Kareen Cox, Career Writer

The employment of persons with disabilities (PWD) is a topic that is seldom addressed by business owners. It is believed, often incorrectly, that hiring these persons will result in added expenses such as special equipment to accommodate them, or an increase in the company's health insurance costs.

Others assume that extra time will have to be spent training and supervising a person with a disability. The reality is, however, that there is no major difference between hiring PWDs and non-disabled people.

Employers of persons with disabilities have consistently found that:

They have been able to widen the pool of recruits, which is especially useful where the skills pool is limited or employees are in short supply.

PWDs can be as productive and reliable as other employees.

PWDs tend to have better attendance records, stay with employers longer and have fewer accidents at work.

Staff morale and team development are enhanced when businesses are seen to be equal - opportunity employers.

Organisations that are accessible to persons with disabilities tend to be supported more and are more appealing to all consumers and stakeholders.

They have seen an improvement in their public image. Hiring persons with disabilities shows that the company pursues both economic and social objectives and, therefore, embraces and practises corporate social responsibility.

DISABILITY POLICY

Once you are ready to facilitate the employment of persons with disabilities, ensure that a formal disability policy to ensure equal job opportunities and non-discrimination in recruitment, promotion, transfer, career development and training, is developed.

The purpose of this is to take positive steps to prevent not only overt acts of discrimination on grounds of disability, but also conditions and requirements which might have a discriminatory effect.

This will enable the employer to ensure that there is no direct or indirect discrimination.

The document should include all policies, procedures and practices that supervisors and human resource personnel may refer to as a resource to ensure that decisions on recruitment, selection, training, promotion and career management are based solely on objective and job-related criteria.

Put in place an inclusive recruitment and advertising process. Employers must make an effort to make sure that the recruitment process attracts applications from as many qualified people including persons with disabilities.

For example, add a welcoming and encouraging statement in your advertisements to encourage persons with disabilities to apply for jobs.

This is a public statement of policy and intent indicating the organisation's commitment to equal opportunity in the recruitment procedure and in job advertisement.

The building and interview room should be accessible to persons with all types of disabilities.

The reception staff should be briefed on how to properly address and assist PWDs.

Once a person with a disability is selected for the job, it is recommended that he or she is invited to look around the workplace to assess the need for adjustments and to explore how these can best be carried out.

Adjustments may take the form of working hours, working arrangements and/or physical infrastructure.

Kareen Cox is resources coordinator at HEART Trust/NTA.

kareen_cox@heart-nta.org