It`s High Time we Embrace Disability Inclusive Employment In Workplaces
The year 2022 has kicked off with gear
As the entire world is reeling from the
pandemic`s fickle economic conditions and perpetual social turmoil Covid19 aftermaths.
Economic sectors are swiftly re-opening up and employers are in a war for talent
and a search for qualified staff. Amidst all this turmoil individuals with
disabilities are now being recognized as a source of committed employees, but
the major question employers keep on asking is “what can persons with
disabilities do?
According
to the World Report on Disability (2011), published by the World Bank, there
are an estimated one billion persons with disabilities in the world. In Uganda
alone 12.4% of the total population has a disability according to the 2014
population census. Despite these statistics, People with disabilities in
developing countries still face barriers in accessing employment opportunities.
Its high time employers tap into the potential of persons with disabilities for
a better workforce.
A
compelling business case for hiring persons with disabilities Starts by realizing
the benefits. According to an Accenture
2018 white paper on accessibility, Companies that succeed in incorporating candidates
with disabilities have seen 28% higher revenue and two times higher net income.
The immediate challenge Employers face in a bid to advance disability inclusion
in the workplace understands where to start from.
If
you are reading this article, you have already decided to go make disability
inclusive employment a reality and now you yearn to give persons with disabilities.
To achieve a mainstream workforce Employers will need to find out what jobs can
persons with disability Do? and take into account the following guidelines
which i call the 3Ds and 2Cs
What Jobs can
Persons with Disabilities Do?
In
my experience as a disability Inclusion specialist, this is one of the first
questions that employers often ask about hiring persons with disabilities. They
expect a list of jobs that persons with certain kinds of disabilities do. If
you understand disability, you know that persons with disabilities work in all
types of jobs in all sectors of the economy. What they can do depends on their
abilities, experiences, training and the opportunities they are able to access.
For some, it can also depend on the willingness of employers to make
adjustments to the job or workplace so they can work. Such adjustments are
referred to as reasonable accommodations.
DEVELOP A
DISABILITY POLICY;
It is important to determine a strategy regarding employment of persons with
disabilities, including the consideration on which disability issues should be
covered and how it can be linked to existing policies. In this process, you
should consult with people with disabilities themselves and the organizations
representing them. Then Come up with a recruitment policy to hire people with
disabilities by targeting numbers of workers with disabilities establishing
contacts with disabled people organizations and proceeding to a job analysis.
DO A JOB ANALYSIS; In order to assure effectiveness
and productivity of workers with disabilities, it is important to conducts a
job analysis. This will give valuable information to the person with disability
and ensure them that they will perform the tasks in the best way. It will also
assist the company in clarifying its needs and requirements for the vacant
position. Conducting a job analysis will
you to identify which tasks might be eliminated or modified from the initial job
description to potentially make it more suitable for a person with a disability.
If the company has never hired persons with impairment before, it is important
to do this job analysis as seriously as possible.
DETERMINE A CLEAR
JOB PROMOTION STRATEGY:
When advertising vacancies, mention that positions are also available for
persons with disabilities/ persons with disabilities are encouraged to apply
for the job. When participating at events (job fairs, business meetings,
buyers’ meetings) mention your willingness to hire persons with disabilities
CONDUCT DISABILITY AWARENESS
TRAININGS; educating
staff members on disabilities is an important step towards a more understanding
of diversity and promoting non-discriminative workplace. This will not only
lend benefits within the company but the whole society by transforming people’s
mindsets and removing stigma and negative perceptions. Provide Disability Awareness Training for All
Staff in form of presentations, videos, and testimonies from persons with disabilities
and some practical exercises are good ways to raise awareness. This can be done by inviting members from
professional bodies to help you train staff.
COLLABORATING WITH
DISABLED PEOPLE ORGANIZATIONS:
DPOs are organizations that are established by and for people with disabilities
and committed in promoting rights of people with disabilities. DPOs can support
you in various areas such as implementing a disability policy, Advise on
accommodation for persons with disabilities at the workplace. Training of
managers and workers on how to manage persons with disabilities, Training of
persons with disabilities in order to fulfill job requirements, As well as
advising the company in finding persons with disabilities willing to work.
Godfrey
Nanyenya
A
Disability Inclusion Specialist
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