The challenges people with a disability have to deal with on a daily basis help many develop problem-solving skills that come in quite handy at work.
But this was not the only advantage of employing people with a disability.
According to a research, disabled people tended to be more committed and, therefore, stayed longer with the company and had low absenteeism rates, Amy Camilleri Zahra told the Times of Malta.
Together with Roberta Lepre, Ms Camilleri Zahra was speaking to this newspaper ahead of disability inclusion training workshops that start this week.
Drawing from their social activism experience, the two trainers will be delving into the theoretical and legal aspects of equality, diversity and inclusion.
Ms Camilleri Zahra said there seemed to be general misconception in terms of effort on behalf of employers. They tended to think they had to invest a lot of money in adapting the environment. However, if the place were physically accessible in the first place there should not be any major issues.
All that was needed were adjustments, known as ‘reasonable accommodation’, such as software for visually impaired people, which was built into most computers anyway, or a headpiece for those with limited upper limb dexterity, which would make it easier for them to answer the phone.
“Sometimes, what it takes is a willingness to change long-ingrained practices,” she added.
Through the workshops, the two women are aiming at dispelling the misconceptions about employing people with disability and also hope to provide employers and employees with basic etiquette when it comes to different impairments.
This would narrow the gap between “us and them”, with the aim of creating inclusive work environments, Ms Camilleri Zahra said.
Asked about positive discrimination in favour of employing people with a disability, Dr Lepre said she would rather focus on the notion of reasonable accommodation.
This entailed an obligation on employers to adopt practical and effective measures to accommodate the needs of people with disabilities.
These measures are meant to enable people to have access to, participate in or advance in employment as well as undergo training, unless this imposed a disproportionate burden on the employer.
“Through reasonable accommodation we can combat socially-constructed barriers that people with disabilities have to face on a daily basis, thus making access to their basic rights harder in practice.
“I feel that reasonable accommodation is a fair and practical way to ensure people with disabilities can live a dignified life by having access to employment and also a way through which employers can have access to a wider pool of workers,” Dr Lepre said.
More information about the workshops, which could help companies fulfil their corporate social responsibility, is available on info@weaveconsulting.eu.