Nine types of initiatives to enhance EWD employment are discussed in the following section and suggestions that were provided by participants on these initiatives are given.
5.2.6.1 Financial initiatives
The company has bursaries, subsidies and medical aid available to EWDs. The company has bursaries available for further study for all employees, according to one EWD ([853], p.O-102). One supervisor also confirms that the company has bursaries readily available ([854], p.O-103). The company subsidises bus fees for employees, according to an EWD ([855], p.O-103). The company also contributes to all employees’
medical aids ([856], p.O-103). Another EWD also confirms that the company-subsidised medical aid paid for his hip replacement surgery ([857], p.O-103). The company provided funding for one EWD to purchase his first artificial limb ([858], p.O-104). The company has provided financial support for one EWD to afford an electric wheelchair, according to a HR participant ([859], p.O-104).
5.2.6.2 Disability support groups/forum
There is a PWD support group at the company, according to one HR manager ([860], p.O-104). There is, however, no official disability forum for PWDs at the company. It seems that the vocal and very visible PWDs are forming support groups, while the EWDs with hidden disabilities are avoiding groups due to a fear of discrimination. One EWD relates that she does attend general disability meetings at the company ([861], p.O-104) and prefers not to be involved in the Disability Forum ([862], p.O-104). She does not want
to be classified as simply an EWD. She relates that a disability forum is not a realistic solution to the real world problems faced by PWDs ([863], p.O-104). She avoids forums and groups that cater just for PWDs.
5.2.6.3 Emergency evacuation measures
Emergency measures for assisting EWDs have been established at the company. One co-worker confirms that the company has good evacuation plans and systems in place for assisting EWDs during emergencies ([866], p.O-105). One supervisor also confirms the presence of evacuation chairs and clear evacuation teams in the company head office ([867], p.O-106). The company has installed evacuation chairs for wheelchair user evacuation ([868], p.O-106). The chair requires co-worker assistance and a clear evacuation procedure, according to a co-worker. One EWD also confirms that they have a clear evacuation plan and equipment in place at head office ([869], p.O-106).
5.2.6.4 Active recruitment
There is an active drive in the company to achieve a 3% EWD representation in the company, according to two HR managers ([870], p.O-106). Job reservation and targeting of PWDs are occurring in some divisions ([873], p.O-106). The company has done some job targeting for EWDs, according to one supervisor ([871], p.O-106). Clerical positions have been earmarked for EWDs in one division, according to a supervisor. Some vacancies only targeted PWDs for recruitment. Another supervisor also relates that they specifically requested a PWD for a vacancy that they had ([872], p.O-106). One HR manager relates that it provides opportunities for PWDs to enter the company. Targeting strategies are discussed in more detail under the recruitment section.
5.2.6.5 HR and management development
One HR participant confirms that disability regularly features in their HR meetings and that a presentation to managers on identifying disability is imminent ([874], p.O-107). Having one HR employee that deals with disability matters would facilitate both HR and EWD management of disability matters in the company, according to a HR participant ([875], p.O-107).
5.2.6.6 Declaration of disability initiatives
It is greater declaration of disability and not new recruitment that is driving the EWD numbers upwards in the company, according to one HR manager ([876], p.O-107). The company undertook disability verification through the company doctors, according to a HR manager ([879], p.O-108). The company has also done employment equity, including disability, audits in the past, according to one HR manager ([881], p.O-109).
Declaration of disability, however, is inhibited by a fear of discrimination, according to one HR participant ([877], p.O-108). A HR manager also mentioned that a fear of discrimination was inhibiting some EWDs with hidden disabilities from declaring their disability ([878], p.O-108).
5.2.6.7 Learnerships for PWDs
The company has specified PWD targets for internships in the company, according to one HR manager ([882], p.O-109). There was, however, very poor management of an artisan learnership, which included PWDs, in the company ([883], p.O-109). Poor selection, disability-job fit and a lack of environmental accommodations by the company led to a failure to teach and retain the PWDs in the learnership.
5.2.6.8 Sensitisation and awareness raising initiatives
There has been one awareness raising and health education campaign for all employees on disability processes and procedures at one company plant, according to a medical health participant ([884], p.O-109).
This campaign was, however, a long time ago. One HR participant relates that the medical sisters at the company plant have done some awareness raising on diverse health issues with all levels of staff ([885], p.O-110). One HR participant at the plant is currently planning awareness raising on health education and what constitutes disability ([886], p.O-110).
Health awareness raising is also going to be increased at the company, according to a HR manager ([887], p.O-110). One HR participant relates that the company has approached a training institute to raise awareness with supervisors on accommodating disability ([889], p.O-110). An overall awareness campaign for all employees is also envisioned by this HR manager ([891], p.O-111). The successful introduction of safety awareness at every company meeting will now be adopted for health awareness raising as well. She relates that they are also planning awareness raising on disability in the company and will use International Disability Day to raise awareness on disability ([888], p.O-110). Each company subsidiary will chose the medium through which to educate staff on disability.
One HR participant relates that future awareness raising must involve medical health personnel, HR and also the unions ([892], p.O-111). Awareness training can make a difference in integrating PWDs, according to one HR participant ([893], p.O-111). Awareness raising can be through presentations by the medical sisters, due to their knowledge on the subject of disability. During a recent workshop on changing attitudes towards EWDs, some EWDs have indicated a wish to be involved in raising awareness on disability, according to a HR manager ([894], p.O-111).
One HR manager confirms that there was sensitisation training for managers on health and disability systems and processes at the company in the past ([895], p.O-112). The training, however, was discontinued in the past year. The contract with the training provider ended and a lack of finance prevented a new contract. He also relates that they are negotiating with training service providers of disability sensitisation training to present a programme to managers in the company ([890], p.O-110). The execution is pending on other employment equity goals and financing.
Another HR participant relates that there has been sensitisation training for managers, but that it seems that it was not effective in informing managers on disability management ([896], p.O-112). One supervisor thinks there has been some sensitisation on disability for high level managers, but that, in general, there has
not been sufficient sensitisation at the company ([897], p.O-112). He relates that management and workers on all levels can receive more sensitisation on working with PWDs ([898], p.O-112).