A comparative legal analysis of the accommodation of neurodiversity in the workplace : towards a universal right to reasonable accommodation

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dc.contributor.advisorGarbers, Christophen_ZA
dc.contributor.authorConradie, Rianaen_ZA
dc.contributor.otherStellenbosch University. Faculty of Law. Dept. of Mercantile Law.en_ZA
dc.date.accessioned2024-03-04T15:48:51Z
dc.date.accessioned2024-04-26T20:03:19Z
dc.date.available2024-03-04T15:48:51Z
dc.date.available2024-04-26T20:03:19Z
dc.date.issued2024-03
dc.descriptionThesis (LLD)--Stellenbosch University, 2024.en_ZA
dc.description.abstractENGLISH ABSTRACT: Workforces are made up of individuals with differences in personal characteristics, differences that may be traced back to unique personality types and traits and – sometimes – neurodivergence. Due to the inherent subjectivity of the interpersonal relationships that form the foundation of a work environment, these differences in personal characteristics inevitably lead to tension. In addition, as part of managing a work environment employers frequently take decisions that may be influenced by views and perceptions regarding employees’ personal characteristics. This study starts with a descriptive examination of the meaning of personality and the influence that personality traits and types may have on employment. This is followed by a descriptive examination of neurodivergence, the various forms of neurodivergence, and the impact of these conditions on the work environment. Building on these descriptive and conceptual underpinnings, the legal implications of neurodiversity in the workplace are investigated by identifying which principles of the existing South African employment law framework may be utilised to provide protection and promote respect for neurodiversity and the neurodiverse differences between employees. This encompasses a discussion of the South African employment law rules relating to recruitment and selection of employees, some of the rules applicable to the day-to-day management of employees, and the rules relating to termination of employment that may be (in)directly influenced by considerations of neurodiversity. The focus thereafter shifts to consider the legal principles of employment discrimination law, where it is found that the listed ground of disability and an unlisted arbitrary ground may potentially be used as the applicable grounds of discrimination by employees if they are prejudiced due to their neurodiverse characteristics. In addition, the possibility that the rules on reasonable accommodation may be utilised as primary mechanism to properly regulate neurodiversity in the work environment and protect against prejudicial treatment of employees due to their inherent personal neurodiverse characteristics is also considered. The South African position and potential employment law rules that may apply to the management of neurodiversity in the work environment is compared to the position in the United Kingdom by focusing on the meaning of disability, the right to reasonable adjustments, and the right to request flexible working arrangements. Finally, the conclusions that may be drawn from this study are emphasised and are followed by some recommendations on how (reasonable) accommodation of neurodiversity in the work environment may appropriately be used as primary mechanism to provide employees with sufficient and appropriate protection of differences in neurodiverse characteristics. Even though this study focuses on neurodiversity and neurological differences between employees, the principles and recommendations from this study may be of value in relation to the appropriate management and regulation of all inherent differences between employees.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING: Werksmagte bestaan uit individue met verskille in persoonlike eienskappe wat teruggespoor kan word na unieke persoonlikheidstipes en – soms – neuroverskillendheid (“neurodivergence”). Hierdie verskille in persoonlike karaktereienskappe lei onvermydelik na spanning weens die inherente subjektiwiteit van die interpersoonlike verhoudings wat die fondasie van ‘n werksomgewing uitmaak. Daarmee saam neem werkgewers ook gereeld besluite as deel van die bestuur van ‘n werksomgewing wat beïnvloed kan word deur sieninge en persepsies rakende werknemers se persoonlike karaktereienskappe. Die studie begin met ‘n beskrywende ondersoek na die betekenis vanpersoonlikheid en die invloed wat persoonlikheidseienskappe en -tipes op diewerksomgewing kan hê. Dit word gevolg deur ‘n beskrywende ondersoek naneuroverskillendheid, die verskillende vorme van neurodiverskillendheid en die impakvan hierdie kondisies op die werksomgewing. In voortbouing op hierdie beskrywende en konseptuele fondasie word die regsgevolge van neurodiversiteit in die werkplek ondersoek deur die beginsels van die bestaande Suid-Afrikaanse arbeidsreg raamwerk te identifiseer wat gebruik kan word om beskerming te bied aan en om respek vir neurodiversiteit en die neurodiverse verskille tussen werknemers te bevorder. Dit sluit ‘n bespreking in van die Suid-Afrikaanse arbeidsreg reëls wat verband hou met die werwing en keuring van werknemers, die dag-tot-dag bestuur van werknemers en die reëls wat verband hou met die beëindiging van diens wat (in)direk deur oorwegings van neurodiversiteit beïnvloed kan word. Die fokus verskuif hierna na ‘n oorweging van die regsbeginsels van diskriminasie in die diensverhouding, waar dit gevind is dat die gelyste grond van gestremdheid en ‘n ongelyste arbitrêre grond gebruik kan word as moontlike toepaslike gronde van diskriminasie deur werknemers indien hulle benadeel word weens hulle neurodiverse karaktereienskappe. Daarmee saam word die moontlikheid ook oorweeg dat die reëls ten opsigte van redelike akkommodasie gebruik kan word as primêre meganisme om neurodiversiteit in die werksomgewing behoorlik te reguleer en om beskerming te bied teen benadelende behandeling van werknemers weens hulle inherente persoonlike neurodiverse eienskappe. Die Suid-Afrikaanse posisie en die moontlike arbeidsreg reëls wat van toepassing kan wees op die bestuur van neurodiversiteit in die werksomgewing word vergelyk met die posisie in die Verenigde Koninkryk deur te fokus op die betekenis van gestremdheid, die reg tot redelike aanpassings en die reg om buigbare werksomstandighede te versoek. Laastens word gevolgtrekkings wat uit hierdie studie gemaak kan word beklemtoon en wat gevolg word deur sommige aanbevelings oor hoe (redelike) akkommodasie as primêre meganisme gebruik kan word in die werksomgewing om voldoende en toepaslike beskerming te bied aan werknemers vir hul verskille in neurodiverse karaktereienskappe. Selfs al fokus hierdie studie op neurodiversiteit en neurologiese verskille tussen werknemers, kan die beginsels en aanbevelings van hierdie studie ook van waarde wees ten opsigte van die toepaslike bestuur en regulering van alle inherente verskille tussen werknemers.af_ZA
dc.description.versionDoctoralen_ZA
dc.format.extent802 pagesen_ZA
dc.identifier.urihttps://scholar.sun.ac.za/handle/10019.1/130505
dc.language.isoen_ZA
dc.publisherStellenbosch : Stellenbosch Universityen_ZA
dc.rights.holderStellenbosch Universityen_ZA
dc.subject.lcshNeurodiversityen_ZA
dc.subject.lcshDiversity in the workplaceen_ZA
dc.subject.lcshNeurodivergent people -- Legal status, laws, etc.en_ZA
dc.subject.lcshPeople with disabilities -- Employment -- Law and legislationen_ZA
dc.subject.lcshDiscrimination in employment -- Law and legislationen_ZA
dc.subject.lcshLabor laws and legislationen_ZA
dc.subject.nameUCTD
dc.titleA comparative legal analysis of the accommodation of neurodiversity in the workplace : towards a universal right to reasonable accommodationen_ZA
dc.typeThesisen_ZA
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