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As a result of growing recognition of the value that diversity and inclusion can bring to the workplace, the landscape of employment for intellectually disabled people has evolved significantly in recent years. Today there is a far more enlightened approach as organisations realise that with the right supported provided, individuals with intellectual disabilities can prove valuable employees.

This shift is not just a moral imperative; it also makes good business sense as many inclusive workplaces have shown higher employee satisfaction, lower turnover rates, and enhanced creativity and problem-solving. Creating a truly inclusive workplace requires a commitment from the top down, starting with leadership and extending to all levels of an organisation.

Culture, care and the workplace

Training and awareness: The first line of culture change and development lies with educating employees about the nature of intellectual disability and the value of the inclusion of people with these conditions. Training helps to dispel myths and misconceptions, foster empathy, and provide practical strategies for working with ID colleagues. When employees understand the strengths of their intellectually disabled peers, and the challenges they face, they are more likely to offer support and collaborate effectively.

Mentorship: Mentorship programmes for ID employees provides vital guidance and support as they navigate the workplace. Pairing with experienced mentors helps build confidence, develop skills, and creates a sense of connection to the workplace. Furthermore, a caring environment where colleagues are encouraged to assist one another, contributes to creating an environment where intellectually disabled employees can thrive.

Flexible working hours can prove highly valuable: Offering flexible work arrangements, such as part-time hours or adjusted schedules, can make a significant difference for intellectually disabled employees. Flexibility allows people to work at their own pace and manage their responsibilities more effectively.

The role of legislation and policy

  • There is no doubt that changes in legislation aimed at protecting the rights of disabled individuals and promoting their inclusion in the workforce has been a primary driver of increased employment opportunities for intellectually disabled people. Many countries, such as the USA, UK and Australia, have been instrumental in breaking down barriers to employment.
  • These laws prohibit discrimination based on disability and require employers to accommodate individuals in a way that helps them to perform their jobs effectively. This might include modifying workspace, adjusting work schedules, or providing assistive technologies. Along with that, should be the assurance they will receive ongoing support and training to help them succeed in the workplace.

Widening the hiring process

Hiring processes are aware of the benefits of a diverse workforce. Ensuring suitable jobs are retained for underrepresented groups, and then intentionally seeking out individuals that will suit the roles, including those with intellectual disabilities, is becoming more common.

  • Tailoring: This has come to be known as customised employment and includes tailoring jobs to match the skills and interests of the individual while meeting the needs of the employer.
  • Breaking down: Understanding what is suitable usually means breaking down a job into specific tasks that can be performed by an intellectually disabled employee. This allows employers to create roles that will capitalise on the strengths of an individual, while freeing up other employees to focus on more complex tasks.
  • Internships: The practice of internships and apprenticeships is another way companies can offer intellectually disabled individuals the opportunity to gain work experience and develop job skills in a supportive environment. Like the job profiling, these programmes are flexible, and can be tailored to the needs of the individual, providing them with the training and support they need to succeed.

Technology as a solution

  • There is no doubt that advancements in technology have played a crucial role in providing solutions to enable intellectually disabled people to manage a working situation. Assistive technologies such as: screen readers, speech-to-text software, task management apps – including cloud-based communication tools, and the use of virtual reality for job training and simulation, are becoming increasingly available.
  • All these innovations support the performance of tasks that might otherwise be challenging. In addition, remote work has become far more acceptable, and certainly provides intellectually disabled people with more comfortable and flexible options for joining the workforce from home.

The story of Sunfield Home

Twenty years ago, Chris and Lynne Bennett, parents of a young girl with Down Syndrome, pursued their dream of establishing a home for their daughter and other intellectually disabled young adults in the Western Cape. Together with other parents, they founded the Sunfield Home in Wellington, providing a loving and nurturing environment for over 100 residents and day-care adult individuals.

Each individual is screened to evaluate their strengths and allocate activities according to their abilities. A protective workshop has been established where contract work is undertaken, as well as arts and crafts activities. An employment scheme has also been developed and as a result permanent and successful positions have been found within the surrounding wine and cheese industries.

Find out more about us at: www.sunfieldhome.co.za