Handle PWDs with care

Jun 28, 2009

DESPITE increased sensitivity to physical and mental disabilities, many People with Disabilities (PWDs) are victims of employment discrimination. It is still common in many workplaces and is more obvious when an individual has a physical deformity.

HR insight with Paula Kyabagu Mukama

DESPITE increased sensitivity to physical and mental disabilities, many People with Disabilities (PWDs) are victims of employment discrimination. It is still common in many workplaces and is more obvious when an individual has a physical deformity.

It may be in form of comments about the disability made by managers or executives, accompanied by some type of adverse employment action or decision. Such action might be failure to promote, less favourable employment conditions, disciplinary proceedings, demotion or firing without a good reason.

In Uganda today, some organisations are endeavouring to make the working environment favourable to PWDs. Some of the measures put in place include getting an interpretor while interviewing a deaf person, swapping some duties among staff plus regular meal breaks for a person with diabetes. Also, modifying work premises by making ramps, modifying toilets and providing flashing lights to alert people with a hearing loss are some other changes that can be implemented.

However, PWDs should also fight this discrimination. They should seek assistance and give feedback to others about what they need to do their job effectively. In some larger organisations, there is a division that helps PWDs. Also, sometimes, changes made do not take their needs into consideration. When conflicts arise, they should be addressed immediately. PWDs should also talk about any limitations regarding assignments.

Above all, they should ask their co-workers and supervisors what they can and cannot do. It should be made clear that they (PWDs) do not want to miss out on activities. They should keep in mind that they also have a right to confidentiality and others need to respect their privacy. They should let others know how to help them during emergencies.

Due to the busy schedules of many employees, PWDs should take time to take care for themselves. If their condition creates physical limitations, they should rest. They should talk with their physicians and get their advice about how to benefit from relaxation exercises. Basically, they should actively manage their disability at work and at home.

The fight against PWDs’ discrimination in the workplace involves an analysis of many factors depending on the case. This makes managing it overwhelming, especially if the people around the PWDs do not understand their needs.

In addition to managing the day-to-day stress of work and family life, there may be additional concerns that are not apparent to co-workers and/or supervisors. PWDs face significant social, psychological and financial challenges and an employer should take these issues seriously and try to resolve them in the best possible way. Employers should also provide staff training or guidance on dealing with PWDs.

Mail HR questions to business@newvision.co.ug

(adsbygoogle = window.adsbygoogle || []).push({});