Thesis (MEdPsych (Educational Psychology)--Stellenbosch University, 2008. / The research aims to investigate the employment experiences of a South African adult with Down syndrome, and to explore whether this improves the quality of life for this adult across several areas of functioning. This qualitative research design is situated within an interpretive research paradigm. A Case study method was used. Data have been produced using multiple sources and techniques to enhance validity. These include interviews, observation, field notes and questionnaires. Full account has been taken of ethical considerations. The case study shows that this adult with Mosaic Down syndrome and intellectual disability, who is permanently employed in the open labour market, is seen as an asset by the company. Training and support have benefited him and extra supervision and attention needed are minimal. His skills, attitudes, and family support have also enhanced his quality of life. This adult's employment experiences have contributed to a culture of acceptance of and openness to intellectual disability in the formal industrial sector. This is an example of what can be accomplished regardless of intellectual disability. As this is a case study the generalisation of the findings are limited.

South Africa is faced with a huge challenge of disability discrimination and inequality. Disabled people are not enjoying equal treatment as compared to others. Those who are on the working sector are not reasonable accommodated. The study examines challenges faced by people with disabilities. The study further submit that people with disabilities should be reasonably accommodated and be retained in the working sector as they have a positive role to play in the economy. The study also looks at the various legislations and argues that they are ineffective as they fail to address the imbalances of the past. The study further suggest that there is a need for all people to understand disabled people and not to isolate them as such stigma cause people with disabilities to be unfairly discriminated against in society and in employment / College of Law / LL. M. (Commercial Law)

The objective of this study was to assess the perceptions of individuals with disabilities regarding the career advancement challenges they face and to determine whether the perceptions of career advancement challenges disabled individuals from different races, ages, genders and occupational levels differ. This study employed a qualitative approach to explore the career advancement challenges and also to achieve the empirical objectives. The empirical study was conducted with 15 employees with declared disabilities employed by two group companies in different sectors in the Gauteng Province. Probability, purposeful and snowballing sampling techniques were applied. The findings indicated that most people with disabilities experienced career advancement challenges, especially promotion opportunities. Managers and colleagues’ lack of knowledge about disabilities have an adverse impact on the careers of individuals living with a disability. The findings of this study may help companies improve practices on the integration and inclusion of employees with disabilities and also on decision-making regarding their careers. / Human Resource Management / M. Com. (Business Management)

M. Tech. (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / This study noted the implications of the absence of a strategic framework to manage the career mobility of employees with disabilities in the Gauteng-based, state-owned enterprise (SOE). In response to the limited research on career mobility of employees with disabilities (EwDs), the study aimed to investigate EwDs understanding of the phenomenon, identify its enablers and inhibitors, as well as propose a strategic framework for managing it. The study is significant for the inclusion of EwDs and contributing to employers achieving employment equity targets, as required of them by the Employment Equity Act (55 of 1998). In order to achieve the study’s objectives, an exploratory design was employed by conducting individual interviews with five purposively selected participants on junior management levels. A semi-structured interview schedule was developed and piloted with two champions who represent the interests of EwDs in disability forums within the SOE. Given the prevailing circumstances of the COVID-19 pandemic, the researcher collected the data online via Microsoft Teams (MS Teams). The data were analysed manually for emerging themes using Braun and Clarke’s six steps of data analysis. The study found that career mobility was understood by participants to include promotion (job change), succession planning and gainful employment supported by opportunities for skills transfer and reasonable accommodation. Factors identified as enablers of career mobility are training and career development, disability awareness and sensitisation, reasonable accommodation, social networks and benchmarking. Those factors perceived as inhibiting career mobility are mind-set, inaccessible training, lack of confidence and poor succession planning. Through conversations with the participants, the researcher identified critical components for the development of a strategic framework to enhance career mobility for EwDs as organisational diagnostics (input factor), enabling policies and support systems (process factors) and inclusion and career mobility evident in employment equity targets being met (outcomes) to manage career mobility of EwDs in the workplace. The main limitations of the study are that the results cannot be generalised to other settings without validation of the proposed strategic framework due to the sample size involved. It is recommended that future studies consider sensitivity regarding the prevailing circumstances around research during periods of pandemics and the use of language in the field of disability research. It is further recommended that employers consider implementing benchmarked disability awareness and sensitisation programmes to create a conducive environment for EwDs to achieve career mobility in the workplace. Lastly, employers should develop and implement programmes that will enhance mental health and well-being of EwDs and consider the establishment of empowered disability forums.

Since 1994, various policies and guidelines, pertaining to the employment of people with disabilities have been promulgated. All of these policies highlighted the importance of employment equity and equality within the working environment. Despite all these policies and guidelines people with disabilities are still experiencing barriers within the working environment. These barriers prevent them from functioning optimally and equally alongside able-bodied colleagues. The requirements of people with disabilities are still not integrated into the general considerations of the workplace. In order to determine what factors people with physical disabilities perceive as important with regard to equality in the workplace, a combination of a qualitative and quantitative research approach were followed. Both convenient and Snowball/Chain sampling was utilised to identify the research participants. The data was gathered by means of an intensive literature study, as well as utilisation of surveys and interviews. After analysing the data, specific conclusions could be made. The sample was not representative of the total population, so these conclusions could not be generalised, it could however indicate certain trends. The conclusions with regard to the study could be utilised to improve the management of employees with physical disabilities in order to promote workplace equality. Certain recommendations in this regard have been made. Recommendations on how social workers could assist with the attainment of workplace equality for employees with disabilities have also been made. / Social Work / M.A. (Social Science)

Since 1994, various policies and guidelines, pertaining to the employment of people with disabilities have been promulgated. All of these policies highlighted the importance of employment equity and equality within the working environment. Despite all these policies and guidelines people with disabilities are still experiencing barriers within the working environment. These barriers prevent them from functioning optimally and equally alongside able-bodied colleagues. The requirements of people with disabilities are still not integrated into the general considerations of the workplace. In order to determine what factors people with physical disabilities perceive as important with regard to equality in the workplace, a combination of a qualitative and quantitative research approach were followed. Both convenient and Snowball/Chain sampling was utilised to identify the research participants. The data was gathered by means of an intensive literature study, as well as utilisation of surveys and interviews. After analysing the data, specific conclusions could be made. The sample was not representative of the total population, so these conclusions could not be generalised, it could however indicate certain trends. The conclusions with regard to the study could be utilised to improve the management of employees with physical disabilities in order to promote workplace equality. Certain recommendations in this regard have been made. Recommendations on how social workers could assist with the attainment of workplace equality for employees with disabilities have also been made. / Social Work / M.A. (Social Science)

This study attempted to determine if the theories of reasoned action (TRA) and planned behavior (TPB), as well as a relatively new construct called offender empathy, could help to predict the intentions of small business executives (SBEs) to comply with the employment provisions of the Americans with Disabilities Act (ADA) of 1990.

English, Afrikaans and Zulu summaries / Orientation: The study researched physical disability apropos of employment. The attitudes of able-bodied persons towards persons with disabilities (PWD) culminate in the exclusion of the latter from the workplace. Aspects of this topic have been addressed by researchers abroad and in Africa using samples of limited size. Research aim: The general aim of the research was twofold. Firstly, it set out to uncover the causes of exclusion of persons with physical disabilities from employment in the South African open labour market, and secondly, to identify interventions that could assuage this situation. Research methodology: A convergent mixed methods research strategy was adopted, with responses of employers forming the quantitative strand and those of persons with physical disabilities (PWPD) forming the qualitative strand. A customer survey questionnaire was developed and validated for the sample of 342 employers, while interview schedules were used for 312 PWPD. Statistical procedures included factor analysis, chi-square tests and structural equation modelling. Main findings: Meta-inferences were formulated relating to the mixed methods research. The overarching message conveyed discord in respect of several dimensions, between the perceptions of employers, those of persons with physical disabilities and the theory. Employers are receptive to employing persons with disabilities but conflicted about their management, competence and accommodation. They are reportedly unfamiliar with disability matters, and cannot locate qualified candidates, while disability policies are not commonplace. Key national interventions encompass incentives for employers to hire PWD, tax concessions and amendment of the BBBEE scorecard points system. Important interventions at organisational level entail training in disability matters across the board, as well as disability-related policies. At individual level, PWPD need training in job-seeking techniques, effective avenues to secure work, accommodation and assistive technology, and skills. To extend the mixed methods research, industrial sectors were compared and latent constructs sought in separate analyses. Main contributions: Different perspectives gleaned from employers in various sectors, PWPD, disability advocacy organisations and associated groups; expansion of the literature on disability employment; structural equation modelling that produced latent constructs which underlie the causes of exclusion of PWPD from employment and enhance understanding of those aspects with a direct bearing on employers’ receptivity to hiring PWPD. The findings could catalyse national and organisational policy frameworks to promote inclusion in the workplace. Public policy makers could utilise the findings to devise strategies that would motivate employers to hire PWPD. Organisational policies, with practical guidelines, should be formulated relating to recruitment of PWPD and disability training for staff. The different types of disabilities and job categories in which employers would be willing to appoint PWD were ascertained. / Oriëntering: Die studie het ondersoek ingestel na liggaamlike ongeskiktheid ten opsigte van indiensneming. Die houdings van nie-gestremde persone teenoor persone met gestremdhede veroorsaak dat laasgenoemde van die werksplek uitgesluit word. Fasette van hierdie onderwerp is deur navorsers oorsee en in Afrika ondersoek met behulp van steekproewe van beperkte grootte. Navorsingsdoelwit: Die algemene doelwit van die navorsing was tweeledig. Dit het eerstens ten doel gehad om die oorsake van indiensnemingsuitsluiting van persone met liggaamlike gestremdhede in die Suid-Afrikaanse arbeidsmark te bepaal, en tweedens, om ingrypings te identifiseer wat hierdie situasie kan verbeter. Navorsingsmetodologie: ’n Konvergerende gemengdemetode-navorsingstrategie is ingespan, met werkgewers se response as die kwantitatiewe been en dié van persone met liggaamlike gestremdhede, as die kwalitatiewe been. ʼn Kliëntetevredenheidsvraelys is vir die steekproef van 342 werkgewers ontwikkel en geldig verklaar, terwyl onderhoudskedules vir 312 persone met liggaamlike gestremdhede gebruik is. Statistiese prosedures het faktorontleding, chi-kwadraattoetse en strukturele-vergelyking-modellering ingesluit. Belangrikste bevindinge: Meta-inferensies met betrekking tot die gemengdemetode-navorsing is geformuleer. Die oorkoepelende boodskap was een van verdeeldheid oor verskeie dimensies; tussen werkgewers se persepsies, dié van persone met liggaamlike gestremdhede en die teorie. Werkgewers is ontvanklik vir indiensneming van persone met gestremdhede, maar het verskil oor die bestuur, bevoegdheid en akkommodering van sulke persone. Hulle is blykbaar nie bekend met ongeskiktheidsaangeleenthede nie en kan nie gekwalifiseerde kandidate vind terwyl ongeskiktheidsbeleide nie alledaags is nie. Deurslaggewende nasionale ingrypings behels aansporings vir werkgewers om persone met liggaamlike gestremdhede in diens te neem, belastingvergunnings en aanpassing van die BGSEB-telkaartpuntestelsel. Belangrike ingrypings op organisasievlak behels algemene opleiding in ongeskiktheidsake, sowel as beleide oor ongeskiktheidskwessies. Op individuele vlak benodig persone met liggaamlike gestremdhede opleiding in werksoektegnieke, doeltreffende metodes om werk te verseker, akkommodasie en ondersteunende tegnologie, en vaardighede. Om die gemengdemetodes-navorsing uit te brei, is nywerheidsektore vergelyk en latente konsepte in afsonderlike ontledings gesoek. Hoofbydraes: Verskillende perspektiewe wat van werkgewers in verskeie sektore verkry is, persone met liggaamlike gestremdhede, gestremdheidvoorspraakorganisasies en verwante groepe; uitbreiding van die literatuur oor ongeskiktheidsindiensneming; strukturele-vergelyking-modellering wat aanleiding gegee het tot latente konsepte onderliggend tot die oorsake van indiensneminguitsluiting van persone met liggaamlike gestremdhede en bevorderlik vir begrip van daardie aspekte wat ʼn direkte invloed op werkgewers se ontvanklikheid rakende indiensneming van persone met liggaamlike gestremdhede het. Die bevindinge kan nasionale en organisasiebeleidsraamwerke kataliseer om insluiting in die werksplek te bevorder. Openbarebeleidbepalers kan die navorsingsresultate gebruik om strategieë te beraam wat werkgewers sal motiveer om persone met liggaamlike gestremdhede aan te stel. Organisasiebeleide, met praktiese riglyne, moet geformuleer word ten opsigte van werwing van persone met liggaamlike gestremdhede en ongeskiktheidsopleiding vir personeel. Die verskillende soorte gestremdhede en werkskategorieë waar werknemers bereid sal wees om persone met liggaamlike gestremdhede in diens te neem, is vasgestel. / Isimo nokuqondiswe kukho (orientation) Ucwaningo lucwaninge ngokukhubazeka ngomzimba maqondana nokuhambisana nokuqashwa Imibono yabantu abangakhubazekile maqondana nabantu abakhubazekile ngokubizwa ngokuthi yi-persons with disabilities (PWD) ibangela ukuthi abantu abakhubazekile bakhishelwe eceleni maqondana nemisebenzi. Izingxenye zalesi sihloko kubhekwane nazo ngabanye abacwaningi baphesheya kanye nase-Afrka ngokusebenzisa amasampuli amancane. Inhloso yocwaningo: Inhloso enabile yocwaningo ikabili. Okokuqala, ukuthola izimbangela zokukhishelwa eceleni kwabantu abakhubazekile ekuqashweni eNingizimu Afrika nasemakethe evulekile yezemisebenzi, kanti eyesibili, ukuphawula ngezinto ezingabawusizo ukululamisa lesi simo. Imetodoloji (indlela) yocwaningo: Kusetshenziswe isu elihlangene lezindlela zocwaningo okuyi-mixed methods research, kanti izimpendulo zabaqashi zibumbe ingxenye ye-quantitative strand, kanti ezalabo bantu abakhubazekile ngomzimba (PWPD) zona zibumbe ingxenye ye-qualitative strand. Kwenziwe i-survey yamakhastama yase iqinisekiswa ukwenzela isampuli yaqabashi abangu 342, kanti isheduli yama-interview yenziwe kubantu abakhubazekile ngomzimba (PWPD) abangu 312). Inqubo yamastatistiki ibandakanye uhlaziyo lwe-factor analysis, i-chi-square tests kanye ne-structural equation modelling. Okukhulu okutholakele: Isiphetho ngokujulile i-meta-inferences yenziwe maqondana nezindlela ezixubene zocwaningo. Umlayezo omkhulu owaboniswa ukubhimba maqondana nezinto ezehlukene, phakathi kwemibono yabaqashi, kanye nabantu abakhubazekile ngemizimba kanye nethiyori. Abaqashi bazimisele ukuqasha abantu abakhubazekile kodwa banemibono engqubuzanayo ngokuphathwa kwabo, amakhono kanye nokubabonelela. Abanalwazi ngezinto eziphathelene nokukhubazeka, kanti abakwazi ukuthola amakhandideyiti afundele imisebenzi, kanti imigomo ngokukhubazeka ayikho kahle. Okukhulu okumele kwenziwe ukungenela kwizwe lonke kubandakanya izikhuthazi kubaqashi ukuqasha abantu abakhubazekile, izibonelelo ngentela, kanye nokuchitshiyelwa kwenqubo yamaphoyinti e-BBBEE. Ukungenela okubalulekile ezinhlanganweni kubandakanya uqeqesho ngezinto eziphathelene nobukhubazeki kuyo yonke imikhakha kanye nemigomo ehambelana nokukhubazeka. Kumkhakha wabantu ziqu, abantu abakhubazekile ngemizimba badinga uqeqesho ngamathekniki okufuna imisebenzi, imikhakha efanele yokuthola imisebenzi, izibonelelo, kanye namatheknoloji osizo kanye namakhono. Ukunweba izindlela ezehlukene zocwaningo, kwaqhathaniswa amasektha ezimboni, kwasekufunwa ama-latent construct ngohlaziyo olwehlukene. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

South African affirmative action law in the workplace is in its infancy. Yet some concepts in this context have already proven to be unclear or in need of interpretation, or are lacking. This thesis focuses on the beneficiaries of affirmative action in employment law. The Employment Equity Act (EEA) creates `designated groups' ─ black people, women and people with disabilities ─ as the beneficiaries of affirmative action. It lays down two requirements for beneficiaries of affirmative action which are investigated: (a) beneficiaries must be from the designated groups - in this regard, the question that arises is whether, having been categorised as disadvantaged, persons are presumed to be de facto disadvantaged and entitled to benefit from affirmative action, or whether further evidence of actual past disadvantage is required; and (b) beneficiaries must be `suitably qualified'. In addition, citizenship as a third requirement for beneficiaries of affirmative action has been mooted in case law. This is evaluated against modern interpretation theory, the Constitution and discrimination law. Against the background of a comparative investigation of the position in the US and Canada, and under international law, specific findings and recommendations are made in respect of South African affirmative action law. These relate to the interpretation of the concept `disadvantage', to a pragmatic and contextualised approach to the notion `degrees of disadvantage', to the recognition of the concept `multiple disadvantage', to the clarification of the meaning and application of the concept `suitably qualified' in a code of good practice, and to a policy decision by government to ensure that affirmative action measures apply mainly to South African citizens who otherwise qualify to benefit. To this end, certain amendments to the EEA, its regulations and codes of good practice are proposed with the aim of ensuring that affirmative action measures in fact benefit those intended by the EEA. Some projections are made to indicate the way forward for affirmative action in South Africa. / Jurisprudence / LL.D.

South African affirmative action law in the workplace is in its infancy. Yet some concepts in this context have already proven to be unclear or in need of interpretation, or are lacking. This thesis focuses on the beneficiaries of affirmative action in employment law. The Employment Equity Act (EEA) creates `designated groups' ─ black people, women and people with disabilities ─ as the beneficiaries of affirmative action. It lays down two requirements for beneficiaries of affirmative action which are investigated: (a) beneficiaries must be from the designated groups - in this regard, the question that arises is whether, having been categorised as disadvantaged, persons are presumed to be de facto disadvantaged and entitled to benefit from affirmative action, or whether further evidence of actual past disadvantage is required; and (b) beneficiaries must be `suitably qualified'. In addition, citizenship as a third requirement for beneficiaries of affirmative action has been mooted in case law. This is evaluated against modern interpretation theory, the Constitution and discrimination law. Against the background of a comparative investigation of the position in the US and Canada, and under international law, specific findings and recommendations are made in respect of South African affirmative action law. These relate to the interpretation of the concept `disadvantage', to a pragmatic and contextualised approach to the notion `degrees of disadvantage', to the recognition of the concept `multiple disadvantage', to the clarification of the meaning and application of the concept `suitably qualified' in a code of good practice, and to a policy decision by government to ensure that affirmative action measures apply mainly to South African citizens who otherwise qualify to benefit. To this end, certain amendments to the EEA, its regulations and codes of good practice are proposed with the aim of ensuring that affirmative action measures in fact benefit those intended by the EEA. Some projections are made to indicate the way forward for affirmative action in South Africa. / Jurisprudence / LL.D.