The employment of people with disabilities is invaluable to our society. It empowers the individual as well as businesses. However, many misconceptions make it difficult for people with disabilities to find employment. The QuadPara Association of South Africa (QASA) held an Employment Workshop in May to explore how businesses can benefit from the employment of people with disabilities and to dispel misconceptions.
QASA Chief Operating Officer, Raven Benny, noted during the workshop: “A lack of knowledge on how to manage people with disabilities in the workplace is the biggest factor to impact on the employment of people with disabilities.”
This lack of knowledge extends to how to accommodate people with disabilities in the workplace and communicate effectively. In addition to the lacking knowledge, many employers have a misperception that employing a person with a disability might be costly.
Accommodating
A big concern for businesses is the perceived cost of adapting a work environment to make it accessible for a person with a disability. However, there are many cost-effective ways to accommodate people with disabilities.
Businesses should “step into the digital space with people with disabilities”. Virtual or remote work opportunities can be ideal as it requires little to no accommodations for example only a small internet stipend or device.
For businesses that prefer or need their staff in the office, small accommodations can be made. A simple accommodation like leaving a cup on the counter rather than the wall-mounted cupboard could make it easier for a wheelchair user to be included in the work environment.
Communication
Unfortunately, most people are unfamiliar with disability and can find it challenging or intimidating talking to a person with a disability. There are resources freely available to assist such as the QASA Sawubona booklet which discusses the correct terminology and etiquette to use in order to avoid offending people with disabilities. But mostly, people simply need to be respectful and discreet. Businesses especially need to avoid highlighting the person’s disability unnecessarily.
An example of a client who employed a person with epilepsy. The staff needed training on what to do when the individual had an epileptic attack, but they didn’t want to single out the new co-worker. In response, the company provided general health and safety training with a section dedicated to epilepsy; thus, avoiding singling out the person and highlighting their disability while providing valuable information.
QASA offers a Work Readiness Programme to provide its members with soft skills to work in a professional environment. Businesses that participate by providing placements for the programme participants can benefit from the support QASA offers to integrate the learner. This could include an accessibility report or mediator services.
Whichever path best suits a business, employers can greatly benefit from including people with disabilities in their organisations.
Diversity provides new ways to look at your products. The right knowledge and support can make employing a person with a disability very easy.
To learn more about QASA, visit the website at https://qasa.co.za or contact us at info@qasa.co.za.
