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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 suggests a lack of understanding and sensitivity towards individuals with disabilities, which might have influenced their decision to terminate the interview.
Step 2
Suggest TWO possible reasons why people with disabilities do not disclose their disabilities to employers.
Answer
- People with disabilities want to be viewed with dignity and respect and are afraid of the stigma attached to their disability if they inform the company beforehand.
- They feel that employers would consider them as a liability and may not want to consider their credentials.
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 this law.
Answer
One relevant labour law is the Employment Equity Act, which states that employers must not treat an applicant less favourably because of his disability. The act also states that applicants can decide whether or not to disclose a 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.
- Ensure that the information required for job applicants focuses on the requirements of the job and does not result in indirect discrimination.
- When short-listing, an employer could allocate positions from designated groups who meet most but not all the minimum requirements.