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8/8/2019 Disability Equity 1
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Disability Equity
Introduction
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Constitution
The Oxford English Dictionarydefines a constitution as "a body of
fundamental principles orestablished precedents according towhich a state or organisation is
governed"
http://www.constitutionalcourt.org.za/text/constitution/what.html
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Constitution
a kind of deal or contractbetween those in powerand those who aresubjected to this power
http://www.constitutionalcourt.org.za/text/constitution/what.html
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Bill of Rights
This Bill of Rights is a cornerstone ofdemocracy in South Africa. It
enshrines the rights of all people in ourcountry and affirms the democraticvalues of human dignity, equality
and freedom
http://www.constitutionalcourt.org.za/text/constitution/what.html
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Bill of Rights Very Clear
Human dignityEveryone has inherent dignityand the right to have theirdignity respected andprotected
http://www.constitutionalcourt.org.za/text/constitution/what.html
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Bill of Rights Very Clear
Freedom and security of the person
not to be deprived of freedomarbitrarily or without just cause
to security in and control overtheir body
http://www.constitutionalcourt.org.za/text/constitution/what.html
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Bill of Rights Very Clear
PrivacyEveryone has the right to privacy, which
includes the right not to have-
the privacy of their communicationsinfringed.
http://www.constitutionalcourt.org.za/text/constitution/what.html
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Bill of Rights Very Clear
Freedom of religion, belief andopinion
Freedom of expression
Labour relations:
Everyone has the right to fair labour
practices
http://www.constitutionalcourt.org.za/text/constitution/what.html
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FERREIRA V LEVIN NO AND OTHERS AND VRYENHOEK ANDOTHERS V POWELL NO AND OTHERS
Human dignity has little valuewithout freedom; for without freedom
personal development and fulfilment arenot possible. Without freedom, humandignity is little more than an abstraction.Freedom and dignity are inseparably
linked. To deny people their freedom isto deny them their dignity.
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MEC FOR EDUC ATION: KWAZULU-NATAL versusNAVANEETHUM PILLAY P AR 71
Before considering the fairness of thediscrimination in this case, it will beconvenient to make a few commentsabout the form of the unfairness inquiryunder the Equality Act in circumstancessuch as the present. Much was said
by both parties in argument aboutthe principle of reasonableaccommodation
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MEC FOR EDUC ATION: KWAZULU-NATAL versusNAVANEETHUM PILLAY P AR 72
The concept of reasonable accommodation isnot new to our lawThe Employment Equity Act defines reasonable accommodation as any
modification or adjustment to a job or to theworking environment that will enable a personfrom a designated group to have access to orparticipate or advance in employment and
recognises making reasonable accommodationfor designated groups as an affirmative action
measuree
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MEC FOR EDUC ATION: KWAZULU-NATAL versusNAVANEETHUM PILLAY P AR 73
But what is the content of the principle? At its core is the notion that sometimes the
community, whether it is the State, anemployer or a school, must take positivemeasures and possibly incur additionalhardship or expense in order to allow all
people to participate and enjoy all theirrights equally
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MEC FOR EDUC ATION: KWAZULU-NATAL versusNAVANEETHUM PILLAY P AR 74
Disabled people are often unable toaccess or participate in public or private
life because the means to do so aredesigned for able-bodied people. Theresult is that disabled people can,without any positive action, easily
be pushed to the margins ofsociety
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Reasonableaccommodation
Mechanism
Diversity
Reasonable Accommodation
Affirmative actionmeasure
Reasonable Accommodation
People withdisability
Freedom, Equality, Dignity
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Labour Relations Act 1995
LRA
Organize
Fair LabourPractices
Incapacity
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Employment Equity Act of 1998
EEA
Rid of unfairdiscrimination
Correct past inequity affirmative
actionDesignated
groups
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SA VERENIGING VAN MUNISIP ALEWERKNEMERS (NIE-POLITIEK) & 'N ANDER V
VENTERSDORP MUNISIP ALITEIT (1990)
Industrial Court establishes ethical duty totreat incapacitated employees at dismissalfairly:
"A person's point of departure should be to treatothers as you would wish to be treated insimilar circumstances." [at 1170 B]
[Original text: " 'n Mens se uitgangspunt behoort
te wees om ander te behandel soos wat jy graagbehandel sou wou word in derglikeomstandighede."]
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SA VERENIGING VAN MUNISIP ALEWERKNEMERS (NIE-POLITIEK) & 'N ANDER V
VENTERSDORP MUNISIP ALITEIT (1990)
Industrial Court establishes ethicalethical obligation to not mistreat
incapacitated employees: "A person must be vigilant against
treating people like inanimate workimplements." [at 1170 C]
[Original text: " 'n Mens moet daarteenwaak om nie mense soos lewelosewerktuie te behandel nie."]
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HOFFMAN V SOUTH AFRIC AN AIRWAYS P AR 20
"People who are living with HIV must be treated with compassion and
understanding. We must showubuntu towards them. They must not be condemned to 'economic death'
by the denial of equal opportunity inemployment.
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HOFFMAN V SOUTH AFRIC AN AIRWAYS P AR 35
we must guard against allowingstereotyping and prejudice to creep in underthe guise of commercial interests. The greater
interests of society require the recognition ofthe inherent dignity of every human being, andthe elimination of all forms of discrimination.Our Constitution protects the weak, the marginalised,the socially outcast, and the victims of prejudice and
stereotyping. It is only when these groups areprotected that we can be secure that our own rightsare protected.
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STANDARD BANK V CCMA P AR 61
The Constitution, several statutesincluding the EEA and the LRA and
Codes of Practice protectemployees with disabilities as avulnerable group because they are
a minority with attributes differentfrom mainstream society.
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STANDARD BANK V CCMA P AR 61
Many employers tend to excludeand marginalise employees with
disabilities not merely because thedisability impairs the employeessuitability for employment, but
also because the employer regardsthe disability as an abnormality orflaw.
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STANDARD BANK V CCMA P AR 61
Some employers may find it moreconvenient to budget for a disability dismissal
than to attempt to accommodate anemployee. When these attitudes feature indecisions about people with disabilities, theycan obscure innate prejudice,
stereotyping and stigma. Able peopleare more inclined to bear such attitudesthan disabled people.
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STANDARD BANK V CCMA P AR 65
Work is one of the most fundamental aspectsin a persons life, providing the individual with
a means of financial support and, asimportantly, a contributory role in society.
A persons employment is an essentialcomponent of his or her sense of
identity, self-worth and emotional well-being.
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STANDARD BANK V CCMA P AR 65
Accordingly, the conditions in which a
person works are highly significant inshaping the whole compendium orpsychological, emotional and physicalelements of a persons dignity and self-
respect.
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STANDARD BANK V CCMA P AR 81
An employer cannot justify treatment of a disabled person that amounts to
direct discrimination. An employer also discriminatesagainst a disabled person if it fails
to make reasonableaccommodation
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STANDARD BANK V CCMA P AR 84
Because it protects against automaticallyunfair dismissal, reasonableaccommodation is more onerous than ageneral obligation to implementaffirmative action.
Reasonable accommodation of people
with disabilities is also more onerousthan accommodating religious andcultural beliefs
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STANDARD BANK V CCMA P AR 84
Practicing religious and culturalbeliefs is a freedom whereasdisability is an imposition.
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RARA
DiversityDiversity
Affirmativeaction Affirmativeaction
DisabilityDisability
Equality,DignityEquality,Dignity
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