working in solos – the DCWDP establish will be a dumping ground for disability. • Government and private sector need to conduct five steps to ensure that people with disabilities are comprehensively included in the mainstream

9. FIVE STEPS • The five [5] approaches to disability will assist Departments / Companies in their attempt to address disability issues with the view to support and increase the intake of people with disabilities in the work place in line with equity legislations.

10. 1 = DISABILITY SENSITIZATION • To conduct disability sensitization workshops for all personnel. The aim is to assist all staff to have a better understanding of disability issues and be able to view disability as a human rights and developmental issue. •  Secondly, the workshop will assist your organization with disability disclosure, whereby people will easily disclose their disability without fear of being discriminated.

11. 2 = WORK PLACE PROFILE • Development of a workplace profile gives a brief understanding of how a organization, division and the units are constituted. That is, it clearly outlines the total number of employees including employees with disabilities, types of disabilities; it stipulates clearly the issue of rank, race, gender and disability. •  It also outlines the occupational categories and different kinds of services rendered and also give an insight of how the organization manages its staff turn over, promotion, retention, career development, recruitment, disciplinary action and skills development.

12. 3 = POLICY AN STRATEGY • Development of the Human Resource strategy and a disability policy that is in line with your organization’s internal policy and also with equity legislations. The development of a disability management strategy document and its objectives being: • To ensure that people with disabilities have equal opportunities in the workplace • To improve employment prospects for people with disabilities by facilitating recruitment, return to work, job retention and opportunities for advancement

13. POLICY AND STRATEGY • To promote a safe, accessible and healthy workplace • To assure that employer costs associated with disability among employees are minimized – including health care and insurance payments, in some instances • To maximize the contribution which workers with disabilities can make to the company

14. 4 = DISABILITY ACCESS AUDITS • Review of job requirements and possibilities for reasonable accommodations, such as the office furniture and space for moving around in offices or other workplaces. • Review of existing accommodations implemented taking into consideration different kinds of disabilities and how these could be reasonably accommodated

15. DISABILITY ACCESS AUDITS • Review of all facilities on location such as administration offices, canteens, toilets and bathrooms, health centre, recreation facilities, entrances and inside of buildings, meeting places [e.g. halls], and access to the location by different means of transport. Some of the specific aspects that will be assessed include corridors, lifts, door handles, stairs, handrails, door width, use of revolving doors, high counters, parking space, accessibility of public telephones and other office equipment, and so on.

16. DISABILITY ACCESS AUDITS • Review the whole area of work in terms of slopes or steep hills and if the need for ramps • Review emergency exits and fire drills (e.g. flashing fire warning lights for Deaf persons) and proper signage • Review of the safety committee and their training and plan regarding safety of disabled people. This will include fire marshals, first aid personnel, and so on.

17. 5 = RECRUITMENT • The principle of non-discrimination should be respected throughout the recruitment process, to ensure maximum benefit to the employer and equitable opportunity for candidates with and without disabilities.

18. RECRUITMENT • Employer could, for example, include a statement about commitment to equal opportunity in their recruitment procedures an in job advertisement, • Use a logo to signal that such a policy is in force within the organization, specifically invite applications from people with disabilities, and • State that candidates will be considered solely on the basis of their abilities.

19. Conclusion • For further elaboration on these steps, we are willing to assist the departments and we therefore proposing a meeting with the Minister to address these issues

20. THANK YOU