The business case view Jeremy continues on his theme that if employers wish to take disability employment seriously then a perspective view is necessary. In this third of four podcasts produced by Lois Strachan, Jeremy Opperman explores the business case for disability inclusion as the third part of his trinocular view model. Moving away from the other two views or lenses , the legislative compliance view and the human rights view, Jeremy states that the READ MORE
Category: Disability Recruitment
Perspectives on employing Persons with Disabilities (2/4)
The Human Rights view In this podcast, produced by Lois Strachan and the second of four episodes, Jeremy Opperman continues on his trinocular theme of needing to look at the employment of persons with disabilities with perspective. Taking into account not just the legislative requirement to employ people with disability but for employers to look through two other lenses as well – the human rights lens and the business case lens – if they wish READ MORE
A Brief Overview of Blindness in South Africa
by Jeremy Opperman and Lois Strachan To say that South Africa was a complex country with regard to disability in general and blindness in particular would be a woeful understatement. Some explanation and historical context may be helpful. South Africa as a democratic country is less than 30 years old. Prior to 1994 SA was a racially divided and segregated society. At face value, this could be stated as a divide between Black and White. READ MORE
Disability and Recruitment (Clip 3/3)
In the last of this three-video series, Jeremy unpacks the thorny issue of ‘reasonable accommodation’ in the context of the employment of People with Disabilities (PWDs). Using examples and anecdotes, he guides viewers through best practice and things not to do. He also introduces the practice of competency-based recruitment and wraps up by outlining five common problems associated with Disability Equity.
Disability and Recruitment (Clip 2/3)
In the second of this three video series, Jeremy analyses the employment cycle in the context of disability employment. Drawing on colorful anecdotes and case studies, he focuses primarily on the dangers of unlawful practices, stereotyping and the lack of political will in the employment of persons with disabilities.
Disability and Recruitment (Clip 1/3)
In the first of a three-video series, Jeremy addresses the fundamentals of employing People with Disabilities (PWDs). He also highlights the challenges facing employers, and emphasises the need to engage with these challenges so that barriers to successful recruitment are addressed. Jeremy focuses strongly on ignorance and attitude as the primary barriers to disability inclusion. Using his unique ‘Trinocular’ model, he also stresses the need for perspective. Click here to view.
Disability and Recruitment: FAQ
“Companies that fail to embrace diversity, including disability, as a core business issue, are simply missing the point.” Peter Bonnfield, former CEO of British Telecom Q. Why should we bother to spend time and energy on disability recruitment? A. Three reasons: The Employment Equity Act (No 55 of 1998) requires that People with Disabilities (PWD) be given affirmative action status and are therefore a designated group which, along with race and gender, require increased employment attention. READ MORE