Browsing by Author "Maclean, Natasha Suzanne"

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    Factors which facilitate a State-Owned Enterprise in the Western Cape, to recruit persons with disabilities to meet employment equity targets
    (Stellenbosch : Stellenbosch University, 2021-12) Maclean, Natasha Suzanne; Ned, Lieketseng; Geiger, Martha; Stellenbosch University. Faculty of Medicine and Health Sciences. Centre for Rehabilitation Studies.
    ENGLISH SUMMARY : Introduction: Gaining employment is an important life activity for everyone. However, employment statistics for persons with disabilities remain poor despite numerous policies and guidelines for employers being available. Disability in the workplace can present complexities that are difficult to encapsulate using only policy documents or guidelines. The achievement of employment equity targets in the disability category is an indicator that a company has successfully recruited and employed persons with disabilities. This study explores how a State-Owned Enterprise in the Western Cape has managed to navigate these challenges successfully. Aim of the study: To explore and identify factors which enable a State-Owned Enterprise in the Western Cape, to meet their employment equity targets for recruiting persons with disabilities. Methods: A qualitative single, embedded case study was conducted that is exploratory in nature. Data collection methods included document review and semi-structured interviews. Interview participants, including Human Resources Employees (HRE) and Employees with Disabilities (EWD) based at the Western Cape branch of the State-Owned Entity were purposively sampled. An interview schedule was used to guide in-depth, semi-structured interviews. A total of seven participants, including three HRE and four EWD, willingly participated in the study. Thematic analysis was used to analyse data. Results: The core value of diversity is embraced and embedded in the leadership of this company. Robust mechanisms have been put in place to monitor, report and be accountable for achieving Employment Equity Targets. Disability is a separate category within the Employment Equity Targets. An inclusive environment is created for PWD, in consultation with PWD. The company executes disability awareness and sensitivity training continuously, provides reasonable accommodation for PWD and creates a safe place for disclosure of disability. Talent acquisition takes place in a manner that is attractive and accessible to PWD. Support structures for PWD and partnerships with disability organisations facilitate the recruitment and sustained employment of PWD. Conclusion: This study explored and identified the factors which facilitate the successful recruitment and employment of PWD. It also explored how barriers that have been encountered were overcome. Diversity as a core value is embedded into the leadership and brand of this company, which is attractive to PWD. Leadership implements strategies to ensure that policies are put to practice. To be successful in recruiting and employing PWD, inclusivity is designed within the company and the necessary support structures are put in place. The same type of leadership is called for in government to ensure policies are implemented to uphold the rights of PWD in broader society. This would further facilitate the workforce participation of PWD. Recommendations: Provision of accessible transport for PWD should be prioritised at a governmental level. Increased tertiary education and skills development opportunities should be made available to PWD. Improved benchmarking should be implemented to ensure universally accessible public buildings, spaces and workplaces. Self-efficacy is a skill that all PWD should acquire to improve their employment prospects. It would also be beneficial for PWD looking for employment to register with specialised recruitment agencies, disability organisations and NGOs