Promoting diversity and inclusion through workplace adjustments: A practical guide

International Labor Organization (ILO)

TOOL DESCRIPTION


Aim:
This guide aims to explain the concept of reasonable adjustments (‘reasonable accommodation’) and provide practical step-by-step guidance on how and when these should be provided in the workplace.

Type of Document:
This guide, targeting employers, aims to explain the concept of reasonable adjustments (“reasonable accommodation”) and provide practical step-by-step guidance on how and when these should be provided in the workplace. This covers people with disability, persons with JHIV, Persons with religious faith and single parent with family responsibility.

Audience Intended:
Employers mainly, but other key stakeholders include governments, employers’ organizations, trade unions, civil society organizations.

Populations Experiencing Stigma and/or Discrimination:
Document isn’t solely focused on HIV, but PLHIV are one of the core categories since they are one of the specific groups that are more likely to need special accommodations (along with people with disabilities, people living with AIDS, pregnant women, people with families, religious employees)

Stigma and/or Discrimination:
Both – gives separate definitions of each term, clearly delineating the difference. Higher focus on discrimination

Assess and/or Address:
Address.

Implementation:
“This guide is divided into five sections designed to help the user understand the concepts
behind reasonable accommodation and the process and steps for implementing
accommodations throughout the employment cycle. The structure of the guide takes the user
through the accommodation process sequentially, starting with an explanation of reasonable
accommodation, followed by examples of the application of reasonable accommodation
in practice. The examples provided are illustrative rather than prescriptive; the exact
determination of what constitutes a reasonable accommodation will always depend on the
individual circumstances of the worker and the company. A model policy on reasonable
accommodation is included as an appendix […]”

Comments:
Focuses on HIV for 1/5 sections, so that part should be highlighted.


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