Disability employment attitudes and practices in South African companies : a survey and case studies
Year: 2013
Type: dissertation
Abstract: Persons with disabilities (PWDs) remain under-represented in South African (SA) companies.Negative attitudes and ignorance of employers may contribute towards unemployment of PWDs, as can inadequate accessibility, accommodations and company policies on disability.A lack of SA literature on employers' attitudes and practices on disability motivated the study.A web-based survey was developed to investigate employer attitudes on the employment of PWDs in SA companies.In total, 348 companies were invited to take part in the survey, and 86 companies completed it (25% response rate).One person per company, mostly from Human Resources (HR), completed the survey.Findings from the survey showed that global attitudes towards PWD employment are positive, but that physical and sensory disabilities received more favourable ratings than psychiatric and intellectual disabilities.Most managers reported satisfaction with the job performances of their PWDs.Accessibility in the survey companies is still lacking.Modifications to the physical environment are the most common accommodation made by the companies.Costs for making accommodations were just a bit more or the same than initially anticipated.Companies valued information on the preparation of the environment for PWDs and the cost of accommodations.Companies which employed more than one percent of PWDs were significantly more likely to report that their Diversity/Equity documents include a disability policy.A case study approach was used to obtain qualitative information on the experiences and practices with and of PWDs in three companies with some success in employing PWDs.All companies surveyed that had more than two percent PWDs were requested to participate in the case studies, and three companies agreed.Interviews were performed at these companies with HR personnel, supervisors, co-workers and PWDs.Case study findings show that office environments present more suitable and easier job opportunities for PWD employment, and that certain disability types present too great a risk for employment in dangerous environments.The case study companies do seem to accept PWDs in general, specifically in the immediate working teams of PWDs.None of the managers interviewed indicated problems in managing their PWDs and most apply general management principles.Those with direct contact with PWDs confirmed that they were productive and dedicated.Despite this, very few PWDs are currently being recruited into the companies, but targeted recruitment of PWDs has started.The companies have adequate accessibility in the immediate environments of PWDs, but not widespread accessibility.All the companies have company guidelines and experiences in making reasonable accommodations.Very few PWDs have been advanced in the companies and few fill management positions.Although all the companies have disability policies in place, there is sometimes a discrepancy between policy and practice.The most prominent company initiatives for PWD integration are declaration drives, financial aid initiatives and awareness raising on disability.This study provided evidence that PWDs can be productive, have good co-worker relationships and generally do not make unreasonable accommodation requests.Companies can improve their disability guidelines, accessibility and accommodation processes, but actual contact and sensitisation can increase integration of PWDs.
Author: Cindy Wiggett-Barnard
Language: English
Subfield: Education
Field: Social Sciences
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W1930833162