1. 1 Are Assessment Centres an enabling experience for the disabled? Presented by Johan Greeff & Lucille Greeff ACSG Conference 2010

2. The Leadership Partnership Our vision

3. Our clients over past 20 years Compass Group of Companies Ekurhuleni Metropolitan Municipalities SASOL Volkswagen SA Independent Complaints Directorate SARS Department of Justice International Trade Administration Commission (ITAC) Pick n Pay Tongaat Huletts Parliament of the Republic of South Africa Provincial Government of the Western Cape Truworths

4. Questions 1.Who has a family member who is disabled? 2.Who has a close friend who is disabled? 3.Who has a work colleague who is disabled? 4.Who has conducted an Assessment / Development Centre for a disabled candidate? 5.Is there anyone present who is disabled and comfortable disclosing that?

5. Defining Disability EE Legislation: 3 criteria –Person has a physical / mental impairment –Long Term and recurring (12+ months) –Substantially limits their prospects of entry into or advancement in employment WHO (International Classification of Functioning Disability and Health, 2001) –Defines disability as a contextual variable, dynamic over time and in relation to circumstances. One is more or less disabled based on the interaction between the person and the individual, institutional and social environments.

6. Types of disabilities Physical / Mobility Visual Hearing / Communication Mental & Intellectual Multiple

7. Why is this topic important? Statistics on disability (5-12% of SA population) Only 1% of disabled people in employment in SA Very few ever make it into management positions EE Act Disability is foremost i.t.o current stream of workplace inclusion Target category for employment means that more disabled people should be moving into management positions over time Ring fencing of jobs for disabled individuals Assessment Centre Professionals largely ignorant / not exposed to date Assessments in past done by Occupational Therapists Duty in bridging gap between perceptions and true abilities Potential of Assessment Centres to address discrimination and prejudice

8. Ethical Issues What happens if you assess a candidate who doesn’t disclose his/her disability? Who has a disability (E.g. HIV / AIDS, Bipolar)? Who decides whether someone can / can’t do a job? Inherent vs. perceived job requirements? How far does reasonable accommodation go?

9. Group Discussions In your group, discuss the following considerations when assessing disabled candidates: Group 1:Practical Issues Group 2: Factors that may impact on results Group 3: Assessor behaviour & perceptions

10. Practical Considerations Battery of tests Accessibility of venue Assistive devices Interpreters / carers Time requirements Facilitation and communication with candidates

11. Impact on results Perceived “Aggression” Self Esteem Communication Competencies Disclosure vs. Non-Disclosure and Judgement Results Orientation and pace of work Influencing and status of disabled individuals in workplace Other areas of compensation

12. Assessor Perceptions & Behaviour Assessor perception of what an individual is capable of Lack of awareness of reasonable accommodation needs Self-conscious behaviour Overdoing assistance provided Not using same standards for evaluation Own prejudice

13. Best Practice Guidelines Terminology – Assessment Centre Assessment Centre itself must not be an inappropriate boundary in the selection process Inquire about disability when arranging Assessment Centre (minimise surprises, be prepared) Speak to candidates if there is disclosure to understand their needs and requirements (Candidates themselves are the real experts in their needs, no assumptions) Be aware of and interrogate your own prejudice Use of Assistive Technology

14. Best Practice Guidelines Clarity on inherent vs. perceived job requirements – Output focus Respect disclosure and confidentiality Reasonable accommodation vs. Equal treatment Relax... Don’t be too self-conscious as the AC facilitator Always debrief with the individual afterwards Learn more about the disabilities you encounter but don’t use what you learn to “box” people Make use of other AC Best Practice (multiple observers, statistical integration etc.)

15. Resources Jeremy Opperman & Associates www.disabilitydesk.co.za CapeAble Disability Consulting – Russell Vollmer www.capeable.co.za South African Disability Alliance (Sseta) – www.ibility.org.za National Accessibility Portal (CSIR) – www.napsa.org.za FASSET Disability Toolkit – www.fasset.org.za

16. The Leadership Partnership www.treetops.co.za / 012 666 8093