Asset or Obligation? – Persons with Learning Disabilities in the Workforce

...

Table 3 Measures of central tendency 21

Abstract

This study examines the employability of persons with learning disabilities. There is an increasing awareness of and demand for greater levels of inclusion particularly within the field of business. Against a backdrop of high levels of unemployment among persons with learning disabilities it is necessary for research to be done to determine the extent to which they are employable.

The study addresses the key skills required for employment as indicated by human resources managers in different sectors. Thirty five (35) human resource managers were surveyed. They were required to identify and rank employability skills in order of importance. The survey also investigated employer perceptions on persons with learning disabilities and their employability. The data was analysed using SPSS and trends identified. These were then further analysed in line with literature on the competencies of persons with learning disabilities to determine the extent to which they are employable.

The findings show that personal qualities are prioritised over and above academic and technical skills. To this extent, persons with learning disabilities are employable; however employer perceptions of their inability have contributed to high levels of unemployment. Even for those who are employed very little accommodations are made for their training. Of interest was the high level of unawareness among employers of the presence or absence of learning disabilities in the workplace. This raises issues for further research on disclosure requirement within the workplace.

---------------------------------------------------------------

Introduction

Calls for the social inclusion of disadvantaged groups are ever increasing. Of particular interest is the inclusion of persons with learning disabilities. ILO (2004) highlights a trend of exclusion of this group from the workforce. They have identified a lack of employability skills as a major barrier to employment within this group. This raises two (2) major questions, namely; what are employability skills? and the effect to which having a learning disability limits a person’s ability to become employable.

This research focuses on the extent to which persons with learning disabilities are employable. It seeks to answer the following questions:

- What skills are required for successful employment?

- Do learning disabilities affect employability?

- What level of training is provided to persons with learning disabilities in the workforce?

Distinction is made between being employable and employability skills for the purpose of this study. Being employable is a function of a person’s readiness for a job, whereas employability skills are the “basic skills necessary for getting, keeping and doing well on a job” (Robinson, 2005, p. 1). Learning disabilities are disorders which impair a person’s ability to read, write and carry out mathematical functions and include dyslexia, dyscalculia and dysgraphia.

This research has implications for both the business community and for persons with learning disabilities. For the latter, it serves to increase the body of research available specifically on persons with learning disabilities; as currently, research is sparse. Attention needs to be drawn to this demographic in an effort to quell the exclusion which they may face. Additionally, increased awareness can potentially lead to more disclosure and assessments for persons who may have the disability. For businesses, this has implications for hiring practices and can serve to better inform training and retention strategies.

Literature Review

“In the past decade or so, factors that have given increased impetus to the use of the concept of employability have included [among others] its potential role in tackling the social inclusion of disadvantaged groups” (McQuaid and Lindsay, 2005, p. 202). The World Report on Disability highlighted an incongruous representation of persons with disabilities within the workforce in comparison to the general populace (cited in ILO, 2006). Seemingly, persons with disabilities are generally excluded from the workforce with an average of 50% to 80% of them unemployed (ILO, 2006).

The alarming levels of unemployment within this group behoves further examination. Of note, the exclusion of this group has been largely attributed to low levels of employability (ILO, 2006). Consequently, we deem employability as a central step in improving employment levels within this group.

Employability – Concepts and Trends

Employability is considered a vague concept and is difficult to comprehensively define (Forrier and Sels, 2003; Lees, 2002). As Philpott (1999) asserts, it is a widely used ‘buzzword’ but seldom clearly understood. Employability is in no way novel and attempts to properly define it have evolved and are evolving.

Forrier and Sels (2003) have traced the genesis of employability to the 1950s and 1960s. They explain that in that era, employability focused on the employee and centred on the variables needed to allow the unemployed to transition into the labour market; to include having the right attitude for work and the resultant positive self-image. Notably, this conception of employability did not alter the employment landscape during that time (Forrier and Sels, 2003). This facilitated a paradigm shift which focused on equipping persons with the knowledge and skills required for employment. The same authors point out that this move was largely predicated by the fluid nature of the market particularly in the 1980s. The market was characterized by increased diversification and workers needed to possess the right mix of skills and competencies to be flexible and able to meet the changing demands.

Employability therefore focused on the possession of skills. In light of this, the following definition was proffered; “[employability is] the possession by an individual of the qualities and competencies required to meet the changing needs of employers and customers and thereby help to realise his or her aspirations and potential in work” (CBI, 1999, p. 1). The skills focus is further emphasized by Hillage and Pollard (1998); Wilton (2011) and CBC (2000) who define employability as the assets (knowledge, skills and attitudes) required for entrance, retention and progress in the work force.

...