“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
Category: Disability
Comments on Revised BBBEE Codes
We wish to bring to the attention of the committee, our observations and comments pertaining to Code 700. (Page 56 3.2.2) This code pertains the Corporate Social Investment pillar of BBBEE. Brief Our issue lies not with the original code which requires for 75% of the beneficiaries, of an NPO/NGO to be black persons, in order for maximum BBBEE points to be scored by companies wishing to donate funds to NPO’s. However, our problem is READ MORE
Comments on BBBEE Revised Codes October 2012
We wish to bring to the attention of this committee, our observations and comments pertaining Code 300 and 200, as Gazetted in 2007 and now recently revised in October 2012. These Codes are the “Measurement of the Employment Equity element of Broad based Black Economic Empowerment”. (BBBEE) Brief Our issue lies not with any proposed amendments to the Codes but to the Employment Equity related codes in general, and to how they relate to and READ MORE
Disclosure campaigns and why they fail
The need for support and how this promotes disclosure As is now well known since earlier this year, all staff need to participate themselves in completing the EEA1 Employment Equity Act forms, as required by the department of Labour. Admittedly, at the time of writing it was mooted by DOL that should anyone not complete EEA1, the relevant line or HR manager could complete it at his or her best discretion. On the form, employees READ MORE
Disability and CSI
Brussels Sprouts and Sleeping Giants Investment paradox There is little doubt that disability, globally and locally has been a significant recipient of social and corporate investment attention for generations. Even in South Africa, added up, all investment, funding, donations, contributions and charity directed toward Disability would certainly amount to a fortune. But how humanly connected and conscious are we to either the source of our attention or the end results and fruits of our financial READ MORE
Disability Confidence: The Business Case and Higher Education
Part A Companies that fail to embrace Diversity including Disability, as a core business issue,are simply missing the point. Sir Peter Bonnfield, CEO. British Telecom Plc Disability confidence is about balance, perspective and organisational commitment in relation to the practical and attitudinal inclusion of Disability as a bona fide aspect of Diversity and its intrinsic role within the entire organisation. It can very quickly be seen how compatible Disability is with traditional perceptions of Diversity. READ MORE
A Business Perspective on Disability
Forward to the “Best Company to work for” publication 2005 Published by Corporate Research Foundation By 2005, 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). Much energy has been spent on attempting to READ MORE