Does the state oblige employers to take the necessary action on accommodations made in the work place for all employees with disabilities?
For employees with disabilities both to work, and to work effectively for their employers, such accommodations will need to be made in the work place. Obliging such action on the part of employers should go a long way not only to ensuring both, but also to ensuring that persons with disabilities are properly included in the workforce If employers are required to take, in particular, any specific actions, please describe what these are.
With 38.4% respondents having replied negatively and 36% claiming the actions following the obligations are only partial, there are general trends that explain the non-conformance or inexistence of accommodations in workplaces for people with disabilities:
- Restrictive criteria and quotas that inhibit action on the provision of accommodations: accommodations often depend on sets of criteria related to the person with disabilities’ case or the employer. For example, an organisation with more than 50 staff is obliged to provide accommodations in Finland, while in Benin or Germany it is generally applicable for existing employees who become disabled. Where funds for accommodating people with disability are available, there are limited number of applications for employers
- Ineffectiveness of funds for accommodations or lack of proactivity: where grants and accommodations are available, a considerable number of countries claimed the delays in the provision of accommodation are a major barrier for people with disabilities to find employment, as many can wait up to a year to received accommodations. Employers often lack in the financial and organisational preparedness to make necessary accommodations.
- The issue also stems from recruitment processes, there is often a long time gap between application and the start of work which poses problems for the employer, and has indirect social costs for the person with disability.
There are however, some employment support schemes available for new and existing employees such as re-deployment (partial or full change of tasks in job role, re-training, flexible working arrangements, provision of material), which also rely on grants for accommodations such as the Workplace/Equipment Adaptation Grant.