Despite hesitation by businesses, reasonable accommodation is essential to an equal workplace. Justene Smith, disability specialist at Progression, explains
Reasonable accommodation is covered under so many elements of the law, both internationally and in South Africa. Yet, it is still so misunderstood, often under-implemented or avoided by businesses as something that would be costly, time-consuming or have a negative impact on the operations of a business. In fact, it’s quite the opposite.
The United Nations Council for the Rights of Persons with Disabilities defines it as “necessary and appropriate modifications and adjustments not imposing a disproportionate or undue burden, where needed in a particular case, to ensure persons with disabilities the enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms.”
So, it’s not just a ‘recommendation’ or a ‘suggestion’, but forms part of our fundamental human rights to be treated equally at work. It underpins that ever-pertinent principle of equality. With this in mind, isn’t it high time that we start to raise more awareness about its benefits to individuals and businesses as a whole?
The practical implementation of reasonable accommodation is often the missing link between identifying a suitable candidate with a disability and empowering them to perform the inherent requirements of the job at their highest potential.
Reasonable accommodation is often mistaken for structural changes such as lifts, accessible ablution facilities and ramps. These are what could be termed as structural accommodations, linked to building regulations and minimum standards, while reasonable accommodations are the changes related directly to the inherent requirements of the job. Both need to be considered but not mistaken for one another. Some of the benefits of reasonable accommodation to the employee include:
- The right tools to meet the inherent requirements of the role.
- Feel comfortable and safe at work.
- Ability to participate equally in the workplace and contribute.
- Access to career development opportunities as would any employee without a disability.
- Opportunity to reach targets.
- Overall job satisfaction.
- Improved productivity support.
- Advance diversity in the workplace.
The benefits don’t just sit with the employee but also positively impact the business if done right. Managed well, these benefits incorporate:
- Decreased absenteeism;
- Increased productivity, which leads to increased profit margin;
- Better customer experience;
- Higher staff retention rates;
- Fewer chances of litigation relating to discriminatory practices;
- Improved staff morale; and
- Positive business reputation.
In finding this balance, we take another step in promoting inclusive workplaces that embrace our rainbow nation’s diversity and work towards building a stronger economy for all South Africans. With that said, businesses and individuals need to know their rights and responsibilities.
The Codes of Good Practice for the Management of Disability in the workplace is a good place to start or explore the services of some of the experts in the business for advice.
