Hostname: page-component-cd9895bd7-lnqnp Total loading time: 0 Render date: 2024-12-27T19:03:39.889Z Has data issue: false hasContentIssue false
  • English
  • Français

Inclusion at the Workplace: An Exploratory Study of People with Disabilities in South Africa

Published online by Cambridge University Press:  26 October 2020

Armand Bam  and
Linda Ronnie Open the ORCID record for Linda Ronnie [Opens in a new window]
Armand Bam
Affiliation:
Graduate School of Business, University of Cape Town, South Africa and School of Management Studies, University of Cape Town, South Africa
Linda Ronnie*
Affiliation:
Graduate School of Business, University of Cape Town, South Africa and School of Management Studies, University of Cape Town, South Africa
*
Address for correspondence: Associate Professor Linda Ronnie, Room 2.19, Leslie Commerce Building, Engineering Way, Upper Campus, University of Cape Town, Rondebosch7700, South Africa. E-mail: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

Research on the employment experiences of persons with disabilities on a global level indicates that this group is faced with the challenge of inclusion in the workplace. While South Africa has a well-defined legislative framework that has been determined in consultation with disabled people’s organisations, compliance with legislation appears to have failed to ensure that employment targets are met. As a response to these challenges, this study explored the early inclusion experiences of persons with disabilities in the workplace via a qualitative, explorative, case study. Semi-structured interviews were conducted with 12 people with a range of different disabilities and working for different organisations, in order to provide insight into the initial experiences of inclusion for persons with disabilities in the workplace. Findings showed challenges in induction and orientation practices, struggles with disclosure of disability to coworkers, a desire to strive for ‘normality’, and frustration and vulnerability in the workplace. Taken together, the findings point to the importance of early experiences of inclusion in the workplace – that is, inclusionary practices during the employee induction phase. This study offers insights to organisations and management practitioners for the promotion of better employment experiences. Recommendations include the appointment of a disability champion to account for disability equity within the organisation, the development of more inclusive recruitment and orientation practices, drawing on coworkers for support, and the active involvement of persons with disabilities in shaping onboarding processes. Embarking on these steps may ultimately result in a more diverse workforce within South Africa.

Keywords

persons with disabilitiesinclusionintegration at the workplacediversitySouth Africa
Type
Article
Information
International Journal of Disability Management , Volume 15 , 2020 , e6
Copyright
© The Author(s), 2020. Published by Cambridge University Press

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Araten-Bergman, T. (2016). Managers’ hiring intentions and the actual hiring of qualified workers with disabilities. International Journal of Human Resource Management, 27(14), 1510–1530. https://doi.org/10.1080/09585192.2015.1128466 CrossRefGoogle Scholar
Areheart, B. (2008). When disability isn’t just right: The entrenchment of the medical model of disability and the Goldilocks dilemma. Indiana Law Journal, 83(1), 181–232. Retrieved from https://heinonlinebackup.com/hol-cgi-bin/get_pdf.cgi?handle=hein.journals/indana83&section = 11Google Scholar
Aronson, J. (1994). A pragmatic view of thematic analysis. The Qualitative Report, 2(1), 1–3. https://doi.org/10.4135/9781446214565.n17 Google Scholar
Baker, P.M.A., Linden, M.A., LaForce, S.S., Rutledge, J., & Goughnour, K.P. (2018). Barriers to employment participation of individuals with disabilities: Addressing the impact of employer (mis)perception and policy. American Behavioral Scientist, 62(5), 657–675. https://doi.org/10.1177/0002764218768868 CrossRefGoogle Scholar
Baxter, P., & Jack, S. (2008). Qualitative case study methodology: Study design and implementation for novice researchers. The Qualitative Report, 13(4), 544–559. https://doi.org/10.2174/1874434600802010058 Google Scholar
Bezyak, J.L., Umucu, E., Wu, J.R., Lee, B., Chen, X., Iwanaga, K., Tansey, T.N., & Chan, F. (2018). Strategies for recruiting, engaging and retaining members in a community of practice for disability employment: A qualitative content analysis. Journal of Rehabilitation, 84(2), 40–47.Google Scholar
Brite, R., Nunes, F., & Souza, D. (2015). Labor inclusion of individuals with disabilities: Managers’ conceptions as a contributing factor. Work, 50(4), 553–561. https://doi.org/10.3233/WOR-141966 CrossRefGoogle ScholarPubMed
Brooks, J., McCluskey, S., Turley, E., & King, N. (2015). The utility of template analysis in qualitative psychology research. Qualitative Research in Psychology, 12(2), 202–222.CrossRefGoogle ScholarPubMed
Chouinard, V. (2010). Women with disabilities’ experiences of government employment assistance in Canada. Disability and Rehabilitation, 32(2), 148–58. http://doi.org/10.3109/09638280903023389 CrossRefGoogle ScholarPubMed
Coleman, H., & Unrau, Y.A. (2008). Qualitative data analysis. In Grinell, R.M. & Unrau, Y.A. (Eds.), Social work research and evaluation: Foundations of evidence-based practice (pp. 388–405). Oxford, England: Oxford University Press.Google Scholar
Creswell, J.W., & Creswell, J.D. (2018). Research design: Qualitative, quantitative and mixed methods approaches (5th ed.). Thousand Oaks, CA: SAGE.Google Scholar
Department of Labour. (2017). Technical Assistance Guidelines on the Employment of People with Disabilities. Pretoria, South Africa: Author.Google Scholar
Donelly, M., Hillman, A., Stancliffe, R. J., Knox, M., Whitaker, L., & Parmenter, T. R. (2010). The role of informal networks in providing effective work opportunities for people with an intellectual disability. Work, 36(2), 227–37. https://doi.org/10.3233/WOR-2010-1023 CrossRefGoogle ScholarPubMed
Drake, B.H., Meckler, M., & Stephens, D. (2002). Transitional ethics: Responsibilities of supervisors for supporting employee development. Journal of Business Ethics, 38(1–2), 141–155. https://doi.org/10.1023/A:1015785316253 CrossRefGoogle Scholar
Dube, A.K. (2005). The role and effectiveness of disability legislation in South Africa. Disability Knowledge and Research Programme. https://assets.publishing.service.gov.uk/media/57a08c5ce5274a27b2001155/PolicyProject_legislation_sa.pdf Google Scholar
Dunn, D.S. (2019). Outsider privileges can lead to insider disadvantages: Some psychosocial aspects of ableism. Journal of Social Issues, 75(3), 665–682. https://doi.org/10.1111/josi.12331 CrossRefGoogle Scholar
Ferguson, J. (2014). Formalities of poverty: Thinking about social assistance in neoliberal South Africa. African Studies Review, 50(2), 71–86.CrossRefGoogle Scholar
Gida, P., Africa, S., & Ortlepp, K. (2007). Employment of people with disabilities: implications for human resource management practices. Acti Commercii, 7(1), 135–150.Google Scholar
Graham, C. W., Inge, K. J., Wehman, P., Seward, H. E., & Bogenschutz, M. D. (2018). Barriers and facilitators to employment as reported by people with physical disabilities: An across disability type analysis. Journal of Vocational Rehabilitation, 48(2), 207–218. https://doi.org/10.3233/JVR-180929 CrossRefGoogle Scholar
Heeks, R., Foster, C., & Nugroho, Y. (2014). New models of inclusive innovation for development. Innovation and Development, 1-11. https://doi.org/10.1080/2157930X.2014.928982 CrossRefGoogle Scholar
Hernandez, B., McDonald, K., Divilbiss, M., Horin, E., Velcoff, J., & Donoso, O. (2008). Reflections from employers on the disabled workforce: Focus groups with healthcare, hospitality and retail administrators. Employee Responsibilities and Rights Journal, 20(3), 157–164. https://doi.org/10.1007/s10672-008-9063-5 CrossRefGoogle Scholar
Jones, K.P., King, E.B., Nelson, J., Geller, D.S., & Bowes-Perry, L. (2013). Beyond the business case: An ethical perspective of diversity training. Human Resource Management, 52(1), 55–74.CrossRefGoogle Scholar
Jongens, C. (2006). Perceptions of Employment Equity Implementation at a major South African Multi-National Financial Corporation. Postamble, 2(1), 30–45.Google Scholar
Joyce, T., McMillan, M., & Hazelton, M. (2009). The workplace and nurses with a mental illness. International Journal of Mental Health Nursing, 18(6), 391–397.CrossRefGoogle ScholarPubMed
Kocman, A., Fischer, L., & Weber, G. (2018). The Employers’ perspective on barriers and facilitators to employment of people with intellectual disability: A differential mixed-method approach. Journal of Applied Research in Intellectual Disabilities, 31(1), 120–131. https://doi.org/10.1111/jar.12375 CrossRefGoogle ScholarPubMed
Kulkarni, M. (2013). Help-seeking behaviors of people with disabilities in the workplace. Employee Responsibilities and Rights Journal, 25(1), 41–57. http://doi.org/10.1007/s10672-012-9202-x CrossRefGoogle Scholar
Kulkarni, M. (2016). Organizational career development initiatives for employees with a disability. International Journal of Human Resource Management, 27(14), 1662–1679. https://doi.org/10.1080/09585192.2015.1137611 CrossRefGoogle Scholar
Kulkarni, M., & Kote, J. (2014). Increasing employment of people with disabilities: the role and views of disability training and placement agencies. Employee Responsibilities and Rights Journal, 26(3), 177–193. https://doi.org/10.1007/s10672-013-9216-z CrossRefGoogle Scholar
Lemmink, J., Schuijf, A., & Streukens, S. (2003). The role of corporate image and company employment image in explaining application intentions. Journal of Economic Psychology, 24(1), 1–15. https://doi.org/10.1016/S0167-4870(02)00151-4 CrossRefGoogle Scholar
Leonard, A., & Grobler, A.F. (2006). Exploring challenges to transformational leadership communication about employment equity: Managing organizational change in South Africa. Journal of Communication Management, 10(4), 390–406. https://doi.org/10.1108/13632540610714827 CrossRefGoogle Scholar
Majola, B.W. & Dhunpath, R. (2016). The development of disability-related employment policies in the South African public service. Journal of Problems and Possibilities in Management, 14(1), 150–159.Google Scholar
Markel, K.S., & Barclay, L.A. (2009). Addressing the underemployment of persons with disabilities: Recommendations for expanding organizational social responsibility. Employee Responsibilities and Rights Journal, 21(4), 305–318. https://doi.org/10.1007/s10672-009-9125-3 CrossRefGoogle Scholar
McDonnall, M.C., Crudden, A., & Zhou, L. (2013). Employer attitudes towards persons who are blind or visually impaired: Perspectives and recommendations from vocational rehabilitation personnel. Journal of Rehabilitation, 79(3), 17–24.Google Scholar
McDonnall, M.C., O’Mally, J., & Crudden, A. (2014). Employer knowledge of and attitudes toward employees who are blind or visually impaired. Journal of Visual Impairment and Blindness, 108(3), 213–225.CrossRefGoogle Scholar
Moore, G. (2012). Virtue in business: Alliance Boots and an empirical exploration of MacIntyre’s conceptual framework. Organization Studies, 33(3), 363–387. https://doi.org/10.1177/0170840611435599 CrossRefGoogle Scholar
Ngwena, C. (2006). Interpreting aspects of the intersection between disability, discrimination and equality: Lessons for the employment equity act from comparative law. Stellenbosch Law Review, Third proof, 534–561.Google Scholar
Oliver, M. (1990). The individual and social models of disability. Paper presented at Joint Workshop of the Living Options Group and the Research Unit of the Royal College of Physicians.Google Scholar
Oosthuizen, R.M., & Naidoo, V. (2010). Attitudes towards and experience of employment equity. SA Journal of Industrial Psychology, 36(1). https://doi.org/10.4102/sajip.v36i1.836 CrossRefGoogle Scholar
Piccolo, R.F., Greenbaum, R., den Hartog, D.N., & Folger, R. (2010). The relationship between ethical leadership and core job characteristics. Journal of Organizational Behavior, 31(2–3), 259–278. https://doi.org/10.1002/job.627 CrossRefGoogle Scholar
Republic of South Africa. (1998). Employment Equity Act No 55. Government Gazette 1–54. https://doi.org/www.acts.gov.za Google Scholar
Republic of South Africa. (2002). Code of Good Practice: Key Aspects on the Employment of People with Disabilities. Pretoria, South Africa.Google Scholar
Ricco, R., & Guerci, M. (2014). Diversity challenge: An integrated process to bridge the “implementation gap.” Business Horizons, 57, 235–245. https://doi.org/10.1016/j.bushor.2013.11.007 CrossRefGoogle Scholar
Rispel, L., Sousa, C., & Molomo, B. (2008). Rapid appraisal of social inclusion policies in selected sub-Saharan African countries (pp. 1–50). Pretoria, South Africa: Human Sciences Research Council.Google Scholar
Roberge, M.É., & van Dick, R. (2010). Recognizing the benefits of diversity: When and how does diversity increase group performance? Human Resource Management Review, 20(4), 295–308. https://doi.org/10.1016/j.hrmr.2009.09.002 CrossRefGoogle Scholar
Robert, P.M., & Harlan, S.L. (2006). Mechanisms of disability discrimination in large bureaucratic organizations: Ascriptive inequalities in the workplace. Sociology Quarterly, 47(4), 599–630. https://doi.org/10.1111/j.1533-8525.2006.00060.x CrossRefGoogle Scholar
Robottom, I.M., & Hart, E.P. (1993). Research in environmental education: Engaging the debate. Geelong, Victoria: Deakin University.Google Scholar
Santuzzi, A.M., Keating, R.T., Martinez, J.J., Finkelstein, L.M., Rupp, D.E., & Strah, N. (2019). Identity management strategies for workers with concealable disabilities: Antecedents and consequences. Journal of Social Issues, 75(3), 847–880. https://doi.org/10.1111/josi.12320 CrossRefGoogle Scholar
Schur, L., Kruse, D., & Blasi, J. (2009). Is disability disabling in all workplaces? Workplace disparities and corporate culture. Industrial Relations. 48(3), 381–410.Google Scholar
Sethi, S.P. (2014). Imperfect markets: Business ethics as an easy virtue. Business Ethics, 13(10), 803–815.CrossRefGoogle Scholar
Shaw, L., Tetlaff, B., Jennings, M.B., & Southall, K.E. (2013). The standpoint of persons with hearing loss on work disparities and workplace accommodations. Work, 46(2), 193–204. https://doi.org/10.3233/WOR-131741 CrossRefGoogle ScholarPubMed
Sinnicks, M. (2014). Practices, governance, and politics: Applying MacIntyre’s ethics to business. Business Ethics Quarterly, 24(2), 229–249. doi: 10.5840/beq20145299 CrossRefGoogle Scholar
Skarpaas, L.S., Ramvi, E., Lovereide, L., & Aas, R.W. (2016). Maximizing work integration in job placement of individuals facing mental health problems: Supervisor experiences. Work, 53(1), 87–98. https://doi.org/10.3233/WOR-152218 CrossRefGoogle Scholar
Stake, R.E. (2006). Multiple case study analysis. New York, NY: Guilford Press.Google Scholar
Steint, M.A. (2017). Disability human rights. Nussbaum and Law, 1–49. https://doi.org/10.4324/9781315090412 Google Scholar
Stone, D.L., & Colella, A. (1996). A model of factors affecting the treatment of disabled individuals in organizations. Academy of Management Journal, 21(2), 352–401. Retrieved from https://www.jstor.org/stable/258666 Google Scholar
Sundar, V., O’Neill, J., Houtenville, A.J., Phillips, K.G., Keirns, T., Smith, A., & Katz, E.E. (2018). Striving to work and overcoming barriers: Employment strategies and successes of people with disabilities. Journal of Vocational Rehabilitation, 48(1), 93–109. https://doi.org/10.3233/JVR-170918 CrossRefGoogle Scholar
Thomas, A. (2002). Employment equity in South Africa: Lessons from the global school. International Journal of Manpower, 23(3), 237–255. https://doi.org/10.1108/01437720210432211 CrossRefGoogle Scholar
Vehmas, S., & Shakespeare, T. (2013). Disability, harm, and the origins of limited opportunities. Cambridge Quarterly of Healthcare Ethics, 23(1), 41–47. https://doi.org/10.1017/S096318011300042X CrossRefGoogle Scholar
Waterhouse, P., Kimberley, H., Jonas, P., & Glover, J. (2010). What would it take? Employer perspectives on employing people with a disability – Literature review, 1–30. National Centre for Vocational Education Research, Adelaide.Google Scholar
Wiggett-Barnard, C., & Swartz, L. (2012). What facilitates the entry of persons with disabilities into South African companies? Disability and Rehabilitation, 34(12), 1016–1023. https://doi.org/10.3109/09638288.2011.631679 CrossRefGoogle ScholarPubMed
William, L.C. (2016). The implementation of equality legislation: The case of disabled graduates and reasonable adjustments. Industrial Relations Journal, 47(4), 341–359.CrossRefGoogle Scholar
Wieneke, K.C., Egginton, J.S., Jenkins, S.M., Kruse, G.C., Lopez-Jimenez, F., Mungo, M.M., Riley, B.A., & Limburg, P.J. (2019). Well-being champion impact on employee engagement, staff satisfaction, and employee well-being. Mayo Clinic Proceedings: Innovations, Quality & Outcomes, 3(2), 106–115. https://doi.org/10.1016/j.mayocpiqo.2019.04.001 Google ScholarPubMed