Disability Discrimination and the Right of Disabled Persons to Access the Labour Market

Marumoagae, Motseotsile Clement

doi:10.4314/pelj.v15i1.10

Cited by 16 publications

(14 citation statements)

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“…Although a considerate amount of attention has been given to discrimination based on gender, race and religion, limited emphasis has been placed on discrimination based on disability, specifically within the workplace (Ximba, 2016). Some of the major key challenges that employees living with a disability face today include inequality, discrimination and transformation (Marumoagae, 2012). Employees living with disabilities generally face obstacles in exercising the most important economic, political and social rights and have experienced challenges with advancement within their careers (Ximba, 2016).…”

Section: Introductionmentioning

confidence: 99%

“…Employees living with disabilities generally face obstacles in exercising the most important economic, political and social rights and have experienced challenges with advancement within their careers (Ximba, 2016). Despite the effort in order to increase awareness and sensitivity with regards to disability within South Africa, employees as well as individuals applying for work mostly find themselves to be the victims of employment discrimination because of their disability (Marumoagae, 2012;Ximba, 2016).…”

Section: Introductionmentioning

confidence: 99%

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Exploring career advancement challenges people with disabilities are facing in the South African work context

Potgieter

Coetzee

Ximba

2017

SA j. hum. resour. manag.

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Orientation: South Africa has faced a number of discriminatory practices in the past. Most of these practices are still present today. Although a considerate amount of attention has been given to discrimination based on gender, race and religion, limited emphasis has been placed on discrimination based on disability, specifically within the workplace.Research purpose: The objective of the study was to explore the perceptions of individuals living with a disability with regards to career advancement challenges they face in the South African workplace.Motivation for study: The research literature shows that irrespective of employment equity legislation, employees with disabilities have restricted opportunities to advance in their careers. Research is needed to assist these employees with their career development.Research design, approach and method: A qualitative research design with an exploratory approach was followed. Probability, purposeful and snowballing sampling techniques were applied in this study on 15 employed individuals with declared disabilities. The data were collected by means of semi-structured interviews and the verbatim transcriptions were analysed by content analysis.Main findings/results: The findings indicated that people with disabilities generally experience career advancement challenges and reach career plateau. Managers and colleagues’ lack of knowledge about disability has an adverse impact on the careers of people living with a disability. The study found that human resource practices, especially promotion opportunities, discriminate against employees with disabilities. Furthermore, the study further indicated that there is prejudice against invisible disabilities, and as a result, employees are reluctant to declare their disability.Practical implications: Human resource practitioners and managers need to recognise the influence that disabilities have on the career advancement of individuals living with a disability in order to assist such individuals in their own career development.Contribution: The findings of this study will help companies improve their practices on the integration and inclusion of employees with disabilities and also on decision-making regarding their careers.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Exploring career advancement challenges people with disabilities are facing in the South African work context

Potgieter

Coetzee

Ximba

2017

SA j. hum. resour. manag.

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“…However, the inherent job specificities of human resource management is not clearly defined (van Staden, 2011), and as a result of the demanding nature of their job, disability needs are not prioritised. Additionally, while human resources have traditionally focused on equity targets, and have placed considerable attention on gender and racial integration in South Africa, the same cannot be said for disability in the workplace (Majola & Dhunpath, 2016;Marumoagae, 2012;Smit, 2012). The EEA is one of the most advanced legislative measures obliging employers to remove any barriers preventing designated groups from accessing employment, including individuals with disability.…”

Section: Discussionmentioning

confidence: 99%

“…Additionally, it provides guidance regarding the provision of reasonable accommodations (Marumoagae, 2012). The TAG was developed to complement the COGP and offer guidance on implementing the EEA specific to the employment of individuals with disability (Snyman, 2009).…”

Section: The Code Of Good Practice (Cogp) 2002mentioning

confidence: 99%

The employment of individuals with hearing impairment in the KwaZulu-Natal private sector: Current employers’ perceptions and experiences

Doolabh

Khan

2020

JVR

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Background: Despite policies and legislation mandating the employment of persons with disabilities, individuals with hearing impairment continue to face barriers and challenges accessing the labour market and have typically experienced higher rates of unemployment or underemployment. In South Africa, the majority of individuals with disabilities remain dependent on social-welfare to meet basic needs and as a result, their potential remains grossly untapped. Misconceptions regarding the capabilities of hearing impaired individuals have resulted in the occupational marginalization of this population. Objective: This study aimed to investigate employers' perceptions and experiences in recruiting and retaining individuals with hearing impairment in KwaZulu-Natal Provinces' private sector. Method: A descriptive survey with quantitative methods of analysis was used to obtain information from employers, human resource personnel or management in various industries who have employed individuals with hearing loss. The Chronbach Alpha suggested that the self-administered questionnaire had good internal consistency (p = 0.858). A total of 30 responses were obtained from the 19 companies who agreed to participate. Results: Approximately 75% of participants indicated either a medium or low level of awareness regarding disability. Legislation such as the Employment Equity Act (EEA, no 55 of 1998) and the Skills Development Act (SDA, no 97 of 1998) were considered the most useful legislature, as indicated by 66.7% of participants. Those who indicated that external services or resources, such as the KZN Blind and Deaf Society and eDeaf were used during recruitment and retention were more likely to report to the benefits of employing hearing impaired individuals, this being statistically significant (p < 0.001). Less than half of the participants reported that reasonable accommodations were provided for their employees, and half indicated that they were willing to provide sign language interpreters. Most participants (70%) suggested that communication difficulties, particularly in meetings, contributed towards poor employment rates amongst individuals with hearing impairment. Communication difficulties were further endorsed by 73.3% of participants as a major challenge when recruiting and hiring persons with hearing impairment. Other concerns related to the safety of employees and attitudes of co-workers. Conclusion: The findings suggest that a lack of familiarity of disability and disability legislature can manifest in reliance on erroneous stereotypes that individuals with disabilities are poor job performers and incapable of working independently. However, with the use of reasonable accommodations which includes sign language interpreters and desensitization workshops, employers were able to successfully integrate hearing impaired employees into the workforce.

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“…Discrimination: Discrimination can be defined as distinguishing unfavourably or the detection of the difference between one thing and another (Maziriri & Madinga, 2016;Chinomona & Maziriri, 2015:840;Madipaka, 2014). According to Marumoagae (2012) 'discrimination against people with disabilities is one of the worst social stigmas that society has not been able to overcome'. Maja et al (2011) point out that discrimination against people with disabilities is a result of negative attitudes, lack of knowledge and awareness.…”

Section: Entrepreneurial Barriers That Are Confronted By Entrepreneurmentioning

confidence: 99%

Entrepreneurial Barriers that are Confronted by Entrepreneurs Living with Physical Disabilities: A Thematic Analysis

Maziriri¹,

Madinga²,

Lose³

2017

JEBS

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Living with a physical disability can interfere with an individualâ€™s ability to participate actively in economic and social life. It is imperative to comprehensively understand the entrepreneurial barriers hindering the development of entrepreneurs living with physical disabilities. In spite of the increasing research on entrepreneurship, there seems to be a paucity of studies that have investigated the entrepreneurial barriers that are faced by entrepreneurs living with physical disabilities in South Africa. This study set out to explore the entrepreneurial barriers that are confronted by entrepreneurs living with physical disabilities. In this study, data were collected within the Sebokeng Township, which is an African township located in the Vaal Triangle, south of Johannesburg in South Africa. A qualitative research approach was used to collect data for the study. The researchers gathered qualitative data by means of semi-structured face-to-face interviews and focus groups. The analysis of the qualitative data was conducted through the use of thematic analysis. The themes that emerged from the findings include lack of equipment and machinery, discrimination, business networking, hardships in obtaining start-up capital, knowledge of support centres for entrepreneurs living with physical disabilities, and lack of education and training. Each theme was discussed individually, followed by substantiating quotes. Most respondents stressed that the barriers they face hinder the survival and growth of their ventures. The paper suggested that in order to help entrepreneurs living with physical disabilities, the South African government must formulate some schemes that are most necessary for their improvement and betterment of their life.

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Disability Discrimination and the Right of Disabled Persons to Access the Labour Market

Cited by 16 publications

References 0 publications

Exploring career advancement challenges people with disabilities are facing in the South African work context

Exploring career advancement challenges people with disabilities are facing in the South African work context

The employment of individuals with hearing impairment in the KwaZulu-Natal private sector: Current employers’ perceptions and experiences

Entrepreneurial Barriers that are Confronted by Entrepreneurs Living with Physical Disabilities: A Thematic Analysis

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