Disability employment attitudes and practices in South African companies : a survey and case studies

[摘要] ENGLISH 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 caninadequate accessibility, accommodations and company policies on disability. A lack of SA literature onemployers' attitudes and practices on disability motivated the study.A web-based survey was developed to investigate employer attitudes on the employment of PWDs inSA companies. In total, 348 companies were invited to take part in the survey, and 86 companies completedit (25% response rate). One person per company, mostly from Human Resources (HR), completed thesurvey. Findings from the survey showed that global attitudes towards PWD employment are positive, butthat physical and sensory disabilities received more favourable ratings than psychiatric and intellectualdisabilities. Most managers reported satisfaction with the job performances of their PWDs. Accessibility inthe survey companies is still lacking. Modifications to the physical environment are the most commonaccommodation made by the companies. Costs for making accommodations were just a bit more or the samethan initially anticipated. Companies valued information on the preparation of the environment for PWDsand the cost of accommodations. Companies which employed more than one percent of PWDs weresignificantly 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 practiceswith and of PWDs in three companies with some success in employing PWDs. All companies surveyed thathad more than two percent PWDs were requested to participate in the case studies, and three companiesagreed. Interviews were performed at these companies with HR personnel, supervisors, co-workers andPWDs. Case study findings show that office environments present more suitable and easier job opportunitiesfor PWD employment, and that certain disability types present too great a risk for employment in dangerousenvironments. The case study companies do seem to accept PWDs in general, specifically in the immediateworking teams of PWDs. None of the managers interviewed indicated problems in managing their PWDsand most apply general management principles. Those with direct contact with PWDs confirmed that theywere productive and dedicated. Despite this, very few PWDs are currently being recruited into thecompanies, but targeted recruitment of PWDs has started. The companies have adequate accessibility in theimmediate environments of PWDs, but not widespread accessibility. All the companies have companyguidelines and experiences in making reasonable accommodations. Very few PWDs have been advanced inthe companies and few fill management positions. Although all the companies have disability policies inplace, there is sometimes a discrepancy between policy and practice. The most prominent companyinitiatives for PWD integration are declaration drives, financial aid initiatives and awareness raising ondisability.This study provided evidence that PWDs can be productive, have good co-worker relationships andgenerally do not make unreasonable accommodation requests. Companies can improve their disabilityguidelines, accessibility and accommodation processes, but actual contact and sensitisation can increaseintegration of PWDs.

[发布机构] Stellenbosch University