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The impact of Covid-19 on people with disabilities – emerging findings

ROHWERDER, Brigitte
THOMPSON, Stephen
WICKENDEN, Mary
WAKOKO, Eric
AKTER, Fatema
NJUNGI, Josephine
CHUBA-UZO, Shadrach
September 2020

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Emerging evidence suggests that people with disabilities are amongst the groups most affected by the COVID-19 pandemic in all aspects of their lives. In order to provide more systematic evidence, narrative interviews were conducted with a diverse group of 40 jobseekers with disabilities in Bangladesh, Kenya, Nigeria, and Uganda who are involved with the Inclusion Works programme. The first round of interviews were conducted in July and August 2020. Initial key findings are given.

 

Disability Inclusive Development - Nigeria Situational Analysis

THOMPSON, Stephen
June 2020

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This situational analysis (SITAN) addresses the question: “what is the current situation for persons with disabilities in Nigeria?”. It has been prepared for the Disability Inclusive Development programme (which works on access to education, jobs, healthcare, and reduced stigma and discrimination for persons with disabilities in Bangladesh, Jordan, Kenya, Nepal, Nigeria, and Tanzania), to better understand the current context, including COVID-19, and available evidence in Nigeria. It will be helpful for anyone interested in disability inclusion in Nigeria, especially in relation to stigma, employment, education, health, and humanitarian issues.

“I couldn’t wait to get started” -- Voices from inclusive workplaces in the Republic of Serbia - Good practice guide for the employment of persons with disabilities

OUCHI, Mariko
ILO Decent Work Technical Support Team and Country Office for Central and Eastern Europe
October 2019

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This brochure was prepared by the Serbian Association of Employers and published with the assistance of the International Labour Organization (ILO), under the framework of the United Nations Partnership for the Rights of Persons with Disabilities (UNPRPD project) entitled “Autonomy, Voice and Participation of Persons with Disabilities in Serbia.”

 

The purpose of this brochure is to support employers in the process of recruiting persons with disabilities. It briefs readers on Serbia’s legal framework, and four illustrative cases present the voices of persons with disabilities and their employers alike

A comparison of disability rights in employment: Exploring the potential of the UNCRPD in Uganda and the United States

OJOK, Patrick
GOULD, Robert
2019

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The disability employment policy systems in the US and Uganda are compared, and areas identified to improve implementation by examining the broader socio-cultural contexts that have shaped disability policy and practices of the two countries over time. Using the United Nations Conventions on the Rights of Persons with Disabilities (UNCRPD) as the overarching analytical framework, the analysis is framed within the discussion of the right to employment, as both countries are recognized for policy advances in this domain, but continue to experience low labor market participation for persons with disabilities. It identifies three critical areas that impact the realisation of disability rights in each context: ideological frameworks; hiring and retention initiatives; and state level supports. Ultimately, it considers the limitations of the rights based framework for actualising employment rights in the context of limited state and individual resources. 

 

Disability and the Global South, 2019, Vol.6, No. 2

 

Current access and recruitment practices in nursing education institutions in KwaZulu-Natal: A case study of student nurses with disabilities

MOODLEY, Selvarani
MCHUNU, Gugu
2019

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Background: While institutions of higher education may have increased access and accommodation for students with disabilities, institutions primarily providing nurse training in South Africa do not mirror the same practice.

 

Objectives: Notwithstanding the integration of disability policies enacted in South Africa in 2010, a majority of people with disabilities are still excluded from the activities of society equally applicable to nursing education. This article describes the current access and recruitment practices for student nurses with disabilities (SNWDs) in nursing education institutions in KwaZulu-Natal to provide baseline data, which is largely absent in nursing institutions.

 

Method: A concurrent mixed-method design using a multiple embedded case study approach was employed. This article presented phase 1 of the study, a quantitative survey of all private nursing education institutions (n = 27), complemented by individual, in-depth interviews with SNWDs (n = 10). Quantitative data were analysed using SPSS version 24, with a response rate of 78% (n = 21), whereas qualitative data were analysed using content analysis.

 

Results: The findings revealed that the majority of private NEIs lack policy guidelines for recruiting SNWDs; however, other means of guidance is sought, for example, using the technical assistance. While NEIs were willing to recruit SNWDs, access to clinical sites, lectures, support systems and reasonable accommodation was challenging.

 

Conclusion: Private NEIs are providing an inclusive education to all students including those with disabilities; however, they still have a long way to go in meeting the needs of SNWDs with regards to support and accommodation.

 

African Journal of Disability, Vol 8, 2019

Expanding employment success for people with disabilities

FRUCHTERMAN, Jim
MELLEA, Joan
November 2018

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This report’s observations and recommendations were based on over fifty conversations with employers, technology vendors, disability experts—who were mainly people with disabilities, and technology experts, especially in artificial intelligence. It concentrates on human capital management (HCM) technology products used for attracting talent to companies, the actual interviewing/hiring process, and retention of employees once hired. Efforts on the market share leaders in each segment. 

Recommendations made concern:

  • Embracing artificial intelligence.
  • Boosting accessibility and accommodations.
  • Collecting and using data to inform action.
  • Guiding employers on the path from compliance to opportunity

Good for business. Promoting partnerships to employ people with disabilities

HUMANITY & INCLUSION
LEONARD CHESHIRE
April 2018

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NGOs like Humanity & Inclusion and Leonard Cheshire partner with the private sector to provide advice on employment practices to successfully transform the workplace and workforce to be disability inclusive. They support businesses in a number of ways including: 

  1. Provide a tailored approach, starting with an assessment
  2. Support inclusive recruitment processes
  3. Provide skills development for candidates
  4. Provide assessment and referral to support services
  5. Advise on constructing an accessible work environment
  6. Provide mentoring support

Case studies include HI's inclusive employment work in Morocco, Leonard Cheshire working in partnership with Accenture in South Asia, East Asia, and South Africa, with Henkel in the Philippines, with AnonTex in Bangladesh and with SUN ITES Consulting Private Ltd, Bangalore.

 

Top tips for global disability-inclusive employment are discussed.

Wage subsidies and hiring chances for the disabled: Some causal evidence

BAERT, Stijn
July 2014

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The effectiveness of wage subsidies as a policy instrument to integrate disabled individuals into the labour market was investigated. To identify causal effects, a field experiment was carried out in Belgium. Two applications for male graduates, identical except that one reveals a disability, were sent out to 768 vacancies in the Flemish labour market.

 

IZA Discussion Paper No. 8318

Hiring subsidies for people with a disability: Helping or hindering? - Evidence from a small scale social field experiment

DEUCHART, Eva
KAUER, Lukas
November 2013

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Many countries provide hiring subsidies aimed at promoting the employment of people with disabilities. The effectiveness of these subsidy schemes remains unclear. This paper evaluates the effectiveness of employer incentives provided by the Swiss Disability Insurance using a small scale social field experiment. Two sets of people were examined: graduates from sheltered Vocational Education & Training Programs; and a sample of clients from employment consulting services.

Organisational governance

BLACKMAN, Rachel
2006

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This resource is aimed primarily at Christian development organisations, but the principles and operational structures can be applied to other organisations. It focuses on organisational governance, the process of overseeing an organisation, looking in particular at how governing bodies should operate and lead an organisation. Section 1 analyses the role of the board and explains how its remit and responsibilities differ from those of the CEO. Section 2 reviews two key competencies, delegating authority and responsibility and developing policies. Section 3 looks at the main responsibilities of the board, including recruiting and supporting of the CEO; identifying mission, vision and values of the organisation; strategic planning; fulfilling legal requirements; identifying funding sources; and assessing progress. Section 4 looks in some detail at key operational aspects such as roles of board members, recruitment of new members and internal board policies. Section 5 suggests ways of making the board more effective, through the proper use of committees, agenda for meetings, chairing of board meetings, minute taking, sharing information, decision-making and board development

Career guidance : a resource handbook for low- and middle-income countries

HANSEN, Ellen
2006

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This handbook provides information about career guidance in low and middle income countries. It is divided into two parts. Part I reviews current international trends in career guidance in high-income countries, comments on the relevance of these trends in low- and middle-income countries, and defines a framework of six key elements when developing a career guidance system. Part II indicates specific career guidance Internet web sites and resources. This resource is useful to policy makers, professionals, practitioners interested in career guidance in low and middle income countries

Job and work analysis : guidelines on identifying jobs for persons with disabilities

HERON, Robert
2005

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These guidelines provide information about job and work analysis to promote employment opportunities for persons with disabilities. Practical steps and definitions are outlined in each topic-specific chapter. It is a useful document for employment services and service providers seeking to develop their capacity to promote the recruitment of persons with disabilities and the retention of workers who acquire a disability.
These guidelines form part of a series of ILO tools on placement services for disabled job seekers

Participation of African social scientists in malaria control : identifying enabling and constraining factors

NGALAME, Paulyne M
et al
December 2004

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This article discusses research examining the enabling and constraining factors that influence African social scientists' involvement in malaria control. Findings showed that most participants did not necessarily seek malaria as a career path. Having a mentor who provided research and training opportunities, and developing strong technical skills in malaria control and grant or proposal writing facilitated career opportunities in malaria. A paucity of jobs and funding and inadequate technical skills in malaria limited the type and number of opportunities available to social scientists in malaria control. Understanding the factors that influence job satisfaction, recruitment and retention in malaria control is necessary for better integration of social scientists into malaria control. However, given the wide array of skills that social scientists have and the variety of deadly diseases competing for attention in sub-Saharan Africa, it might be more cost effective to employ social scientists to work broadly on issues common to communicable diseases in general rather than solely on malaria

Global inclusion benchmark : an insight into corporate leadership on disability

EMPLOYERS' FORUM ON DISABILITY
October 2003

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This report provides an insight into corporate leadership on disability. It demonstrates that as disability moves up the corporate agenda, successful businesses are becoming increasingly aware of the importance of disabled people as key employees, customers, shareholders and stakeholders.
The benchmark examines how companies communicate their commitment to disabled people when they describe their impact on employees, customers, suppliers and the wider community. The report identifies ten key areas where companies should report on disability within their social reports

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