Masters Degrees (Centre for Disability and Rehabilitation Studies)

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Browsing Masters Degrees (Centre for Disability and Rehabilitation Studies) by browse.metadata.advisor "Botha, Janine"

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    A sequential methods study describing the perceptions of environmental barriers and the employment of persons with disabilities on a private healthcare company
    (Stellenbosch : Stellenbosch University, 2013-03) Strydom, Nina; Botha, Janine; Visagie, Surona; Stellenbosch University. Faculty of Medicine and Health Sciences. Department of Interdisciplinary Health Sciences. Centre for Rehabilitation Studies.
    ENGLISH ABSTRACT: Persons with disabilities face many barriers in the workplace due to their disabilities as well as because of the impact of their environment. The purpose of the study was to identify the environmental barriers, and to understand the factors related to the employment of persons with disabilities in one private healthcare company in South Africa, where employees with disabilities make up 0.93% of the entire workforce. Methodology This was a phased, descriptive study using both quantitative and qualitative methods. During the first phase, all employees with disabilities employed by the Company in 2011 were requested to complete questionnaires, which included the Craig Hospital Inventory of Environmental Factors (CHIEF) form, used to quantify environmental barriers into five domains of functioning. Managers of employees with disabilities were also requested to complete a questionnaire, which included limited sections of the CHIEF form, as well as questions to explore their knowledge, attitudes, beliefs and practices regarding persons with disabilities. Purposive, convenience sampling was done for the second phase, where Company employees with disabilities and Company managers were interviewed. Results Results were obtained from 40 Company employees with disabilities and 57 managers. Of the Company employees with disabilities, 41% had physical disabilities, 15% visual and 13% hearing disabilities. Seventy-one per cent were employed in the two lowest job categories (unskilled and semi-skilled), compared to 61% in the entire Company workforce employed in these categories. Thirteen per cent worked in active nursing and 22% in related nursing positions. Eighty-seven per cent of employees with disabilities identified at least one barrier across the CHIEF domains, and 56% identified barriers in four or five domains. Domains 1-3 (namely attitudes and support; services and assistance; and physical and structural) were the most significant, based on frequency (p=0.00000) and magnitude (p=0.00005) (Kruskal Wallis test). Primary barriers identified by both managers and Company employees with disabilities were attitudes at work, transport and surroundings. Eighty-one per cent of managers were willing to re-employ the employee with a disability again. Findings from the qualitative study supported quantitative results. Company employees with disabilities valued their contributions and recommended reducing barriers associated with recruitment practices and negative attitudes. Managers generally experienced positive interaction with Company employees with disabilities. Managers felt that the Company could do more to reduce recruitment barriers. Managers require more knowledge and support regarding recruitment and performance management of persons with disabilities. Conclusions Significant environmental barriers exist in the private healthcare employment environment. Reducing environmental barriers could lead to greater success in the employment of persons with disabilities. Recommendations The conceptual framework that was developed as part of the study should be implemented to increase focus on the employment of persons with disabilities. Employees must be encouraged to disclose their disabilities. Poor attitudes across all employees should be addressed by training and sensitisation. Recruitment practices, including advertising, engagement with disability employment companies, and interview processes, should be improved. The Company should implement experiential learnerships. Managers should receive training and assistance with performance management of persons with disabilities.