Factors which facilitate a State-Owned Enterprise in the Western Cape, to recruit persons with disabilities to meet employment equity targets
| dc.contributor.advisor | Ned, Lieketseng | en_ZA |
| dc.contributor.advisor | Geiger, Martha | en_ZA |
| dc.contributor.author | Maclean, Natasha Suzanne | en_ZA |
| dc.contributor.other | Stellenbosch University. Faculty of Medicine and Health Sciences. Centre for Rehabilitation Studies. | en_ZA |
| dc.date.accessioned | 2021-09-09T21:24:30Z | |
| dc.date.accessioned | 2021-12-22T14:14:39Z | |
| dc.date.available | 2021-09-09T21:24:30Z | |
| dc.date.available | 2021-12-22T14:14:39Z | |
| dc.date.issued | 2021-12 | |
| dc.description | Thesis (MHumanRehabSt)--Stellenbosch University, 2021. | en_ZA |
| dc.description.abstract | 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 | en_ZA |
| dc.description.abstract | AFRIKAANSE OPSOMMING : Inleiding: Verdienstelikheid is ‘n belangrike lewensaktiwiteit vir persone met gestremdhede. Ondanks die feit dat daar talle beleide en riglyne beskikbaar is, bly die indiensnemingstatistieke vir persone met gestremdhede swak. Gestremdheid in die werkplek kan ingewikkeldhede bied wat moeilik is om in beleidsdokumente of riglyne saam te vat. Die bereiking van diensbilikheidsdoelwitte in die kategorie ongeskiktheid is ‘n aanduiding van sukses in onderneming vir die werwing en indiensneming van persone met gestremdhede. Hierdie studie ondersoek hoe ‘n staatsonderneming in die Wes-Kaap daarin geslaag het om hierdie uitdagings suksesvol te benut. Doel van die projek: Om die faktore wat ‘n entiteit in staatsbesit in die Wes-Kaap inskakel om persone met gestremdhede aan te werf, om teikens vir gelyke diensbilikheid te bereik, te indentifiseer en te verken. Metode: ‘n Kwalitatiewe, enkele ingeboude gevallestudie wat verkennend van aard is, is uitgevoer. Metodes vir dataversameling het dokumentoorsig en diepgaande onderhoude ingesluit. Deelnemers aan diepgaande onderhoude het mensehulpbron-werknemers en werknemers met gestremdhede ingesluit. Deelnemers was werksaam by die Wes-Kaap tak van die maatskapy. ‘n Onderhoudsskedule is gebruik om diepgaande, semi-gestruktureerde onderhoude to lei. ‘n Totaal van 7 deelnemers, insluitend 3 mensehulpbron-werknemers en 4 deelnemers met gestremdhede het vrywillig in die studie deelgeneem. Tematiese analise is gebruik om die data te ontleed. Resultate: Die kernwaarde van diversiteit is ingebou in die leierskap van hierdie maatskapy. Robuuste meganismes is ingestel om die teikens vir diensbilikheid te monitor, raporteer en daarvoor verantwoordelik te wees. Gestremdheid word alleen beskou as ‘n kategorie. Ontwerp vir inklusiwiteit word in oorleg met persone met gestremdhede geskep en dit sluit in gestremdheidsbewustheid en sensitiwiteitsopleiding, wat voortdurend ‘n veilige ruimte skep vir die openbaarmaking van gestremdhede en die voorsiening van redelike akkommodasie. Talentverwerwing vind plaas op ‘n manier wat aanloklik en toeganklik is vir persone met gestremdheded. Ondersteuningstrukture vir persone met gestremdhede en alliansies met gestremdheidsorganisasies vergemaklik die werwing en volgehoue indiensneming van persone met gestremdhede. Gevolgtrekking: Hierdie studie het die faktore geidentifiseer en ondersoek wat die suksesvolle werwing en indiensneming van persone met gestremdhede vergemaklik. Dit het ook ondersoek ingestel hoe hindernisse wat teegekom is, oorkom is. Diversiteit as kernwaarde is vervat in die leierskap en handelsmerk van hierdie maatskappy, wat aantreklik is vir persone met gestremdhede. Leierskap implementeer strategieë om te verseker dat beleid toegepas word. Om suksesvol te wees om persone met gestremdhede te werf en in diens te neem, is inkusiwiteit binne die onderneming ontwerp met die nodige ondersteuningstrukture. Daar is vasgestel dat die regering dieselfde gevra moet word om die implementering van die beleid wat die regte van persone met gestremdhede in die breër samelewing handhaaf, te verseker. Dit sou die verteenwoordiging van persone met gestremdhede verder vergemaklik. Aanbevelings: Toegang tot vervoer vir persone met gestremdhede moet op regeringsvlak geprioritiseer word. Verhoogde geleenthede vir tersiere opleiding en vaardigheidsontwikkeling moet aan persone met gestremdhede beskikbaar gestel word. Verbeterde maatstawwe moet geimplementeer word om universele toeganklike werkplekke,openbare ruimte en geboue te verseker. Selfdoeltreffendheid is ‘n vaardigheid wat alle persone met gestremdheid moet verwerf om die aspekte van indiensnemeing te verbeter. Dit sou ook voordelig wees vir persone met gestremdhede om by gespesialiseerde werwingsagentskappe, gestremdheidsorganisasies en nie-regeringsorganisasies te registreer. | af_ZA |
| dc.description.version | Masters | |
| dc.format.extent | xvi, 123 pages ; illustrations, includes annexures | |
| dc.identifier.uri | http://hdl.handle.net/10019.1/123662 | |
| dc.language.iso | en_ZA | en_ZA |
| dc.publisher | Stellenbosch : Stellenbosch University | |
| dc.rights.holder | Stellenbosch University | |
| dc.subject | People with disabilities -- Employment -- Western Cape (South Africa) | en_ZA |
| dc.subject | Diversity in the workplace -- Management -- Western Cape (South Africa) | en_ZA |
| dc.subject | Labor laws and legislation -- Western Cape (South Africa) | en_ZA |
| dc.subject | Employees -- Recruiting -- Western Cape (South Africa) | en_ZA |
| dc.subject | Government business enterprises -- Western Cape (South Africa) | en_ZA |
| dc.subject | UCTD | |
| dc.title | Factors which facilitate a State-Owned Enterprise in the Western Cape, to recruit persons with disabilities to meet employment equity targets | en_ZA |
| dc.type | Thesis | en_ZA |