Employment of people with disabilities: Implications for HR management practices

Abstract

Purpose: The purpose of this paper is to, firstly, present the findings of an empirical study in which the human resource management practices associated with the employment of people with disabilities were investigated. The human resource management challenges related to employment of people with disabilities were also identified in the empirical study and are presented in this paper. A further purpose of this paper is to propose a number of recommendations focused on human resource management practices and principles aimed at assisting managers and human resource management specialists in their endeavours to effectively deal with the employment of people with disabilities. Design/Methodology/Approach: This paper is based on an empirical study in which interviews were conducted with respondents from 19 different organisations identified in the Financial Mail's 'Top 100 Organisations in South Africa' list. Findings: The findings from the empirical study suggest that very few organisations are dealing with the employment of people with disabilities as a priority in their equity strategies. Where attention is being given to this issue, respondents seem to either address it as a legal compliance issue or a social responsibility 'project'. Furthermore, very little has been done to review current human resource management practices to determine whether they are discriminatory towards people with disabilities. Based on the insights gained from these findings and in line with best practice principles identified in the relevant literature, a number of recommendations focusing on human resource management practices and principles in relation to the employment of people with disabilities are proposed. Implications: This paper provides a number of practical steps to consider as part of an organisation's response to equity strategies related to the employment of people with disabilities.Originality/Value: In the Employment Equity Commission's Annual Report (2003-2004), it is noted with concern that there is no indication of real change being achieved in the employment of people with disabilities. Furthermore, there is a dearth of empirical research in this field and thus the exploration of issues related to the employment of people with disabilities is clearly an area requiring urgent attention in terms of South Africa's transformation agenda.

Exploring career advancement challenges people with disabilities are facing in the South African work context

“…Guimaraes, Martins and Barkokebas Junior (2012) found that a lack of professional training, architectonic barriers and discrimination based on functional potential hinder the inclusion of people with disabilities in the labour market. According to Gida and Ortlepp (2007), ignorance, fear and stereotypes are the main reasons for a low representation of people with disabilities in the workplace. Gida and Ortlepp (2007) noted that organisations do not have a strategy or policy document for the employment of people with disabilities.…”

“…According to Gida and Ortlepp (2007), ignorance, fear and stereotypes are the main reasons for a low representation of people with disabilities in the workplace. Gida and Ortlepp (2007) noted that organisations do not have a strategy or policy document for the employment of people with disabilities. The South African Human Rights Commission (2012) advocated that scarce employment opportunities and inadequate marketable skills exacerbate the unemployment of candidates with disabilities.…”

The employment of individuals with hearing impairment in the KwaZulu-Natal private sector: Current employers’ perceptions and experiences

“…Since democracy in 1994, governing bodies have developed policies and legislation, which are aligned with international policies, to address issues surrounding fairness and promote equality within society (Maja, Mann, Sing, Steyn, & Naidoo, 2011). Between 1993 and 2000, several important Acts were passed by South African governing bodies that cumulatively impacted on employment and workplace practices (Gida & Ortlepp, 2007). Although the legislation was not disability-specific, it made provisions for persons with disabilities (International Labour Organisation Skills and Employment Department, 2007).…”

“…Emphasis is placed on altering mindsets and is not sufficiently useful to manage disability in the workplace (van Staden, 2011). Regarding disability, the EEA is considered progressive as it aims to redress employment disadvantages as experienced by designated groups (Gida & Ortlepp, 2007), promote their rights, prohibit discrimination, and obligate employers to provide accommodations based on the needs of individuals with disabilities (Modise et al, 2014). It requires fair treatment in all aspects of employment including recruitment, promotion, training and advancement for all, including people with disabilities (Majola & Dhunpath, 2016).…”

The development of disability-related employment policies in the South African public service

“…Furthermore, implementation, which involves translating policy into practice (Poon-McBrayer and Wong, 2013) has been uneven. While the employment of people with disabilities has received considerable attention in labor legislation and supporting documents (Gida and Ortlepp, 2007), there is a dearth of empirical research on the development of disability employment policies in both developed and developing countries. It is against this background that this article explores the development of workplace of disability employment policies that are the key to the employment of people with disabilities.…”