Disability Awareness
Contents
Background
What
is Disability awareness?
Attitudinal
shifts
A need
for perspective
The need for
balance
Who needs it?
"Meeting
Disability" a Practical Disability Awareness approach
Acclamation
and Clientlist
Different
versions of Meeting Disability
About the developer
Background
Disability awareness has been a
slow to emerge participant in the quest for increased Disability inclusion
and representation in mainstream society in South Africa.
Initially, after the Employment Equity Act of 1998, and especially in
the dark years before the Code of Good practice on the Employment of
Persons with Disabilities was finally released in 2002, little consistent
emphasis was provided in terms of Disability Awareness.
In reality, very little happened around Disability Equity in those days
anyway, with most of the theoretical energy being aimed at trying to
increase numbers of people with Disabilities in Employment Equity designated
organizations.
In truth, very little progress actually happened with precious few people
with Disabilities finding successful employment as a result.
This can be easily explained, if one considers
the Biblical analogy of “Seeds being sown but not being able to
take root and grow in unfertile ground”.
Return to top of page
What has this to do with Disability awareness?
Everything.
It was as a result of almost pandemic
ignorance of all things to do with Disability and its inclusion into
mainstream society that resulted in the almost complete failure of the
principle of increased Disability integration through the ideals of
the Employment Equity Act, let alone the principles of the Constitution.
This status quo has remained relatively unchanged in the 11 years since
the EEA, and can look forward to little or no meaningful progress unless
there is a remarkable change in the level of basic understanding about
Disability and its context in society.
Return to
top of page
What then
is “Disability Awareness?”
In the face of wholesale ignorance about
almost everything pertaining Disability, particularly Disabilities inter-relationship
with society, it means that there is an awful lot to unlearn. and some
considerable attitude shifting required.
Return
to top of page
Attitudinal shifts
The biggest paradigm shift required was
best expressed by Steve Ballmer of Microsoft. “What’s actually
doing the Disabling around here? Barriers or Disabilities?”
In other words we need to be able to tell the difference between Disabilities,
and the Barriers that prevent persons with Disabilities from accessing
every aspect of society. This concept is now well entrenched internationally
as the “Social Model”. However in reality, there is still
far too much emphasis on the actual disability or impairment compared
to focusing on the barriers and obstacles that exist in all aspects
of our everyday society.
Return
to top of page
A need for perspective
One of the most important lessons is
to begin to see disability in perspective, rather than trying to work
with the one dimensional image presented through the Employment Equity
act, i.e. Disability as an object of “Employment” equity
alone, as opposed to Disability, as a mainstream issue.
We need to take a broader look at Disability, beyond the compliance
view and employment only. A proper perspective must include a Human
rights view as well as a Business or economic angle. In other words,
to learn to see people with Disabilities as citizens with the right
to live, learn, earn and spend, just like anyone else.
Return
to top of page
The need for Balance
in awareness raising
Secondly in the rather limited perception
that all that is needed is to ensure that as many people with Disabilities
find jobs, often too much emphasis is put on to the HOW of Disability
recruitment, or communication or etiquette. Not that this is wrong per
se, but to focus exclusively on the HOW leaves little room for the WHY
and the WHAT of Disability without which, very little real understanding
and context can be expected, and limited and sustainable outcome achieved.
Return
to top of page
Who needs it?
Thirdly, ones target identification
for awareness training is crucial.
There are four equally important target
groups to remember if one expects to engender any kind of Disability
confidence in an organization. Naturally, little successful outcome
can be expected by ignoring any of the groups.
Each group requires a different approach
and length of process. Timing and the order in which programmes are
conducted can play an important role as well.
The largest group in most organizations
will certainly be the staff awareness programmes.
These are essential as the successful employment or retention of future
or current staff with Disabilities will be influenced by the level of
understanding and sensitivity of existing staff. Also it is the staff,
who are most likely to affect good or bad customer service. Increasingly
it has been realized that people with Disabilities are customers too.
Staffs attitude and attention to detail could make significant difference
to consumer habits of people with Disabilities.
The second largest group will be ones
line managers.
Failing to prepare these managers to be able to appropriately recruit,
retain and grow existing or future staff with Disabilities as well as
customers will seriously negate any wider initiative towards Disability
confidence.
The third group to consider are the Human
Resources role players.
Once again a very different approach and skills set is needed to prepare
HR to be able to provide best practice in Disability recruitment and
management. It is still of concern that so little is taught about Disability
Equity in tertiary HR programmes. This combined with a lack of experience
render the majority of HR practitioners to be ill equipped to respond
to the Disability equity challenge. Strong disability confident HR personnel
can ensure not only best practice and compliance, but can also prevent
the all too common trends of stereotyping and unlawful HR practices
that still prevail.
Lastly, and far too often a group that
is rarely considered in terms of a need for education and attitudinal
shift in this area are the Leaders of an organisation.
Research and experience have shown that the reason for sluggish activity
and delivery in the area of Disability Equity can be directly attributed
to the non participation of senior role-players. In fairness, many other
Diversity related issues are also compromised in organizations by executives’
lack of involvement and limited understanding.
Conversely, organizations whose senior level executives have been properly
exposed to the reality of Disability inclusion, experience far fewer
barriers to innovation and delivery from their managers and staff and
are far better equipped to become disability confident.
Return
to top of page
Meeting Disability
Practical awareness raising and skills transfer
seminars
Background
Why should you attend?
Course outline
Background
to Disability Status quo
By 2009, employers, including the Government have to file compliance
or failure in the most underestimated and misunderstood aspect of our
country's transformation process: Disability Equity. Unlike race and,
to a lesser extent, gender, disability has been inadequately addressed
in terms of the designated groups highlighted within the Employment
Equity Act (EEA).
One of the major reasons for this is there
is not enough known about Disability, due to its relative invisibility
in all walks of life, despite much legislative support in recent times.
This paradox becomes clear, if one considers the limited focus that
has been given to disability with regard to employment, specifically.
A broader perspective needs to be taken of the full implication of Disability
in all aspects of society: as a citizen entitled to reside, to be educated,
to be employed, or to employ, to enjoy recreation and to be a consumer.
When commercial South Africa recognises Disability, not as an onerous
employment equity task, shrouded in myth, but as a significant economic
partner with huge potential, then many opportunities will emerge.
“Companies that do not embrace Diversity,
including Disability
as a core business issue; are simply missing the point”
Sir Peter Bonfield . Chief Executive British Telecom plc
Return
to top of page
MEETING DISABILITY
Has been adapted to the needs of Executives,
line managers, HR role-players and staff.
Why
should you attend?
• Who exactly are “People
with Disabilities?”
• What is disability equity?
• Is it all about jobs, or is there more to it than just employment?
• How equitable are we really when it comes to employing people
with disabilities?
• Do we know what our employees with disabilities needs, aspirations
and challenges really are?
• Are our executives and managers informed enough about disability
to be able to serve staff and customers with disisabilities?
• Are our buildings and facilities accessible to staff and customers
with Disabilities?
• How accessible is society in general to persons with Disabilities?
If you have answered no or I don’t
know, to any of the above, you may wish to attend this seminar and explore
a unique strategic Disability Integration Process.
Return
to top of page
Course Outline
“Meeting Disability” is a
powerful, practical and awareness changing experience. Its aim is not
to cram delegates full of forgettable “politically correct”
data, but to get them to understand the enigma that is disability. To
empower them to be able to meet disability on its own terms and to be
able to appropriately and equitably interact with people with Disabilities
at work, in society and personally. In short, to become Disability confident.
Breaking the Emotional Barrier - Getting
to the heart of the matter
• Establishing emotional buy-in, in order to ensure intellectual
and practical commitment
Breaking the Ignorance Barrier – Fact over myth
• Providing a “no holds barred reality check”
• Examining a local and global perspective
• Exploring the realities and pitfalls of:
* The medical vs. Social Model of Disability
* The Definition of Disability.
* Reasonable accommodation.
* Key Legislation
* The Code of Good Practice and Technical Assistance Guide
* Access regulations
UN Convention on rights and Dignity of Persons with Disabilities.
* Terminology, etiquette and things to avoid
Beyond Barriers – Thinking Laterally
• Introducing a perspective view of Disability
• The human rights view
• The legislative perspective
• The business case
• Insight into employment equity and how to incorporate Disability
highlighting the steps and practicalities of;
* Employment Cycle
* Corporate Social Investment
* Operational components in the business
E.g. IT, Service, facilities, admin, marketing/sales, procurement, skills
development
Removing the Barriers
• Offering a strategic approach to ensure sustainable disability
confidence
Featuring Meeting Disabilities unique Strategic Model;
Return
to top of page
Eating Elephants
One bite at a time
? Leadership – Showing up at the
Diversity Table.
? Barrier analysis – Identifying portions and Dividing the elephant
? Barrier removal – Tucking in
? Maintaining a Barrier free environment – Digesting the Elephant,
making sure it stays eaten.
The course includes examination and discussion
of our own and our associate’s unique research data:
Public and private sector, Accessibility findings and solutions.
Experiences of Employees with Disabilities research
Management Attitudinal Awareness study
Return
to top of page
Acclamation
Of the more than 5000 people who have
attended “Meeting Disability”, the most common response
has been;
“An eye opening experience! everyone
in our organization should attend this”
Return
to top of page
Clients Include:
Advtech |     | 2011/2013 |
British American Tobacco |     | 2009-2012 |
Bitou Municipality |     | 2009, 2010 |
CHEC |     | 2008 |
City of Cape Town |     | 2008 |
Damelin College |     | 2008 |
Dept of Agriculture (WC) |     | 2008/2009 |
Dept of Economic Development (WC) |     | 2007/2008 |
Dept of the Premier (WC) |     | 2008/2009 |
Dept of Finance (WC) |     | 2007 |
Dept of Housing (Gauteng) |     | 2008 |
Dept of Social Services (WC) |     | 2007-2009, 2010 |
Dimension Data |     | 2012 |
Financial Intelligence Centre |     | 2009 |
FNB |     | 2005 |
False Bay College |     | 2005; 2011 |
Glacier Financial Services |     | 2013 |
Human Sciences Research Council |     | 2009 |
Impala Platinum |     | 2008 |
Investec |     | 2009 |
Iziko Museums |     | 2013 |
Lanseria International Airport |     | 2008 |
McCarthy Motor Group |     | 2011 |
Mercedes Benz |     | 2012 |
Metropolitan Health Group |     | 2006-2011 |
Metropolitan Holdings 2009, |     | 2010-2013 |
Momentum (MMI) |     | 2012-2013 |
Metrorail |     | 2008 |
Media 24 |     | 2008 |
Nedbank |     | 2003 |
NMMU |     | 2011 |
Old Mutual |     | 2002-2004; 2011 |
Oceana Fishing |     | 2006 |
Petro SA |     | 2009-2010 |
Pick n Pay |     | 2008/2009 |
SARS |     | 2004 |
SA Customs |     | 2005 |
SAPS |     | 2006-2009 |
SA Reserve Bank |     | 2009 |
Standard Bank |     | 2007 |
Sea Harvest |     | 2005 |
Statistics SA |     | 2006 |
Services Seta |     | 2003/2008 |
SAQA |     | 2012 |
Santam |     | 2008-2011 |
Sanlam |     | 2010-2013 |
Total SA |     | 2006-2008 |
UCT |     | 2007/2011 |
VW |     | 2012 |
Return
to top of page
Principle
versions of Meeting Disability
1. Executive Meeting Disability presentations
and seminars
Aimed at Exco’s, boards of management
and senior management teams such as senior EE committees.
Leadership involvement is in serious deficit in South African organizations
in terms of Disability integration expectation. It is in fact one of
the primary reasons why business and organizations struggle to get to
terms with Disability Equity.
A short participative and highly impactful
session ranging between 1 and 3 hours, succeeds in informing and empowering
executives about Disabilities potential and challenges in integration
in their organizations and society.
Executives gain a solid unambiguous insight into:
? Background and foundation of the Disability reality
? A greater perspective of Disability, including a Human Rights View,
Legislative or compliance view and the business case
? Insight into the law, obligations and expectations
? A holistic view of Disability Equity, including Employment, CSI and
operational aspects of the business.
? “Eating Elephants”, a practical applied Disability Strategy.
Recent executive recipients include: Investec,
Pick n Pay, Total, SA Reserve Bank,
Dot P, BAT, Shell, MHG
Return
to top of page
2. Meeting Disability Human Resources
skills development workshop
Intended for all HR practitioners
As appropriate Disability Equity is still rarely satisfactorily taught
in tertiary HR courses, continued EE non compliance and unlawful HR
practice is still the norm in most South African organizations.
Most HR practitioners still have little understanding of:
? The importance of understanding the relationship between Disability
and Society
? The difference between Disability and Barriers
? The definition of Disability
? The intensions and interpretations of the Employment Equity Act
? The interrelationship between Employment cycles, CSI and the operational
aspects of the business
? Equitable and non stereotypic employment practices
? Disclosure and Disability equity targeting
? The notion of Disability as an internal and external customer.
? The difference between a Disability policy and a Disability strategy
A one to two day intensive workshop with the option of assignments and
post programme consultation is essential for Best practice in HR and
Disability Equity.
Clients include: Santam, Metropolitan Life, MHG, Department of Agriculture,
Statistics SA, CPUT, OLD Mutual, SARS
Return
to top of page
3. Meeting Disability practical awareness
raising programme
This is an adaptable generic programme
aimed at Line management and supervisory levels
With the limited exposure and experience that organizational South Africa
has had with Disability, most management have little or no understanding
of how to serve staff or customers with Disabilities.
This one day programme aims to provide delegates with the core tools
of appropriate Disability integration understanding.
Three primary milestones will be achieved.
The WHY
• Background and foundations of the Disability status quo
• The importance of understanding the relationship between Disability
and Society
• Models of Disability
• The difference between barriers and Disability
• The importance of perspective in viewing Disability
The WHAT
• A no holds barred reality check regarding Disability
• The law pertaining Disability
• Understanding and working with the Definition of Disability
• Categories of Disability
The HOW
• Do’s and don’ts, etiquette and terminology
• Working with the Definition
• Reasonable accommodation
• The need for a holistic approach
• The employment cycle
• The Business case for Disability
• Disability equity strategies.
Clients include: Dept of Agriculture,
Dept of Housing, Dept of the Premier WC, Santam, MHG, Metropolitan life,
Old Mutual, Total, SA Reserve bank, Impala Platinum, SARS, SAPS, ABSA,
Damelin
Return
to top of page
4. Meeting Disability staff awareness
and sensitisation
It is far easier to attract staff or
customers with disabilities if the staff is informed and disability
confident.
This half day workshop prepares staff
to:
? Understand the primary difference between Disabilities and Barriers
? Appreciate the importance of an inclusive society
? Appreciate the realities about Disability
? Get to grips with the kinds of disabilities and how to understand
the Definition
? Be able to deal with disability in terms of etiquette, language and
when and how to assist Disability if necessary
? Appreciate the importance of attracting Disability as customers
? Be empowered to make a difference in the workplace, in society and
at home.
Clients include: FNB, Damelin college,
Dept of Social Development, SAPS, SA Customs, Lanseria Airport, MHG,
OLD Mutual, Metrorail, Total
Return
to top of page
About
the Developer
Jeremy Opperman
& Assoc
Achieving a natural and unhesitant inclusion of
people with disabilities into mainstream society
Jeremy Opperman & Assoc stands for
an holistic and strategic approach to Disability inclusion.
Promoting a strong culture of Disability confidence in, not only employment
issues, but integrating corporate Social investment as well as all operational
functions of the business involving customer service, sales, facilities,
HR, marketing, IT, procurement etc.
Jeremy Opperman developed the practical
and adaptable “Meeting Disability” suite of programmes,
in 2002 which has been conducted in over 500 workshops reaching well
over 6000, executives, managers and staff nationwide in both private
and public sectors.
In addition the company has been involved in the attitudinal assessment
of over 230 managers and more than 150 staff with Disabilities nationwide.
This data combined with the hundreds of professional access audits conducted
by our internationally trained associate, gives Jeremy Opperman &
Assoc unparalleled insight and leadership in the area of “Disability
Integration Preparation” in organizational South Africa.
Jeremy speaks, writes and consults widely
on such topics as Disability Confidence, Making a business case for
Disability equity, A Strategic approach to Disability Integration and
Corporate Social investment in Disability. Recently Jeremy launched
his latest strategic approach to Disability and Employment Equity, “Eating
Elephants – One Bite at a time”; Applied Disability integration
strategy.
Jeremy is a founder member of ADiPSA (Association
of Diversity Providers of SA, and is also involved with several disability
institutions, as well as being on the Board of directors of St Dunstans
(SA), WUFSA and APD (Cape Town.
Jeremy Opperman & Assoc, draws on
the expertise of a wide range of experienced Disability related professionals,
thereby tapping into a unique breadth of service and experience. Most
associates are persons with Disabilities themselves.
