How can talent management promote human rights, accelerate inclusion and advance persons with disabilities in the workplace?

Abstract

Persons with disabilities are amongst disadvantaged groups in society with rarer employment prospects compared to individuals without disabilities. Even if they meet the essential requirements of the job, advertisements may be inaccessible or otherwise inappropriate to facilitating their employment. When employed, they are not given full recognition like employees without disabilities and are not matched to the right positions that suites their needs. Additionally, they are not reasonable accommodated and provided with the necessary tools of trade. Consequently, entering the world of work is a challenge for them and when employed, they remain in lower positions with no career advancement and struggle to retain employment in South Africa. The above challenges are in violation of their human rights especially their right to work and talks to the challenges with talent management in the workplace. Against this background, this article examines, through doctrinal research methodology, the role of talent management towards the promotion of the rights of persons with disabilities in the workplace. It further explored pertinent legislative provisions relating to recruitment, selection and retention of employees and reasonable accommodation for the disabled. Based on the literature reviewed, it was established that talent management is a legislative requirement and that there is a nexus between talent management (which is the management discipline) and reasonable accommodation for persons with disabilities. Finally, recommendations were advanced towards the development of practical talent management initiatives to advance human rights and achieve inclusion of persons with disabilities in the workplace.