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Fees per delegate
R4 990.00 (excl VAT)

Included in the fees

• Course material
• Parking
• Refreshments
• Lunch
• Certificate of Attendance

Enquiries

E-mail Hennie or phone him on (011) 726-3040

Payment

Electronic Transfers
Name: Equity Compliance and Solution
Bank: FNB
Branch: Northcliff
Branch Code: 253 705
Account No: 62063883964

Cheques to be made payable to Equity Compliance and Solution.

Please fax a copy of the deposit slip together with the registration form to Hennie on (011) 726 2400.

Please do not mail payments.

Turning the Tide on Disability Exclusion
This two-day course provides participants with a full understanding of disability and its inclusion in the workplace, economy as well as the social context

FOR A BROCHURE & REGISTRATION FORM IN PDF FORMAT ... [ click here ]

Course outcomes include

• An understanding of strategic importance of integrating people with disabilities, the need for a sound Disability Employment Equity Policy and its continued application
• In-depth understanding of the Disability Integration processes
• Being able to use disability integrated processes that are efficient, effective and fair
• An in-depth understanding of defining people with disabilities, the categories and related processes such as discrimination and providing reasonable accommodation
• The use of verbal and non-verbal communication skills in relation to people with disabilities
• Understanding the need to identify barriers and addressing barriers to employment and/or retention or advancement of people with disabilities
• An understanding of the importance of the "Disability Job Evaluation Recruitment Instrument" and how to design and use this effectively in all HR processes
• Knowledge as to how to adequately prepare a team for the integration of disabled persons

Who should attend this workshop?

• Executive managers/HR managers/Line managers and supervisors
• EE Forum/Committee members (transformation officials)
• Recruitment, Facilities and Procurement specialists
• Staff responsible for team integration/Trainers and Skills Development Facilitators
• Frontline Staff including Security Staff/Shop Stewards and Trade Union officials

Programme

DAY 1

Groundwork required before Disability Integration begins Explore the need for a paradigm shift from medical to social economic integration model Legal overview including Code of Good Practice and Technical Assistance Manual Building a business case for the inclusion and or retention of disabled persons in the workplace Uncovering the possible barriers to integration of disabled persons in all spheres of life Barriers, reasonable accommodation and people with disabilities Discrimination in relation to disabled persons - direct, indirect and fair Designated employers' legal position regarding designated persons, diversity and disability Integrating Disability into the EE Plan's numerical goals Establishing roles and responsibility in implementing the EE Plan Identifying barriers to integration in the workplace How to determine barriers to the integration of disabled persons Selecting and briefing service providers Building Internal capacity to audit workplace and workforce Environmental barriers The building environment and people with disabilities The workspace and different categories of impairment Optimal productivity and reasonable accommodation The critical role of policy and procedure Organisational barriers What leads to organisational barriers How to identify possible organisational barriers Addressing organisational barriers The critical role of policy and procedure Unfair practices which acts as a barrier Attitudinal barriers What forms fears and stereotypical thinking How does perception and attitude lead to a barrier How to identify attitudes as a potential barrier How to address attitudinal barriers in the organisation Team integration Ongoing awareness process and sensitisation Disability, disclosure and determining current prevalence of disability in the workplace The critical role of policy and procedure

DAY 2

Profiling Disability in the workplace Making sense of the 'disability definition' Why the need to define disabled persons Identifying critical elements in defining disability Categories of impairment, which may lead to disability Understanding high levels of prevalence Impact of prevalence on the disabled and non-disabled Regional statistical data and planning Etiquette regarding people with disabilities (verbal and non-verbal) Disclosure Why is disclosure critical When is one required to disclose Right to disclose fully or partially or not at all Right to reasonable accommodation Disclosure and direct and indirect discrimination Documentation and keeping of records Accountability and consequences of disclosure The Job Analysis Recruitment Specification Template The most critical part of the process, the tool that links functionality to recruitment template. This determines and controls all HR activities Prepare and link questions to the Recruitment Specification Template and functionality Good and bad questions, referring to verbal etiquette Panel composition and preparation Selection decision or appointment recommendation based on preferential treatment of disabled persons Related issues regarding people with disabilities Medical/health and psychological testing and similar assessments Record and reference checking Notifying the unsuccessful disabled candidate Record keeping and confidential information The identification and contracting of external service providers BEE and disability inclusion Disability - post-employment or in employment (retention) Disability Consistency and Equity Managing performance Providing reasonable accommodation Skills and training required

About your expert presenter

Lorna Fick is a Disability Consultant on the Integration of Disabled People. She has had extensive experience in all aspects of Disability Integration in the private and public sector domain and has assisted many employers and businesses to bring their Disability Strategy in line with best practices, required compliancy levels and overall improved balanced scorecard ratings.

Lorna founded NADIS (New Age Disability Integration Services) and is the Executive Member responsible for recruitment, awareness, audits and assessments, strategic input and workshop facilitation. On a strategic level, a variety of projects has been scoped and implemented successfully on a local or national level. Research input to Services Seta (EAP online workbook), DART, DPSA, PAIDS and the Thabo Mbeki Trust Fund has been rendered over the years. She works with the OSDP on fast tracking disabled persons to become recruitment specialist and business owners. She is IPSC accredited and a Fine Arts qualification. Lorna is a seasoned Facilitator.

Lorna is also the mother of, daughter of, sister to and niece to people with different disabilities – from physical, neurological to hearing impaired. Lorna herself has a condition known as Melkerson Rosenthal which is chronic and debilitating from time to time. As a known expert and personality she has appeared live on television and radio shows on behalf of the disabled community. Most recently an article quoting Lorna Fick was on the frontline header of the workplace section of the Sunday newspaper, Rapport, December 2007.  She has presented to the Parliamentary Committee on specific social issues, together with sectors such as AIDS and HIV, Safety, Woman and Children, Communities and Educators, and inspired various initiatives.

	ENQUIRIES ABOUT OUR CONSULTING SERVICES E-mail Lungile Nxumalo or phone Lungile on (011) 726-3040
	ENQUIRIES ABOUT OUR WORKSKOPS AND SEMINARS E-mail Hennie Oosthuizen or phone Hennie on (011) 726-3040
	ENQUIRIES ABOUT OUR CONFERENCE CENTRE E-mail Caroline Chamboko or phone Caroline on (011) 726-3040
	ENQUIRIES ABOUT OUR CONFERENCES E-mail Ryan Muller or phone Ryan on (011) 726-3040