Role of HR in creating inclusive workplaces for people with disabilities. Slides by Marius Meyer, CEO of SABPP

1. ROLE OF HR MANAGERS IN EMPOWERING PEOPLE
WITH DISABILITIES IN THE WORKPLACE
28 March 2018
Marius Meyer
@SABPP1 @sabpp_1

3. BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
Strategic
HRM
Talent
Management
HR Risk
Management
HR ARCHITECTURE
I
HR VALUE &
DELIVERY PLATFORM
Work-
force
planning
Learning
&
Deve-
lopment
Perfor-
mance
Mana-
gement
Reward
&
Recogni-
tion
Em-
ployee
wellness
Employ-
ment
Rela-
tions
Organi-
sation
Deve-
lopment
HR Service
Delivery
HR Technology
(HRIS)
Prepare
Imple-
ment
Review ImproveHR MEASUREMENT
HR Audit: Standards & Metrics
HRCOMPETENCIES
© SABPP HR MANAGEMENT SYSTEM STANDARDS

4. BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
Strategic
HRM
5.6
Talent
Management
4.3
HR Risk
Management
6.1
FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN
HR VALUE &
DELIVERY PLATFORM
Work-
force
Planning
5.4
Learning
5.8
Perfor-
mance
5.7
Reward
6.1
Well-
ness
6.5
ERM
6.6
OD
5.3
HR Service
Delivery
5.3
HR Technology
(HRIS) 5.4
Prepare
Imple-
ment
Review ImproveMEASURING HR SUCCESS 4.3
HR Audit: Standards & Metrics
HRCOMPETENCIES
AUDITED RATINGS – OVERALL AVERAGE
(27 companies audited)

5. HR Professional Practice Standards
• Absenteeism management
• Career management
• Coaching & mentoring
• Collective bargaining
• Disciplinary procedure
• Dispute resolution
• Diversity, inclusion & employment equity
• Grievance procedure
• Leadership development
• Learning design
• Learning evaluation
• Learning needs analysis
• On-boarding
• Organisation design
• Performance appraisals
• Recruitment
• Remuneration benchmarking
• Selection
• Succession planning

6. Diversity, Inclusion &
Employment Equity Standard
Employment Equity Management and Diversity
Management permeate throughout the HRM System.
Achievement of employment equity informs the
organisational and HR strategies, gives direction to Talent
Management and Workforce Planning, constitutes one of
the risks to be managed in HR Risk Management and
requires the application of good practice throughout the
HR Value Chain. True employment equity cannot be
achieved without good diversity management practices.
Source: SABPP (2015)

7. EE/Diversity/Inclusion Strategy
• Analysis
• Planning
• Implementation
• Monitoring
• Evaluation
SOCIAL JUSTICE
EQUITY & INCLUSION
ORGANISATIONAL
PRODUCTIVITY/
EFFECTIVENESS
DIVERSE, INCLUSIVE AND ENGAGED
WORKFORCE
SABPP (2015)

8. Role of HR Managers
• Custodian of Employment Equity Act/Plans
• Ensuring that companies mitigate compliance risk
– diversity standard
• Creating inclusive governance structures
• Leaders in ensuring empowerment of people with
disabilities
• Providing reasonable accommodation
• Recruitment, selection, awareness, development
• Managing diversity and transformation
• Monitoring and evaluation

9. Purpose of the EEDT awards
The EEDT Awards create a platform through which public
recognition can be given to South African organisations and
employees that have excelled in developing and
implementing meaningful strategies, programmes or
initiatives in different aspects of employment equity, diversity
inclusion and transformation, aligned to the spirit and intent of
the EE Act. The awards are further aimed at stimulating
excellence and knowledge in the field by showcasing, and
sharing, winners’ stories. The Annual SABPP EEDT Awards
will set the benchmark in moving organisations’ EEDT
initiatives beyond compliance, towards strategic and
sustainable transformation.
#EEDTAwards

10. EEDT Awards 2018
1. Employment Equity, Diversity & Transformation Overall Award
2. HR Enabling Environment Award
3. Diversity & Inclusion Award
4. Affirmative Action Measures Award
5. EEDT Change Agent Award
6. Disability Employer Award
7. Gender Equity Employer Award

11. EEDT 2018 Awards
We invite the HR community to the awards programme. We
need to recognise and share EEDT successes to inspire
others to also accelerate transformation.
See www.sabppawards.co.za or
contact ceanne@sabpp.co.za
5 April
Submissions
14 May
Awards
Function
15 May
Awards
Summit
16-17 May
Workshop

12. Disability Management Practices
Positive trend in
results?
Sustainable?
Targets met?
External benchmarks?
Approach vs results?
Quality of
results
Across whole
organisation?
Up and down the
organisation?
Extent of
application
Sound?
Systematic?
Integrated?
Reviewed & updated?
Quality
approach

13. Conclusion
HR Managers have a key role as change
agents in creating opportunities for people
with disabilities in the workplace.
Let us rise to the occasion and ensure that we
create inclusive workplaces in which people of
disabilities can be empowered to deliver their
best for their organisations.

14. We set #HRStandards
professional@sabpp.co.za or registrations@sabpp.co.za
(Professional Registration)
executiveoffice@sabpp.co.za (CEO office)
marius@sabpp.co.za (CEO & Strategy inputs)
xolani@sabpp.co.za (COO)
hrstandards@sabpp.co.za (HR Standards)
hraudit@sabpp.co.za (HR Audits)
hrri@sabpp.co.za (Research)
events@sabpp.co.za (Events & Marketing)
jan@eess.co.za (EEDT Awards)
Website: www.sabpp.co.za Twitter: @SABPP1
Tel: +27 11 045-5400 or 010 007 5906