Thursday, January 20, 2011

Prospects of Achieving Equal Employment Opportunities for People With Disabilities Through Legislation In Pakistan

4:48 AM  Aisha Amjad  No comments


Pakistan Journal of Special Education (PJSE) Vol. 8, 2007
© Department of Special Education, University of Karachi
-------------------------------------------------------------------------------------------------------------------
Anjum Bano Kazimi, Ph. D., Assistant Professor
Department of Special Education, University of Karachi
ABSTRACT:

This study was designed to investigate problems faced in rehabilitation process of blind and partially sighted persons in our society. The main assumptions were (a) Blind people face attitude problems from employers and colleagues. They complain of discriminatory norms of employment (b) employment is the major source of subsistence. The purpose of the study was to identify the reasons behind the difficulties faced by the Visually Impaired persons in obtaining and / or retaining gainful employment, although there is a legislative support of two percent quota in employment as well as the presence of a large number of NGO’s working for the cause of equal employment opportunities for people with disabilities. The findings are in their turn to serve as indicators for the general planning being initiated by the government for the year 2020. Data was collected randomly from the visually impaired persons, who are employed, either in government or non government organizations, contacts were collected from special education centers, NGO’s and the Federal Ministry of Social work. A structured questionnaire was used to collect information, from visually impaired person and through personal interviews, data was collected from employers. Data was analyzed through percentage method, results indicate that majority of blind workers obtain employment after great personal efforts. The training acquired by blind workers is not geared to the requirements or demands of their jobs both employees and employer are well aware about the provision of two percent quota for special persons, but employers feel that they are not well equipped to take work from blind people. They prefer to pay some amount instead of giving jobs to special persons. On the basis of results recommendations were made.

INTRODUCTION:

Donald Robinson[1] (1998) talking about employment says that opportunities open to men and women depend on the areas in which they live, their cultural norms, expectations of society and time and their own capabilities, experience and efforts.  For blind and partially sighted persons recent advancement in technology and mode of communication have opened up new possibilities. Computer, electronic typewriter, CCTV, Print enlarger scanner, optacone etc, have revolutionized the world of employment. V. S. Rawat[2] (1991) says that by giving training to the disabled we can help then to make use of their own potential as well that of those associated with them.

Our efforts should be directed to make the public realize that the disabled have become or are born disabled for no fault of their own and they must have be treated on a basis of equality with others. They should not be treated as separable and untouchables. The masses must hear their grievances and recognize their efforts toward reliance and potential to the work they demand.  They are part of the work they demand. They are part of us. They have right to live and lead decent and graceful lives like the rest of us.

Disabled Person’s (employment and rehabilitation) Ordinance, 1981 was designed to provide employment to disabled and to rehabilitation and welfare of disabled persons.

The main emphasis of this ordinance[3] was on fixing one percent quota in jobs in all establishments (2007) but for getting benefit from this quota the names of the disabled must be registered with the employment exchange. It was also mentioned in the ordinance that those who will not employ disabled shall pay into funds each month the sum of money they would have paid as salary or wages to a disabled person he/she had been employed or they will be fined one thousand rupees. When we have provided an escape clause to avoid employing special person no institute bothers to deal with this situation, they prefer to pay this small amount of money. This policy also states that there should be:

a)       A survey of the disabled persons in the country who are desirous of being rehabilitated.
b)       A medical examination and treatment of disabled persons.
c)       The providing of training to the disabled persons.
d)       The taking of such other measures as are necessary for carrying out the purposes of this ordinance.

But we know that there is no any statistical information or understanding about special persons, or about their employment situation, there is no training or work on the part of employers; the result is a haphazard work and non unfruitful results of all efforts made. Equal opportunity is not a realistic goal if the qualification and skills of visually impaired and normal employed are not equal. This gap can be filled only by disability specific and function specific training.  Employees need to communicate with special educators directly so the training is provided without psychological burden on a disabled person. Their problems can be solved only by a pool of Govt. and NGO support.

ASSUMPTIONS:

  1. Employers hesitate to give employment to blind persons.
  2. The attitude of the family members of blind people who seek employment is negative.
  3. Blind persons face difficulty in reaching their work place.
  4. Blind persons are dissatisfied with their work environment and wages.
  5. The facilities given to blind workers are less than those given to the sighted workers.
  6. The attitude of the employers towards blind workers is not proper.
  7. The attitude of sighted colleagues of blind workers is not proper.

METHODOLOGY:

Karachi region was chosen as a primary research area and as it is the biggest and economically developed city of Pakistan, total N (36+36) Visually Impaired persons were randomly selected from the list available from Social Welfare Division, NGO’s working for the Special Persons and through social contacts. 36 employers were selected randomly. Emphasis was given that the same employer and employees should be involved. Data was selected through structured questionnaire containing twenty questions for employers and twenty for employees. Data was collected through personal contact and was analyzed through percentage method.

DATA ANALYSIS:

Q.1      Attainment of Jobs

Responses
Frequency
% age
Quota Basis
19
53%
Personal Basis
17
47%
Any other
-
-
Total
35
100

Q.2      Satisfaction with Income

Yes
8
23
No
24
67%
To some extent
4
10%
Total
36
100%

Q.3      Attitude of Employers

No concern
19
53%
Little Concern
5
14%
Positive
12
33%
Total
36
100%

Q.4      Work Related Training

Yes
30
83%
No
6
17%
Total
36
100%

Q.5      Sequence of Job

1st Job
26
73%
2nd Job
6
15%
3rd Job
4
12%
Total
36
100%

Q.6      Need helper to complete their work

Yes
19
53%
No
4
10%
To some extent
13
27%
Total
36
100%

Q.7      Different criteria for blind and sighted in promotion

No difference
27.36
76%
Difference
9
24%
Total
36
100%

Q.8      Suggestions and recommendations of blind persons in job related matters

Never
25
70%
Yes
9
24%
Sometime
2
6%
Total
36
100%


FINDINGS:

1.      The majority of blind workers are dependent on public transport and thus face many difficulties.
2.      The majority of blind workers obtain employment after great personal efforts.
3.      Blind workers do not get employment commensurate with their qualifications, abilities and skills.
4.      Blind workers are dissatisfied with their wages.
5.      The attitude of the employers of blind persons is casual and one of indifference.
6.      Blind persons imagine that movements during their assignments pose no problems.
7.      Blind workers do have the cooperation of their parents or family members.
8.      Most blind persons are satisfied with their own performance.
9.      Blind persons seldom change their jobs.
10.  The attitude of blind colleagues toward blind workers is positive.
11.  Blind people undertake training before assuming their jobs.
12.  Blind person can not perform all their tasks by themselves, they need help.
13.  Most blind workers work 5 hours daily.
14.  The promotion criteria for the blind and sighted workers are the same.
15.  The advise of blind workers are not heeded by the employer.

Main problems faced by the employers and colleagues of blind workers as related by them:

  1. The training acquired by blind workers is not geared to the requirements or demands of their jobs.
  2. The production rate of blind workers is less than the rate of sighted workers.
  3. Difficulty is faced in providing safety measures for them.
  4. They take time in comprehending oral instructions.
  5. Blind workers talk too much causing hindrance to other workers.
  6. Blind workers can not perform any task independently.
  7. Blind workers tire early and display restlessness.
  8. Employers feel that they are not equipped to take work from blind people

DISCUSSION:

Data revealed that blind people achieved their jobs on personal basis not on quota basis, it shows that placement process on job quota is not very effective and needs improvement, as mostly these persons are not satisfied with their present jobs but they do not change their jobs because may be they are afraid that might be they will not get a new or better job. With regard to attitude of their employer they expressed that they have a no concern attitude towards blind people. Although blind people think that they have job related training but their employers are not satisfied with this training. This situation also needs a positive link between jobs giver and training institutes.

Concerning the statement that Visual Impaired persons need helper to complete their work or they can not do their work independently, blind persons said that they can but their employers have different opinion. Dr. Zohra Begum[4] (206) in her research paper expresses that “Occupational choices decreases if the person with disabilities has limited skills, they may decrease even more due to the nature of disability and still further because of employers prejudices and misconception about people with disabilities”.

The results of this research shows totally a different picture from what government policies and reports says about employment of special persons or the practical situation these special persons facing in real world of work.


RECOMMENDATIONS:

  1. Persons having awareness of economic, technical and psychological requirements be associated with training centers for the blind.
  2. People should be trained to provide a liaison between the training centers and employers of blind persons.
  3. NGO’s be asked to help in overcoming their commuting problems.
  4. Media publicity be given to those jobs for which the blind can be employed.
  5. The Quota system of employment for the disabled be strictly followed.
  6. Teacher training for the blind be upgraded with increased social, psychological, economic and vocational content.
  7. The use of Braille and sound media to meet latest requirements of the job market.
  8. To include parents and employers in training courses.
  9. The trend to recruitment merely on ground of compassion be avoided.


BIBLIOGRAPHY

Bibby, P. and Lunt, Ingrid. (1996). Working for children, London: David Fulton.

Chapman, E.K., (1988). The Visually Handicapped Child in your classroom London: Cassell Education.

Clark, G.M. and Kalstoe, O.P. (1995).  Career Development and Transition Education 2nd ed. Boston: Allyn & Bacon.

Dodds, Allan.  (1993). Rehabilitation Blind and Visually Impaired People. London: Chapman and Hall.

Gearheart, B.R. (1988).  The Exceptional Student in the Regular Classroom.  4th Columbus Merrill.

Gianetta, Corley, (1989). Partially Sighted Children, Berkshire: NFER Nelson.

Heward, W. L. (2000). Exceptional Children: Introduction to Special Education Columbus: Charles E. Merrill.

James, William, (2005) Special Education and Social Development. New Delhi: Anmol Publications.

Kirk, S.A. and Gallagher, J.J. (1989) Educating Exceptional Children.  6th Ed. Boston: Houghton Mifflin.

Manual Visual Impairment (2000).  Islamabad National Library and Resources Center.

Maychell, K. and Smart, D. (1990). Beyond vision: training for work with visual impaired people.  Berkshire NFER Nelson.

Miller, D. (2005) Visual Needs.  London: Continuum.

Rawat, V.S. (1991). Working for the Blind: New Delhi, Creative Publications.

Smith, D.D. (1998) Introduction to Special Education. 3rd Ed. Boston: Allyn and Bacon.

Webster, Alec, (1998). Children with Visual Impairment, London: Routledge.

[1] Donald Robinson (1998). Partially Sighted Children. P. 83
[2] V.S Rawat (1991) Working for the Blind. New Delhi, Creative Publication, P. 38.
[3] Vocational Rehabilitation and Employment of Persons with Disability-Pakistan. Retrieved on 04th November, 2007 from http://wallis.kezenfogva.iif.hu/eu_konyvtar/Projektek/Vocational_Rehabilitation/pakistan/pakistan.htm
[4] Zohra Begum (2207) Problems faced by physically handicapped employees in work environment.  The Harmony Publisher Karachi Harmony Lions Club. P.37

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