The Disabilities and Equal Opportunities Act 2017 stands as a pivotal piece of legislation in Antigua and Barbuda, designed to protect the rights of persons with disabilities and ensure their inclusion in all aspects of society. One of the most significant areas covered by the Act is employment. Part VI of the Act, particularly Section 20, focuses on protecting persons with disabilities from discrimination in the workplace.
It states: “An employer shall not discriminate against a person with a disability who is qualified in any of the following areas:
(a) recruitment
(b) promotion
(c) equal opportunities and equal remuneration for work of equal value
(d) continuance of employment
(e) union rights.”
This provision ensures that individuals with disabilities are given equal opportunities to secure and retain employment, without facing unfair treatment due to their physical, mental, or sensory impairments.
Section 20 of the Act makes it clear that “an employer shall not discriminate against a person with a disability who is qualified” in areas such as recruitment, promotion, equal remuneration, and other employment opportunities.
This section sets the legal framework to guarantee that persons with disabilities are judged based on their skills, qualifications, and abilities, rather than their disabilities.
Employers are required to make reasonable adjustments in the workplace to accommodate persons with disabilities, including modifications to the job site, flexible work arrangements, and the provision of special equipment if necessary.
Did you know that even with this legislation in place, individuals with disabilities still face discrimination? Have you ever heard the story of why and how the founding-president of Good Humans 268 started the organisation? Hint: Disabled woman and discrimination in the workplace.
This section of the Act plays a crucial role in dismantling the barriers that have historically prevented persons with disabilities from fully participating in the workforce. By explicitly prohibiting discrimination, it ensures that individuals with disabilities are not unfairly excluded from job opportunities, promotions, or fair wages.
It also highlights the employer’s responsibility to foster an inclusive workplace by providing the necessary accommodations that allow employees with disabilities to perform their duties effectively.
In alignment with the objectives of Part VI, Good Humans 268 Inc is planning several initiatives that will complement and enhance the Act’s employment provisions. One of the organisation’s critical future initiatives involves creating sustainable employment opportunities for persons with disabilities through its eco initiatives.
These programmes will not only contribute to environmental conservation but will also provide jobs for individuals with disabilities.
Read all about the future plans at https://goodhumans268.org/portfolio-category/Future-projects/ – Eco-Business, Eco-Carnival, Eco-Communities, Waste Management Course Outline, Eco-Events.
Good Humans 268 Inc will actively employ persons with disabilities in logistics coordination, waste management practices, data collection, data analysis, marketing and communications, transportation, accounting and all the positions to ensure the programmes are run effectively and efficiently.
By offering these roles, the organisation aims to foster a workplace environment that aligns with the non-discrimination principles outlined in the Act. This initiative demonstrates that persons with disabilities can contribute meaningfully to the workforce when given the right support and opportunities, ensuring that individuals with disabilities have the necessary tools and accommodations to perform their roles. This includes the provision of accessible workspaces, customised job responsibilities based on each individual’s abilities, and ongoing training to ensure they are equipped with the skills needed to thrive in the workforce.
By integrating these initiatives, Good Humans 268 Inc will not only support the employment provisions of the Disabilities and Equal Opportunities Act but will also actively contribute to the economic empowerment of persons with disabilities.
These plans reinforce the message that individuals with disabilities have valuable contributions to make and deserve the same employment opportunities as others. Does your workplace have policies and principles that support individuals with disabilities? Do you know someone with a disability that needs a job? Do you know someone with a disability who lost their job because of their disability?
The Disabilities and Equal Opportunities Act 2017 was created to protect and ensure the rights of individuals with disabilities are not unnoticed or left behind. Each article for the upcoming weeks will delve deeper into the various sections of the Act, exploring its specific provisions and their implications for individuals and organisations alike.
Stay tuned for these upcoming articles to gain a thorough understanding of this landmark legislation. Should you have any questions or concerns, please reach out to us at [email protected] or 268 786 GOOD (4663).
Together, we can foster a more inclusive and equitable society for everyone.
