Many with disabilities shut out of workplace
OUR Labour Courts have had numerous cases condemning employers for their discrimination. Despite this, it is incredibly difficult for people with disabilities to even get an interview.
Often, I get requests from individuals asking whether they have to outline their disability in their application forms. The problem arises when employers specifically ask, in the application forms or in their initial interview, whether the applicant has a disability and whether the disability might affect the individual’s productivity.
Every individual is advised to answer the questions truthfully and to challenge the employer if there is a hint of negativity towards a disability.
Over many years, I have been involved with Epilepsy SA (Western Cape) and I often get individuals who have reported discriminatory practices, and others who have remained silent about their condition. Under certain circumstances, it might not be necessary to outline the disability, but it is recommended to share the information with the potential employer. The applicant should explain how the disability is managed and how it would not interfere with the position and the ability of the applicant to perform.
Few companies have policies in place on how to accommodate those with disabilities and few human resource practitioners have experience in tackling any associated problems that might arise.
Unfortunately, our society is not geared for the disabled sector. We have recently seen a group representing those with disabilities in the Cape trying to manoeuvre themselves and travel by rail.
The report has been horrendous. The railway system is not geared towards people with disabilities.
There are other factors standing in the way of people living with disabilities. Many older offices and workplaces don’t have proper toilet facilities to accommodate wheelchairs and others don’t have ramps and lifts to get people to the other floors of the buildings.
Very seldom does anyone consult people with disabilities.
They are left out of the planning, implementation and monitoring stages. Accessibility on all sorts of levels is difficult. Even with new facilities, these are often neither practical nor comfortable.
The real issue is that employers need to be educated. We have more than enough adequate legislation and will soon have more legislation to protect people with disabilities.