UKZN Presents Disability Equality Training Programme for KZN Premier’s Staff

UKZN Presents Disability Equality Training Programme for KZN Premier’s Staff

UKZN’s Disability Support Unit (DSU) ran a Disability Equality Training (DET) programme for all employees in the office of the KwaZulu-Natal Premier.

On the first day, 32 employees took part in the virtual programme presented in English by DSU’s information access officer Dr Ashley Subbiah, and disability co-ordinator Mr Nevil Balakrishna, while the second day took the form of an in-person isiZulu session for 50 staff members at the Ulundi Legislative Assembly by a reformatting office staff member Mr Consolatrix Mungwe.

The programme aimed to address misconceptions, promote inclusivity and empower employers and employees to create a more accessible and respectful work environment for all.

The training session started with inclusive education expert Subbiah’s introduction to disability equality, emphasising the importance of understanding disability as a broad spectrum encompassing various impairments. The United Nations Convention on the Rights of Persons with Disabilities’ (CRPD) definition of disability as an evolving concept was discussed, highlighting the need to address both individual impairments and societal barriers for full participation in society. Different models of disability, including the medical, social, biopsychosocial and rights-based models, were explored with a particular emphasis on the social model.

‘By focusing on removing attitudinal and environmental barriers, the social model shifts the perspective from fixing the individual to creating an inclusive society,’ said Subbiah, who also explored the challenges faced by individuals with invisible disabilities, such as chronic pain and mental health conditions, focusing on raising awareness, dispelling myths, and reducing stigma surrounding invisible disabilities.

Strategies such as education, open dialogue, policy development and accommodations were discussed to create an environment where individuals feel comfortable disclosing their invisible disabilities and receive the support they need. Subbiah went on to draw attention to the need to address physical barriers faced by individuals with physical disabilities, highlighting the importance of accessibility and physical accommodations in the workplace. He emphasised the need for ramps, elevators, widened doorways, accessible restrooms, assistive technologies, and adaptive equipment to ensure equal opportunities and promote mobility. Attitudinal barriers were also explored, with an emphasis on the need to challenge stereotypes and biases through education and fostering a culture of inclusivity.

Long-serving disability rights advocate Balakrishna presented on breaking down barriers by addressing negative stereotypes and attitudes surrounding disabilities. He shed light on the biases and misconceptions that hinder inclusion in the workplace. ‘By raising awareness, challenging preconceived notions, and promoting understanding, employers and employees can create a more welcoming and accepting environment for individuals with disabilities,’ said Balakrishna. He also mentioned the importance of embracing inclusion by recognising and upholding the rights of employees with disabilities. He delved into legal frameworks, reasonable accommodations, and the role of employers in providing equal opportunities, fair treatment, and support to individuals with disabilities. ‘Understanding and respecting the rights of employees with disabilities are crucial steps towards building an inclusive and diverse workforce,’ said Balakrishna.

Disability rights activist Mungwe led a highly engaging discussion on the significance of employees feeling empowered to disclose their disabilities in the workplace, and focussed on the need to create a safe and supportive environment that encourages open communication, trust, and respect. ‘By fostering a culture of disclosure, employers can better understand the unique needs of their employees and provide appropriate accommodations and support,’ said Mungwe. He emphasised the role of employers in disability management, exploring strategies for creating an inclusive work environment through accessibility, reasonable accommodations, disability awareness training, inclusive recruitment and hiring practices, leadership support, return-to-work programmes, and collaboration with external partners. ‘By implementing these strategies, employers can foster a workplace culture that values diversity, inclusivity and equality.’

All three facilitators shared key strategies for successful disability management which included creating accessible environments, providing reasonable accommodations, conducting awareness campaigns, establishing employee resource groups, ensuring leadership support and accountability, implementing inclusive recruitment practices, offering return-to-work programmes and employee assistance programmes, collaborating with external partners, and continuously improving policies based on employee feedback. ‘By embracing these strategies, organisations can pave the way for a better and more inclusive future,’ said Subbiah.

The DET programme conducted for the KwaZulu-Natal office of the Premier marked a significant step towards achieving disability equality in the workplace, highlighting the importance of understanding disability, addressing negative stereotypes, promoting inclusivity, empowering employees and recognising the role of employers in disability management.

Words: NdabaOnline

Photographs: Supplied