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QUESTION 2 Read the extract below and answer the questions that follow - NSC Life Orientation - Question 2 - 2015 - Paper 1
Question 2
QUESTION 2 Read the extract below and answer the questions that follow. EQUITY IN THE WORKPLACE Steven Botha applied for a job in a well-known chartered accounting... show full transcript
Worked Solution & Example Answer:QUESTION 2 Read the extract below and answer the questions that follow - NSC Life Orientation - Question 2 - 2015 - Paper 1
Step 1
Why do you think the committee terminated the interview? Give a reason for your answer.
Answer
The committee terminated the interview due to their apparent unease about Steven's disability. It seems they were not prepared to employ someone with a disability, as evidenced by their surprised reactions and the wish to discuss the situation privately. Their discomfort likely influenced their decision to end the interview process prematurely.
Step 2
Suggest TWO possible reasons why people with disabilities do not disclose their disabilities to employers.
Answer
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People with disabilities may fear that disclosing their condition will lead to being viewed as unqualified or less capable, making them vulnerable to discrimination during the hiring process.
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They might believe that their disability will be regarded as a burden or liability by potential employers, leading them to avoid sharing that information in order to have a fair chance based on their skills alone.
Step 3
Identify a labour law that is relevant to the above extract and prove how Steven's non-disclosure of his disability is covered by that law.
Answer
One relevant law is the Employment Equity Act, which states that employers must not treat applicants less favourably due to their disability. This law allows individuals like Steven to decide whether or not to disclose their disabilities when applying for a job, ensuring that his rights are protected regardless of his decision.
Step 4
Propose THREE guidelines that the recruitment committee should consider when dealing with the principles of equity in the workplace, regarding accessibility for people with disabilities.
Answer
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When advertising positions, the recruitment committee should clearly state their commitment to equity principles and the availability of accommodations for individuals with disabilities, ensuring inclusivity from the start.
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The committee should ensure that the job description focuses on the actual competencies and qualifications required for the position, rather than emphasizing constraints related to disability.
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During the recruitment process, employers should make reasonable adjustments for candidates with disabilities, such as providing alternative formats for assessments and ensuring that interviews are conducted in accessible environments.