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Read the extract below and answer the questions that follow - NSC Life Orientation - Question 2 - 2015 - Paper 1
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 firm. He h... show full transcript
Worked Solution & Example Answer: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 appeared not to be aware of Steven's disability and were not prepared to employ someone with a disability. This could stem from preconceived notions about disabilities or a lack of understanding.
Step 2
Suggest TWO possible reasons why people with disabilities do not disclose their disabilities to potential employers.
Answer
- People with disabilities wish to be viewed with dignity and respect and may fear the stigma attached to their disability if they disclose it. 2. They might feel that employers would consider them a liability and therefore may not be evaluated solely on their qualifications.
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 ensures that applicants can choose whether or not to disclose their disability when applying for a job.
Step 4
Propose THREE guidelines that the recruitment committee should consider when dealing with the principles of equity in the workplace, regarding disabled applicants.
Answer
- When advertising positions, the recruitment committee should refer to their employment equity policy or values and indicate their position on affirmative action. 2. Ensure that the information used for job applicants focuses on the requirements of the job and does not result in indirect discrimination. 3. Employers should adopt a sensitive, objective approach when short-listing candidates, acknowledging their qualifications and abilities without bias due to disabilities.