Online Reporter
Disability Issues
Dr Christine Peta
PERSONS with disabilities have historically been excluded from, or under represented in, the workplace due to low expectations and preconceived ideas about their capabilities.
In many contexts, they are often unfairly regarded as being of little value simply because of their conditions.However, some disabilities may actually enable individuals to perform better than those without such conditions.
For instance, research has shown that people with the Asperger’s syndrome (part of the autism spectrum) often pay great attention to detail and are more attentive, making them ideal for complex jobs that require such qualities.
The integration of persons with disabilities in the workplace has become a major topic in international disability discourse.
Research indicates that many employers want to hire persons with disabilities but refrain from doing so because they lack knowledge on how to effectively manage such employees.
Some employers feel it is safer not to hire persons with disabilities at all, fearing that due to their own lack of knowledge about disability rights in the workplace, they may inadvertently offend employees with such conditions. Additionally, they fear encountering problems based on disability, leading to potential prosecution.The reality is that, like everyone else, persons with disabilities have the right to work.
This right is clearly articulated in the United Nations Convention on the Rights of Persons with Disabilities, which Zimbabwe ratified in September 2013. Failure to provide jobs to persons with disabilities based on their condition is, therefore, a serious violation of their human rights. Nonetheless, disability alone is not a qualification.
Just like everyone else, persons with disabilities should be employed based on their skills, merits, qualifications, knowledge and abilities, not solely on the basis of their disability.
Employers need to collaborate with employment service providers to match job seekers with disabilities to appropriate jobs.
In line with the National Disability Policy of Zimbabwe, all employers should integrate disability into their overall employment policies and human resource development strategies or design and implement specific disability management strategies. These strategies should address the needs of job seekers with disabilities who have never worked before, as well as those who wish to return to work after a period of non-employment, perhaps after acquiring a disability.
Such strategies should also promote a safe and healthy workplace, including risk assessments, the provision of reasonable accommodation and assistive technologies, early intervention, referrals for treatment and rehabilitation for those who acquire disabilities while employed.
A mentoring system should be in place to ensure the appropriate integration of persons with disabilities into the workplace.
Disability management strategies in the workplace should also uphold the principle of equal pay for work of equal value.
Remuneration and benefits such as housing and transport must not be differentiated based on disability.
A robust consultative process should guide the formulation of disability management strategies in the workplace. The involvement of human resource management officials, workers’ representatives, employees with disabilities, occupational health officers and organisations of persons with disabilities, among other stakeholders, should not be underestimated.
Employers should also consult experts with specialist knowledge on disability rights.
However, the formulation of disability management strategies by employers who are unable to implement those approaches effectively will not yield much. The individuals responsible for implementing these strategies must be trained on disability issues or have access to personnel qualified in these matters.
Indeed, employing persons with disabilities can bring a range of benefits to an organisation, including diverse perspectives, enhanced problem-solving abilities and increased creativity. It fosters a more inclusive workplace culture, improves employee morale and can enhance an organisation’s reputation.
Additionally, hiring persons with disabilities can help businesses comply with legal requirements and potentially qualify for tax incentives.
Dr Christine Peta is a disability, public health, policy, international development and research expert. She can be contacted on: developafrica2020@gmail.com
