Exploring the facilitators and barriers experienced by persons with disabilities employed by the City of Cape Town

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dc.contributor.advisorLuger, Rosemaryen_ZA
dc.contributor.advisorGeiger, Marthaen_ZA
dc.contributor.authorMorris, Selwynen_ZA
dc.contributor.otherStellenbosch University. Faculty of Medicine and Health Sciences. Centre for Rehabilitation Studies.en_ZA
dc.date.accessioned2023-03-07T12:44:15Z
dc.date.accessioned2023-05-18T07:21:01Z
dc.date.available2023-03-07T12:44:15Z
dc.date.available2023-05-18T07:21:01Z
dc.date.issued2023-03
dc.descriptionThesis (MHumanRehabSt)--Stellenbosch University, 2023.en_ZA
dc.description.abstractENGLISH SUMMARY: Introduction: The City of Cape Town (CCT) is a municipality employing over 27000 people. They have reached the compulsory two percent (2%) target for employment of persons with disabilities in the public sector. Critical to this achievement is the retention of staff with disabilities. Aim of the study: To explore the facilitators and barriers experienced by persons with disabilities employed by the City of Cape Town. Methods: A qualitative exploration of the experiences of persons with disabilities employed by the City of Cape Town was conducted. Fifteen participants were purposively sampled. An interview guide was used during the semi-structured interviews. Thematic analysis was used to analyse the data. Findings: The study found that supportive attitudes in the organisation and inclusion, with an emphasis on affirmation of staff with disabilities, to be important facilitators. Equally, a negative office culture and anxiety or fear to speak up were found to be critical barriers experienced by staff with disabilities in the workplace. Covid-19 was found to be both a facilitator and barrier. Conclusion: The City of Cape Town has made great strides in creating a workplace free of discrimination. They have policies and a clear strategy in place. Relationships with colleagues and management, the perceptions which both the disabled and able-bodied have of each other and workplace rights for the disabled and how these are claimed and implemented are key factors to consider. Recommendations: Disability training for target groups should be introduced to mitigate some of the barriers experienced. Training should also focus on ensuring management buy-in and leadership. Updating of current policies on disability to ensure an inclusive and consistent approach will assist with greater cohesion on disability matters within the workplace.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING: Inleiding: Die Stad Kaapstad is ‘n munisipalitiet wat meer as 27000 mense in diens het en het die voorgeskrewe twee persent (2%) teiken behaal vir die indiensneming van persone met gestremdhede in die publieke sektor. ‘n Kritieke faktor wat hierdie prestasie onderstreep is die vermoe om personeel behou. Doel van die projek: Om die fasiliteerders en hindernisse te ondersoek wat ervaar word deur persone met gestremdhede in diens van die Stad Kaapstad. Metode: ‘n Kwalitatiewe studie wat verkennend van aard is, was uitgevoer rondom die ervaringe van persone met gestremdhede wat in diens van die Stad Kaapstad is. In totaal het 15 deelnemers vrywilliglik aan die studie deelgeneem. Tematiese analise is gebruik om die data te ontleed. Resultate: Die studie se bevindinge dui op die volgende belangrike fasiliteerders, naamlik, ondersteunende houdings en inklusiwiteit wat regstellend van aard is. Soortgelyk was bevind dat ‘n negatiewe werkskultuur asook ‘n vrees om te uitgesproke te wees, kritieke hindernisse is. Covid-19 was ervaar as beide ‘n fasiliteerder en ‘n hindernis. Gevolgtrekking: Die Stad Kaapstad het vordering gemaak met hul pogings om ‘n werksplek te skep waar diskriminasie afgekeur word. Duidelike beleid en strategiee is in plek om risikos af te dek. Verhoudinge met bestuur en kollegas, voorsiening van redelike akkommodasie, die beeld en opinies van gestremdes en hul vermoe om aan te dring op; en implementering van regte, was voorgehou as belangrike faktore. Aanbeveling: Opleiding met ‘n fokus op gestremdheid moet prioriteit geniet vir bestuurders en kollegas van persone met gestremdhede om hindernisse te verwyder. Die inkoop van lynbestuur en hul leierskap, moet n verdere aspek van die opleiding wees. Die huidige beleid op gestremdheid moet opdateer word, om ‘n inklusiewe benadering te verseker wat in die geheel sal bydra tot beter samewerking rondom kwessies vir gestremdes.af_ZA
dc.description.versionMasters
dc.format.extent58 pages ; includes annexures
dc.identifier.urihttp://hdl.handle.net/10019.1/127414
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : Stellenbosch University
dc.rights.holderStellenbosch University
dc.subject.lcshPeople with disabilities -- Employment -- Attitudes -- South Africaen_ZA
dc.subject.lcshPeople with disabilities -- Employment -- Government policy -- South Africaen_ZA
dc.subject.lcshDiscrimination in employment -- Employment -- South Africaen_ZA
dc.subject.nameUCTD
dc.titleExploring the facilitators and barriers experienced by persons with disabilities employed by the City of Cape Townen_ZA
dc.typeThesisen_ZA
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