iTOO values diversity and iTOOers from varied backgrounds as they enrich the iTOO culture and support our success.
iTOO benefits from the creativity and innovation that results when iTOOers who have different experiences, perspectives and cultures work together. By treating people fairly and accepting and embracing their diversity, we can improve our market competitiveness, foster innovation, enhance our corporate social responsibility and create an inclusive and positive working environment for all.
We aim to reflect diversity in both our workforce and in our leadership teams. Through a culture of inclusiveness, we aim to ignite our people, earn their trust, increase their engagement, and promote pride in our organisation.
Your Diversity Forum is a representative of all work levels, gender and race across iTOO and will assist the People Team and Management to realize the strategic priority to have a “diverse, engaged, high performance team”.
The Forum meets once a quarter to discuss progress towards Diversity and Employment Equity aims, any items identified for action by the iTOO leadership or People Team, and progress towards agreed focus areas such as disability awareness.
The iTOO Diversity Team will represent the interest of all iTOOers in executing their mandate, namely;
- Consulting and engaging with employees on diversity related matters.
- Directing employees to the appropriate area for effective and speedy resolution of identified issues.
- Support iTOO in creating awareness and understanding around the relevant diversity and employment equity policies.
- Serve as a communication forum for iTOOers to discuss ways of improving diversity.
Diverse-abilities – Focus on Disabilities
Work is stressful. If you are hiding a disability, the daily grind of early mornings, deadlines, and office politics is compounded into a far heavier burden. You live in fear of being discovered. You work overtime to mask your authentic self. But, you are not alone.
Discussing disability at work can be one of the most challenging aspects of inclusive employment, particularly when a disability is hidden or invisible. Disclosure – making a disability known or revealing a hidden disability – is fraught with anxiety for all parties.
You are not required to disclose that you have a disability or mental illness unless it interferes with your ability to carry out the essential functions of the job you are applying for. However, keep in mind that you have the legal right to reasonable accommodations in the workplace and that if you do require accommodations, it is your responsibility to let your employer know.
Deciding whether, when and how to disclose a disability is a complex personal decision.
What is disability?
“Persons with Disabilities” is defined in the Employment Equity Act 5 of 1998 as individuals who have a long term or recurring impairment, including sensory or mental impairment, which limits their prospect of entry into employment.
What is a “hidden” disability?
Invisible disabilities are defined as disabilities that are not immediately apparent, includes a list of hidden disability conditions. Invisible disabilities can include chronic illnesses such as renal failure, diabetes, and sleep disorders if those diseases significantly impair normal activities of daily living. People with some kinds of invisible disabilities, such as chronic pain or sleep disorder, are often accused of faking or imagining their disabilities.
The international theme proclaimed by the United Nations for this year is: “Removing barriers to create an inclusive and accessible society for all.”
The Employment Equity Act and the Equality Act endorses the rights of individuals with disabilities to live and work in South Africa.
What qualifies as a disability?
There must be an impairment:
- An impairment may be physical or mental, or a combination of both. A physical impairment means “a partial or total loss of a bodily function or part of the body”. It includes sensory impairments such as being deaf, hearing impaired, visually impaired, as well as damage to muscles, nerves, skin, and bones. Such impairments result in lack of mobility and difficulty in performing daily activities.
- A mental impairment is a clinically recognised condition that affects a person’s thought processes, judgement or emotions. This includes intellectual, emotional, and learning disabilities. Mental illness managed by therapy or medication is not disabling.
- Sensory disabilities include visual and hearing disabilities.
What the Diversity Forum is working on:
One of the objectives of the iTOO Diversity Form is to create and foster an inclusive culture of knowledge and dynamic acceptance of the differently abled community.
Formation of a Disability Policy:
This will enable iTOO to drive its diversity and inclusion strategy forward. The policy will give managers and employees alike the ability to refer to a standardized set of principles and guidelines regarding disability. This will foster both workplace efficiency and fairness.
The Disability Policy is intended to “provide guidance in managing disability in the workplace, and to enable iTOO to fulfil its responsibilities in respect of incorporating people with disabilities into mainstream employment.” The policy will discuss, in detail, various topics such as: a definition of disability, who is covered under the policy, how to declare a disability, and the process for acquiring reasonable accommodations. The Disability Policy, especially regarding reasonable accommodation, will inform a clearer understanding within the organisation of the process to be followed and actions that need to be taken if an employee wishes to apply for reasonable accommodation.
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iTOO Diversity Forum