Six Reasons Why Disability Equity Programmes Fail

Dr Laurentia Truter specialises in non-discriminatory law. Her doctoral dissertation was based on 'Disability, discrimination and equal opportunities – A comparative legal study’. On a local and multinational platform, she represents both the private and public sectors, on matters such as: employment contracts, human resource policies and procedures, employee relations’ procedures, as well as dispute resolution.
Six Reasons Why Disability Equity Programmes Fail

So, why do workplace programmes aimed at including and mainstreaming of persons with disabilities fail, even when they were founded with the best intentions? Based on my in-the-field experience, I have highlighted six common ‘mistakes’, pitfalls and barriers that directly contribute …show more content…
It refers to the provision of conditions of service - such as flexible working hours, equipment and assistive devices, in addition to evaluating infrastructure that will enable persons with disabilities to effectively perform their inherent duties. The legislation requires employers to provide reasonable accommodation for both job applicants and employees with disabilities unless such accommodation would cause them undue hardship. Unfortunately, many employers often either negate their responsibilities completely in providing reasonable accommodation measures, or they assume they know what reasonable accommodation is required. In other words, they treat all persons with disabilities alike without actually engaging with the individual concerned and stereotype the needs attributed to a specific type of disability instead of the inherent needs. For example, a human resources manager proudly presented a Braille version of the organisation’s complete human resources policies and procedures to a new employee who was visually impaired. This was done at a huge cost to the organisation. However, on presenting the Braille version of the policies and procedures to the new employee, the human resources manager was told, “I cannot read Braille, an electronic copy will …show more content…
This is due to the human factor, as persons with disabilities come with different personalities, ethics, characteristics and traits. Similarly to all employees, those with disabilities may deviate from an organisation’s expectations, in terms of not meeting performance objectives. Never assume this relates to a person’s disability. Failure to address such matters and putting corrective measures in place pro-actively means the employee with a disability does not get a fair opportunity to address the lack of performance or understand what their employer’s concerns actually are. Such a lack of action subsequently creates and amplifies other employees’ beliefs that employees with disabilities get ‘special’ treatment and their misbehaviour or lack of performance is condoned. The result is an unwanted dynamic in the workforce, which could lead to disastrous consequences. Persons with disabilities are not all alike. Once you have ascertained in consultation with the persons involved that the difficulties or shortfalls have nothing to do with their disability per se or a lack of reasonable accommodation measures being put in place, fair workplace procedures must be implemented to address the issues at hand. Remember, by not having difficult conversations or not making concerns and expectations clear as an employer, it will lead to continued behavioural