Mainstreaming Disabled Persons in HR devt in Ghana

Mainstreaming Disabled Persons in Human Resources development in Ghana

Introduction

This paper is informed by the critical role of human resources development in the rapid development of any nation. Human resources development(HRD) is defined as all the policies, programs, processes and activities that goes into identifying, nurturing, developing and appropriately rewarding the talents and capabilities of an individual. It is a process to facilitate personal and professional development, to reinforce self belief in a person to realize his/her full potential in a sustainable manner. Disabled persons also constitute part of the overall talent pool in the country and should also be treated fairly in accessing social, economic and development opportunities.

This paper discuss the issues affecting disabled persons in Ghana, since they constitute a significant talent pool whose skills and contributions can support the attainment of national development. It will review and analyse the statistical, cultural, educational, and legal context and propose some of the steps that can be taken to recognize and mainstreams the rights of disabled person in all aspects of human resources development processes.

Statistical Context

According to the UNICEF Ghana Country Report (2000:18) the Ministry of Employment and Social Welfare estimates that the number of persons living with disabilities is 10%. Difficulty in seeing and moving constitue 63% of disabilities and there are no marked sex differentials in disability. Figures suggest that Greater Accra has the highest rate of 22%, followed by the central region of 21.6%, Western Region of 20.7% and Volta Region of 18.1%. The northern regions (Upper West, 2.3%, Upper east 6.7% and Northern 6.3%) have relatively lower rates. However it has been suggested that this may probably be due to the culture of silence surrounding disability. The report calls for more effort to be made to ensure equal rights for the disabled child both in and out of school.
This statistical data should trigger reflective thinking on how important it is for the social partners(government, organized labour and employers) and civil society to fastrack the implementation of concrete initiatives to recognize, respect and mainstream the rights of the disabled in the society.

Analysis of the Context
The Cultural Context

Some parents think that when children become disabled, they are a curse or burden on them. One frequently hears of people, dumping disabled children in some the specialist educational institutions without going back for them. This is most unfair and unacceptable because they are also human beings entitled to the same rights and privileges defined under the 1992 constitution of Ghana. Knowledge of disability issues should begin at home.

The Educational Context

In some of the few specialist schools there are often lack of enough teaching and learning materials. The teaching syllabus is also lacking because there are not enough learning resources for the instructors to administer to facilitate learning.
Class sizes at most of these schools also constitute major challenges. There is the need for Ghanaians to relate well with the disabled, recognize and respect their needs and rights, and integrate them into all public policy making processes. There will be the need for governments to invest more and provide resources to educate disabled students. Government should also pay more attention to the feeding of these children in the school, because they live in deplorable conditions. The state is obliged by law and especially government as a duty bearer, to ensure all Ghanaian students have equal access to education. Each Ghanaian irrespective of physical differences should have a right to realize his/her full development potential.
The media will also have to play a major role to sensitize Ghanaians to reduce barriers that inhibit the total inclusion of persons with disabilities into mainstream society so they can have the same freedoms.

The Legal Context

Under Part V of the Ghana Labour Act 2003, clear provisions are made for persons with disability. The provisions provides for the registration of persons with disability and outlines some incentives that both the disabled person and the employer may enjoy. Section 46 subsections 1-3 clearly states that special incentives shall be provided to an employer who employs a disabled person, as well as a disabled employee. However the law is silent on the exact incentives that may be enjoyed and although the clause gives the authority to grant such incentives to the Minister, the type of incentives is not stated and this may hinder compliance if it is not clearly defined. This paper also believes that there is need for an improvement of the law to prescribe a clear quota for the employment of qualified disabled persons by employers.
Section 48 clearly provides that an employment of a person with disability shall include the job description, working hours, amount of remuneration, transport facilities and special privileges by virtue of the employment. Section 49 frowns upon discrimination and states that person with disability entering the public service shall be appointed on the same terms as persons without disability irrespective of whether they are allowed to work fewer hours; and shall be classified in accordance with their previous period of qualifying service for the purposes of promotion and other public service awards. The clause is however ?loudly? silent on what should pertain at the private sector level.
In the same vein, section 50 guarantees reasonable due process in decisions on job security since it provides that the employment of a person who suffers disability after the employment shall not be terminated if his residual capacity for work in another corresponding job in the same undertaking it is only when this cannot be done that the due termination process and applicable notice should be applied.
Section 52 also provides guidance on how to manage the transfers of disabled employees and the key idea is that transfers must be done after an assessment of all relevant circumstances of the job in order not to worsen the conditions in which employment relations was entered into. Section 53 provides clear guidance on disabled staff capacity building and defines that where training must be done in order for the disabled staff to overcome an aspect of his/her disability to cope with the task demands, the employer shall bear the cost. This is very positive.
The truth of the matter is that only few employers comply with these provisions since the government agencies authorized to enforce these laws are not well resourced. The end result is that disabled persons are marginalized and excluded in most social and economic, as well as human resources development policy making processes.
Understanding the needs and challenges of disabled persons and integrating them into the HRD process must be addressed if government is to realize its HRD agenda. In Ghana there are numerous examples of disabled persons who have achieved tremendous strides in their fields of endeavors. However there are also many others, who have been discriminated against either overtly or covertly from having access to HRD opportunities because they are disabled.
There is often the perception(very often less evident) that fast-paced economic environments are no-go areas for disabled persons. This flawed assumption over-looks the potential talents and skills disabled persons contribute towards national development. Policy makers need to appreciate the fact that very often disabled persons are not as dependent as other people may want to believe but rather need an environment that recognizes and respects their rights and skills. Many development organizations working in this area have introduced very innovative initiatives that have ensured the acquisition of skills and knowledge by disabled persons. Disabled persons should not be discriminated against in accessing HRD opportunities.

Conclusion & Way Forward

The social partners must institutionalize systems, policies and processes that enables disabled persons with the requisite skills to favorably and fairly compete for, and access HRD opportunities. Some examples may involve wording job advertisements in a way to attract disabled persons. Others will entail exploring the option of working with disability centered organizations such as Action For Aid Against Disability(ADD), and the relevant government agencies in order to offer practical on-the-job attachment to disabled students. This can enhance skills acquisition to enable them contribute towards national development.
Other initiatives may include for example allotting a certain percentage of employment openings to disabled persons not only at entry level but also up to decision-making levels with proactive training and development programs to build their competencies. These measures can be supported by the continuous provision of basic work related resources and conditions that enhance their work and sustains their productivity. For example issues such as office space and its accessibility for use by disabled staff have to be looked at. In Ghana, some public offices are not user friendly for disabled persons using wheel-chairs(since most elevators do not function).
A supportive national culture is required to promote continuous training, sensitization and awareness creation programs for the social partners to better conceptualize, manage and integrate the diverse needs and rights of disabled persons in the HRD process. The labour act makes a provision but there must be a concerted effort to encourage employers to do more in this area and perhaps the proposed Disability Bill may help to provide a clearer legal framework to recognize and protect the rights of disabled persons to enable them participate in the economic process. Persons with disabilities, constitute a significant part of the country?s talent pool. It is important for civil society to work in partnership with government and the other social partners, to recognize and address their needs in a sustainable manner within the framework of the overall national HRD program.