Persons with Diabetes · Job Accommodations for Persons with Diabetes Edition 1, April 2017 8 What causes Type 1 diabetes? Type 1 diabetes is an autoimmune condition,which means the

Edition 1

April 2017

JOB ACCOMMODATIONS FORPersons with Diabetes

Job Accommodations for

Persons with Diabetes

Edition 1

April 2017

Job Accommodations for Persons with Diabetes

Edition 1, April 2017

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Contents Page

1. Introduction 6

What is diabetes? 6

2. What is an accommodation? 10

Accommodationsandbestpractice 10

3. How common is diabetes? 11

4. Etiquette and inclusive communication 13

5. Making accommodations 14

Recruitmentandselection 14

Jobdescriptions 15

Advertisingandattractingapplicants 15

Applicationforms 16

Interviewsandtests 16

Inductionandtraining 17

CaseStudy1Part1 18

Retention 19

CaseStudy1Part2 20

Workingarrangementstoretainemployees 21

CaseStudy2 22

HealthandSafety 24

Emergencyevacuation 25

6. Regulatory Framework in the Kingdom of Saudi Arabia 26

A. Global 26

B. National 28

7. Useful Organizations 29

8. Collaborative Partners 32

Job Accommodations for Persons with DiabetesEdition 1, April 2017

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1 Introduction

This isoneofa seriesofguides,publishedby theHumanResourcesDevelopmentFund,whichprovidepracticalguidanceforemployersonspecifictopicsrelatingtotheemploymentofpersonswithdisabilitiesandpersonswithhealthconditions. Itwillbeparticularlyusefulforhumanresourcesmanagers, linemanagers,Taqatcenters,Recruitment Offices and any services promoting the employment of personswithdisabilitiesandpersonswithhealthconditions.

What is diabetes?

Medicallyknownas ‘diabetesmellitus,’diabetes isa life-longconditionandoccurswhenthebodycan’tuseglucose(sugar)properly.Althoughnotcurable,diabetescanbesuccessfullytreatedbycontrollingthe levelofglucose intheblood.Thiscanbeachievedthrougharegimeofexerciseanddiet,and,wherenecessary,oralmedicationorinsulininjections.

Withcorrecttreatmentmostpeopleexperienceveryfewpracticalproblems.However,somepeopledoexperiencelong-termcomplications.

Therearetwomaintypesofdiabetes:

• Type 1 –wherethepancreasdoesn’tproduceanyinsulin• Type 2 –wherethepancreasdoesn’tproduceenoughinsulinorthebody’scells

don’treacttoinsulin

Hypoglycaemia and hyperglycaemia

Youwill often hear these terms, often shortened to or being ‘hypo’ or ‘hyper’, inrelation to diabetes:

• Hypoglycaemia -mayoccuratwork.Ithappenswhenlevelsofglucoseinthebloodbecometoolowduetoexcessinsulin;fromtreatment,medication, lackoffoodortoomuchphysicalactivity.Hypoglycaemiaoccursrapidlyoverseveralminutesandcanbe resolvedequallyas rapidly. Symptoms includeconfusion, shakiness,weakness,faintness,tiredness,sweating,headache,blurredvision,unsteadinessandhunger.Theindividualmayneedtotakesmallamountsofsugar,sweetjuiceorfoodcontainingsugar,followedupwithlongerlastingstarchycarbohydrate.



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• Hyperglycaemia -happenswhenlevelsofglucoseinthebloodbecometoohighdue to insufficient insulin or insulin resistance. The onset of hyperglycaemia isdependentonhowtheindividualmanagestheirType1diabetesasoutlinedbelow:

1. If continuous infusion therapy (insulin pump) is adopted, then rapid actinganalogueinsulinisused.Insulinpumpscanbeamoreaccuratewayofimitatingthebody’sinsulinsecretionresponse;howeverdeliveryfailurecananddoesoccasionallyoccurforanumberofreasons.Whenthisoccurs,becauseonlyrapidactinginsulinisused,astateofserioushyperglycaemiacanoccurwithinanhourortwo.

2. DKA (DiabeticKetoacidosis) - IfHyperglycaemia isnot treated it canquicklydevelopintoKetoacidosisandmayrequireswifthospitaladmission.Symptomsincludeexcessivethirst,drymouthandfrequenturination.Nauseaorvomitingmaystart.Inaddition,theskinmaybecomedry,eyesightblurredandbreathingdeepandrapid.Theindividualmayneedextramedicationandmustmonitortheirconditioncarefully.Eventually,ifuntreated,thelevelofketones(poisonouschemicalswhichbuildupand,ifleftunchecked,cancausethebodytobecomeacidic)continuetoriseand,combinedwithhighbloodglucoselevels,acomawilldevelopwhichcanbefatal.

3. IndividualsthatuseMultipleDaily Injectionsof insulin (MDI)usethesloweractingbasalinsulin,whichremainsactivewithinthebodyforupto24hours.In this case theonsetofhyperglycaemia is gradual,occurringoveraperiodof several days and is very unlikely to develop into an emergency situationatwork.Mostpeoplewithdiabetesrecognisethesesymptomsandtaketheappropriateaction.However,should lossofconsciousnessoccur,emergencyservices shouldbecalled.


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What causes Type 1 diabetes?

Type 1diabetesisanautoimmunecondition,whichmeanstheimmunesystemattackshealthybodytissuebymistake.Inthiscase,itattacksthecellsinthepancreas.

Thedamagedpancreasisthenunabletoproduceinsulin.So,glucosecannotbemovedoutofthebloodstreamandintothecells.

Type 1diabetesisofteninheritedsotheautoimmunereactionmaybegenetic.

It’snotknownexactlywhattriggerstheimmunesystemtoattackthepancreas,butsomeresearchershavesuggesteditmaybeaviralinfection.

Ifapersonhasaclose relative– suchasaparent,brotheror sister–withType 1 diabetes,theyhaveabouta6%chanceofalsodevelopingthecondition.Theriskforpeoplewhodon’thaveacloserelativewithType 1diabetesis justunder0.5%.

What causes Type 2 diabetes?

Type 2diabetesoccurswhenthepancreasdoesn’tproduceenoughinsulintomaintainanormalbloodglucoselevel,orthebodyisunabletousetheinsulinthatisproduced(insulinresistance).

In Type 2 diabetes, there are several reasons why the pancreas doesn’t produceenough insulin.

FourofthemainriskfactorsfordevelopingType 2diabetesare:

• Age:beingovertheageof40(over25forpeopleofsouthAsian,Chinese,African-CaribbeanorblackAfricanorigin).

• Genetics:havingacloserelativewiththecondition,suchasaparent,brotherorsister.

• Weight:beingoverweightorobese.• Nationality: People of south Asian and African-Caribbean origin also have an

increasedriskofdevelopingcomplicationsofdiabetes,suchasheartdisease,atayoungeragethantherestof thepopulation.1



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Associated conditions

Ifdiabetesiskeptundercontrol,thelikelihoodofcomplicationsdecreasessignificantly.However,somepeoplewithdiabetesdoexperiencelong-termcomplications.Thesegenerallydevelopoveraperiodofmanyyears,suchas:

• Nervedamage (causedby prolongedhigh glucose levels), numbness/tingling infeet and cramps.

• Kidneyproblems.• Heartdisease.• Circulationproblemsinthelegs.• Damagetotheeyes,whichifleftuntreated,canresultinblindness.

Treatments for diabetes

Type 1 diabetes:InType 1diabetes(alsoknownasinsulindependentdiabetes)thebodyproducesnoinsulinitselfandthediabetesiscontrolledbyinsulininjections.

Type 2 diabetes: Type 2 diabetes (also knownasnon-insulin dependentdiabetes)is treatedmainlythroughoralmedicationanddiet,although insulin injectionsmaysometimes be required.

1. http://www.nhs.uk/Conditions/Diabetes-type2/Pages/Causes.aspx


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2. What is an accommodation?

Accommodationsareawayofremovingbarriersthatgetinthewayofapersonwithadisabilityorapersonwithahealthconditiondoingtheirjob.Forexample,changingwheretheywork,thewayinwhichtheydotheirjoborprovidingequipmenttohelpthem.

Anaccommodationisnotspecialtreatment,butawayoftreatingpeopledifferentlyto give everyone the sameopportunity to succeed.Accommodationsmaywell besimple, inexpensiveandmakegoodbusinesssense.

Accommodations and best practice

Employersshouldmakeaccommodationsforanyemployeewhomightbefacingbarriersatworkbecauseofadisabilityorlongterminjuryorhealth condition–even if it hasnotbeendiagnosedasadisabilityoracceptedassuchby the individual.

Thebestpracticeapproachistomake‘reasonable’accommodationsforanyonewhoneedstheminordertoworkeffectivelyandcontributefullytoyourorganization.

Mostemployerswillwant toknowwhat is ‘reasonable’.Doingwhatseems fair forthe individual and others whowork for you given the size and resources of yourorganization is a good place to start.

Thisguidancewillhelpyoudeliverbestpractice.

Inordertodemonstratebestpractice:

• Involvetheindividualingeneratingsolutionsandrespecttheirrighttoconfidentiality.• Youmightneedtotreatpeopledifferentlyinordertotreatthemfairly.• Don’tmakeassumptionsaboutwhatpeoplecanandcan’tdo.• Ensurethateveryoneknowswhoisresponsiblefordoingwhatandwhenitmust

bedone.



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AccordingtotheWorldHealthOrganization,thenumberofadults livingwithdiabeteshasalmostquadrupled since1980 to422millionadults.Thisdramaticriseis largelyduetotheriseintype2diabetes.2

3. How common is diabetes?

422,000,000 People have diabetes

2. http://www.who.int/mediacentre/news/releases/2016/world-health-day/en/3. http://www.idf.org/membership/mena/saudi-arabia

AccordingtotheInternationalFederationofDiabetes3therewere3.4millioncasesofdiabetesinSaudiArabiain2015.

3,400,000 Cases of diabetes in Saudi Arabia


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As diabetes is often misunderstood, people with diabetes represent a significantresource in the labormarket and their talents are often under-utilized at work.

Decisions about suitability for employment, promotion or retention are too oftenbasedongeneralassumptionsormisconceptions,ratherthanafactualassessment.Thiscan lead todiscriminationagainstexistingorpotentialemployees.

Thevastmajorityofpeoplewithdiabeteshavenoproblemsatwork.Theemployermaynotevenbeaware that theyhavediabetes.However, for somepeoplea fewminor accommodations could be needed.

By regularly talking to employees about theirwork, for example in regular one toones,youmaybeabletoidentifydifficultiesthatcouldbeattributabletoanemployeehavingdiabetes.Thiswillthengiveyouanopportunitytotalkaboutaccommodationsthatmayenabletheemployeetoworkmoreeffectively.

Accommodations may well be simple and inexpensive and make good businesssense.Withoutaccommodations,goodcandidatesmaynotapplyforjobsandgoodemployeescouldbelost.Preciserequirementsvaryfromoneindividualtoanother.Alwaysask thepersonwhat theyneed.



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4. Etiquette and Inclusive Communication

A word on language when speaking about disability and health conditions

When speaking about disability or health conditions, it is importanttousetheterms“person(orpersons)withadisability”or“person(orpersons)withahealthcondition”.

Theword“person”or“persons”isdeliberatelyseparatedbytheword“with”,tostressthatthedisabilityorhealthconditiondoesnotdefineordescribethewholeperson.Apersonwithdiabetesshouldalwaysbereferredtoasapersonfirst.Itisalsoimportantnottosaythepeoplearesufferingfromorafflictedwithdiabetes.

Formore information on etiquette and communication see the Human ResourcesDevelopmentFund’s “Guide foretiquetteand rulesof communicationwithpersonwith disabilities”.

https://www.hrdf.org.sa/Page/Tawafuq_EN


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5. Making accommodations

Recruitment and selection

You need to make sure that you do not discriminate againstapplicants with a disability or health condition during therecruitment process. You may also have to make reasonableaccommodations.Itisimportantnottomakeassumptionsabout

whattheapplicantcanorcannotdo.Instead,askapplicantsaboutaccommodationsas part of the recruitment process.

If you use external recruitment agencies, ask for evidence that they also makeaccommodationsforapplicantswithdisabilitiesandapplicantswithhealthconditionsandwork to the standards thatunderpin this guidance.

Itisnotgoodpracticetoaskcandidatesquestionsabouthealthordisabilitypriortoofferingthejobunlessthequestionrelatesdirectlytoanintrinsicaspectoftheroleforwhichthepersonisapplying,orisforthepurposeofmakingaccommodationstotheapplicationorinterviewprocess.Thisisbecauseinformationaboutacandidate’shealth or disability gained during the application and assessment stage mightencourage recruitingmanagers tomake negative assumptions about a candidate’sabilitybeforetheyhavetheopportunitytodemonstratethattheycantodothejob.

Everycandidateshouldbegiventheopportunitytorequestaccommodationstoeachstageof the recruitment process. Remember that requirementswill vary betweenindividuals.Alwaysconsultwiththe individual to identifytherightaccommodationfromthem.



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Advertising and attracting applicants

Whenadvertisingajob:

• Use positive wording like “we welcome applicants with disabilities and healthconditions”.

• Provide a point of contact for people who require accommodations for therecruitmentprocess,usingarangeofcontactmethods(e.g.email,phone,SMS,MMS).

• Statethatapplicationswillbeacceptedinalternativeformats,e.g.onpaper,audioorbyemail.

• Advertiseinmorethanonemedium.Inadditiontomainstreampress,advertiseonlocalradioandthroughtheweb.

• PostthevacancyonTaqatNationalLaborGateway.

https://www.taqat.sa/web/guestemployer/home

www

Job descriptions

Whendrawingupjobdescriptionsandcandidatespecifications:

• Bespecificaboutwhatskillsareneededandwhatthejobinvolves.• Beflexible.Veryoftenminorchangescanmakeasignificantdifference.• Donotneedlesslyexcludesomeonewithdiabetes.Concentrateonwhatistobe

achievedinajobratherthanonhowitisachieved.• Ensurethatthejobdescriptionclearlydescribesthepurposeandscopeoftherole,

aswellasmanagementsupportassociatedwiththepost.• Identify any inherent risks associated with the demands of the post including

unreasonable or conflicting demands. Ensure you can support the successfulcandidate with adequate training and resources when appointed.

• Distinguishbetweenessentialanddesirable criteria, so thatyoucanbeflexiblewhen considering accommodations. Very often minor changes can make asignificantdifference,e.g.reallocatinganon-essentialtaskthatacandidatewithdiabetes finds difficult to someone else in the team.

• Donotplaceundueemphasisonformalqualificationsorworkexperiencewheretheyarenotessentialtoarole.


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Interviews and tests

As you want to recruit the best person you need to ensure that allcandidatesareabletodemonstratetheircapacitytodothejob.Focusontheperson’sabilitiesnotontheperson’sdiabetes.Ifyouhaveanydoubtsaboutaperson’sabilitytodoanintrinsicfunctionofthejobsimplyaskhowtheywoulddoit.

Whenyouinviteapplicantsforaninterviewmakesureyouaskallcandidatesiftheyrequireanyaccommodationtobemadefortheinterview.Withaccommodationstheinterviewallowsyoutoassesstheabilityofcandidateswithdiabetes.

Accommodationsmightinclude:

• Providingsomewheretostoreinsulin,ifnecessary,forexampleatanassessmentcentreorjobinterview.

• Allowflexibility intermsof interviewtimesorbreaksduringaday’sassessmentasapredictableroutinemaybevitaltothosewhoneedtomonitortheirglucoselevels,takeinsulinoreat.

Ifselectionnormallyinvolvesatest,besurethatitdoesnotdiscriminateagainstsomeonewithdiabetes:

• Consult all candidates; including those with diabetes, so that necessaryaccommodations can be made, e.g. providing written tests in large print if acandidate has a diabetes-related sight problem or allowing breaks.

• Discuss the test with the test publisher and seek guidance on possibleaccommodations.

Application forms

Accommodationsmayneedtobemadetotheshort-listingprocess,becauseanapplicantwithdiabetesmay:

• HavegapsintheirCVduetotheirdisabilitytheirhealthcondition.• Havegainedexperienceoutsideofpaidemployment,e.g.workexperienceand

voluntary work.



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WELCOME

Induction and training

Disabilityawarenessandtheneedtomakeaccommodationsshouldbeembedded inallpoliciessuchaspoliciesonsickness, training,andappraisals.Newrecruitsshouldbemadeawareofthesepoliciesduringinduction.

Itisimportantthatyourstandardinductionandtrainingprogramisaccessiblesothat someonewith diabetes has the same information about, for example, theorganization’sHealthandSafetypoliciesandprocedures.Askallnewemployeesiftheyrequireanyaccommodationsandalsoensurethatemployeeswithdiabeteshaveequalaccesstofurtherin-houseandexternaltraining,meetingsandcareerdevelopmentopportunities.


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CASE STUDY

Fatima and Workplace Accommodations

Case Study 1 - Part 1

Fatimahasrecentlybeenemployedasaretailassistantinalargeshop.FatimahasType1diabetesandhastoinjectherselfwithinsulinseveraltimesaday.

In their first one-to-one meeting,FatimainformshernewlinemanagerSarathatshehasType1diabetesandexplains that shewill need to injectherself with insulin several timesthroughoutthedayandalsorequiresaccess to a private space for testingher blood glucose level.

Saraexplains that this is fineandallows Fatima to take regular scheduledbreaksthroughoutthedaytodothis.SarasuggeststhatFatimausetheFirstAidroomthatisinthestaff-onlyareaatthebackofthestoreasthisprovidesaquiet,cleanspacetotakemedication.



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Retention

Once someone has been offered a job, you may need to put inaccommodationstoensuretheycanperformtotheirhighestcapability.Start getting the accommodations in place as soon as practicableafteryouhavemadeanappointment–itmaytaketime.Consulttheindividualandmakesurethattheemployee’smanagerorsupervisorunderstands the agreed accommodations.

Buildinregularreviewsofaccommodations,forexampleattheendoftheprobationaryperiod,insupervisionsessionsandappraisalstoensurethattheaccommodationsarestilleffective.Ensurethatyoutakethesameapproachtoaccommodationswhenanemployeewithdiabetesappliesforpromotion,againnotmakingassumptionsaboutwhattheemployeecanorcannotdo.

Employerslosegoodemployeesduetotheirlackofknowledgeaboutdiabetesanditsimpactintheworkplace.

Partofthesolutionisnottomakedecisionsbasedonassumptions.Manypeoplewithdiabetes face discrimination throughmisinformation,misunderstanding, ignoranceand fear. As a result peoplewith diabetes oftenhaveunder-utilized skills. Seek toestablishthefactsfromtheindividual,orwherenecessaryfrommedicalprofessionalsandconsidertheperson’sparticularsituationbeforedecidingwhethertherewillbelimitations.

Accommodationsshouldbeconsideredinlightofanemployee’sspecificjob.Donotimposeblanketrestrictionsoneveryonewithadisabilityoraparticulartypeofhealthconditionsuchasdiabetes.


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Fatima explains that she will need to keep her insulin in a fridge; howevershedoesn’twanttostorehermedicationinthecommunalfridgebecauseofpotential bacteria.

Saraconsultswith thestoremanagerand it isagreed that thecompanywillpurchaseasmallportablefridgeforFatimawhichcanbekeptinthestaff-onlyarea.FatimaagreesthatthiswillbehelpfulsoSaramakesanotetoplaceanorderwiththestoremanager.

SaraasksFatimaifthereareanyotheraccommodationsthatshemayneedtohelphercarryoutherjob.Fatimaexplainsthatshemustn’tskipmealsandmusteatlunchatasimilartimeeverydaytokeephersugarlevelsregulated.

SaraandFatimaagreethatFatimawillhavelunchatthesametimeeveryday.SaramakesanoteoftheagreementthatFatimadoesnothavetoworkthroughherlunchhour.

CASE STUDY

Fatima and Workplace Accommodations

Case Study 1 - Part 2



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Working arrangements to retain employees

Inmost cases the only accommodation required is an increased understanding ofdiabetesbythoseintheworkplace.Itisveryimportanttoinvolvethepersonconcernedwhenconsideringormakinganyreasonableaccommodations.Accommodations (ifrequired)mayinclude:

• Regularworkschedules,breaksandmealbreaks–apredictableroutinemaybevitaltothosewhoneedtomonitortheirglucoselevels,takeinsulinoreat.

• Somewheretostoreinsulin,e.g.fridge,insulatedcoolbag,widemouthflask.• Provisionofaprivatespacefortestingbloodglucoselevels,and/orinjectinginsulin.• Allowingtimeofftoattendmedicalappointments,rehabilitationorassessments.• Allowingtheindividualtograduallybuilduptheleveloffitnessrequired.• Havingafirstaiderwhoistrainedinsupportingpeoplewithdiabetes.• Reallocationofinessentialdutiestootherteammembers.• Relocationtoalternativeposition/employment/premises.• Establishingprocedureswiththepersonfordealingwithahypoglycaemicattack.

Wherethereisadiabetes-relatedvisualimpairment,accommodationsmayinclude:

• Appropriatelighting.• Largeprint(fortrainingmaterials,applicationformsetc.).• Adaptiveequipment.• Performingtasksinadifferentmanner.


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Nasser’slinemanagerKhalidhasnoticedthatNasser has recentlymade someerrorswhenwritingdocumentsandheisoftenleaningveryclosetohiscomputerscreen.

CASE STUDY

Nasser and Workplace Accommodations

Case Study 2

Nasserhasworkedasaresearcherforacharityfor5years.NasserhasType2diabetesandtakesoralmedicationtocontrolhisglucoselevels.Healsomanageshisdiabetesthroughaspecializeddietandregulareatinghabits.

Nasser’sdiabeteshasrarelyhadanimpactuponhiswork,howeveroverthepastsixmonthshiseyesighthasdeteriorated.

KhalidasksNasserforameetingtocheckheisOK.Duringtheirmeeting,Nasserexplains thathiseyesighthasdeteriorated latelybecauseofhisdiabetesandthatheisstrugglingtoreadthetextonhiscomputer.

KhalidsuggeststhatNasservisithisdoctortodiscussthechangeinhiseyesight.ThedoctorremindedNasserthateyesightcanbeaffectedduetohisdiabetes.Afterthemedicalassessment,thedoctorrecommendsthatthecompanypurchasesmagnificationsoftwareforNasserwhichwillenablehimtoenlargethetextonhiscomputerscreen.

KhalidandNasserdiscusstheseaccommodationsinameetingandagreethatNasserwillreceivethesuggestedassistivetechnologyandtrainingonhowtouseit.TheyalsoagreethatanypaperdocumentswillbesuppliedtoNasserinlargeprint.



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Disability leave and managing absences

Youmayneedtomakeaccommodationstoyourattendancemanagementprocedurestoensurethatpeoplewithdiabetesaretreatedfairly.

Whilst some employees with diabetes may need time off for appointments, youshould not assume that every employee with diabetes will have a high level ofsicknessabsence.Theymayneedsomehospitalappointments,butthesewillmostlybeplannedinadvanceandtheemployeewillhaveafixedtreatmentprogramme.Thistypeofabsencemightbecategorizedas‘disabilityleave’andcouldbeconsideredasanaccommodation. Ifreasonable,thistypeofdisability leaveshouldbepaid.

Employersmayalsoneedto:

• Implementaphasedreturntoworkafteraperiodofsicknessleave,wherebyhoursaregraduallyincreasedoveraperiodoftime;

• Allowtheemployeetoworkflexiblehourstoovercometheeffectsofdiabetesandassociatedconditions;

• Beunderstanding.Theemployeewillbemuchmorelikelytotrycomeintoworkifheorsheknowstheycantakeabreakorgohomeifnecessary.


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Health and Safety

Most peoplewith diabetes poseno greater risk in termsof safety than anyotheremployee.

However, when conducting regular overall risk assessments, peoplewith diabetesmayneed tobeassessed individually todeterminewhether thereare, in fact,anyincreased risks either to themselves or their colleagues.

Theseassessments shouldbeona casebycasebasis, i.e. relating toan individualwithdiabetesinaparticularjob.Assumptionsaboutpeoplewithdiabetesworkinginparticulartypesofjobsmustbeavoided.

Discusswiththeindividualhowtheycontroltheirdiabetes.Ifthereareanyoutstandinghealth and safety concerns, ask the individual for their consent to your obtainingmedicalinformation,particularlyiftheyareworkinginthefollowingareas:

• Withchemicals,unguardedfires,ovensandhotplates• Withunguardedmachinery• Withhighvoltageoropencircuitelectricity• Nearopenwater• Onornearmovingvehicles• Atunprotectedheights



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Emergency evacuation

Employersshouldalsoprovideameansofescapeandhaverelatedsafetyprecautionsinplacetoensurethepreservationoflifeofallemployeesintheeventofafire.

Employersshouldworkwithemployeeswithadisabilityorhealthconditiontodevelopapersonalplanregardingwhatwillhappenintheeventofanemergency.

Considerationsforpersonswithdiabetesmightinclude:

• Allowingadditionaltimetopracticeevacuation.• Useofafireevacuationliftifoneisavailable.• Theprovisionofhandrailstoaidescape.• Additionalchecksbyfirewardens.


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6. Regulatory Framework in the Kingdom of Saudi Arabia

The rightsofPersonswithDisabilitieshavebeenclearly stated,globally, in theUNConventionontheRightsofPersonswithDisabilitiesand,locally,inthedefinitionofdisabilitybytheSaudiMinistryofLaborandSocialDevelopment.

In 2008 the Kingdom of Saudi Arabia signed and ratified theUnited Nations Convention on the Rights of Persons withDisability which states the following:

Article 27

Work and employment

. 1 StatesPartiesrecognizetherightofpersonswithdisabilitiestowork,onanequalbasiswithothers;thisincludestherighttotheopportunitytogainalivingbyworkfreelychosenoracceptedinalabourmarketandworkenvironmentthatisopen,inclusiveandaccessibletopersonswithdisabilities.StatesPartiesshallsafeguardandpromotetherealizationoftherighttowork,includingforthosewhoacquireadisabilityduringthecourseofemployment,bytakingappropriatesteps,includingthroughlegislation,to,interalia:

a. Prohibit discrimination on the basis of disability with regard to allmattersconcerning all forms of employment, including conditions of recruitment,hiring and employment, continuance of employment, career advancementand safe and healthy working conditions;

A. Global



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b. Protect the rightsofpersonswithdisabilities,onanequalbasiswithothers, tojustandfavourableconditionsofwork, includingequalopportunitiesandequalremuneration for work of equal value, safe and healthy working conditions,including protection from harassment, and the redress of grievances;

c. Ensure thatpersonswithdisabilitiesareable toexercise their labourand tradeunionrightsonanequalbasiswithothers;

d. Enable persons with disabilities to have effective access to general technicaland vocational guidance programmes, placement services and vocational andcontinuing training;

e. Promote employment opportunities and career advancement for persons withdisabilities in the labour market, as well as assistance in finding, obtaining,maintaining and returning to employment;

f. Promoteopportunitiesforself-employment,entrepreneurship,thedevelopmentofcooperativesandstartingone’sownbusiness;

g. Employpersonswithdisabilitiesinthepublicsector;h. Promote the employment of persons with disabilities in the private sector

throughappropriatepoliciesandmeasures,whichmayincludeaffirmativeactionprogrammes, incentives and other measures;

i. Ensurethatreasonableaccommodationisprovidedtopersonswithdisabilitiesintheworkplace;

j. Promotetheacquisitionbypersonswithdisabilitiesofworkexperienceintheopenlabourmarket;

k. Promotevocationalandprofessional rehabilitation, job retentionandreturn-to-workprogrammesforpersonswithdisabilities.

. 2 States Parties shall ensure that personswith disabilities are not held in slaveryorinservitude,andareprotected,onanequalbasiswithothers,fromforcedorcompulsory labour.


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B. National

Definition of disability by the Ministry of Labor and Social Development

Who is a person with disability in the workplace?

The Executive Regulations to the Labor Law via Royal Decree No. 1982 specifiesthe definition of disability and employment and recommendations for minimalaccommodations and services. The regulation defines a person with a disabilityasapersonwhohasoneormoreof the followingpermanentdisabilities: avisualimpairment, hearing impairment, cognitive impairment, physical impairment,mobilityimpairment,learningdisability,communicationdisorder,behavioraldisorder,affectivedisorders,autismoranyotherdisabilitythatissubstantiatedbyamedicaldiagnosisandreportbyentitythatisauthorizedbytheMinistryofLaborandSocialDevelopment.Thereportshouldstatethatthepersonwithdisabilityrequiresminimalaccommodations and/or services to enable him/her to perform his/her tasks andmaintain the job.

FortheofficiallegaldocumentkindlyrefertotheExecutiveRegulationsoftheLaborLawanditsappendices(theofficialcopyisonlyavailableinArabic).



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7. Useful Organizations

Ifyouareanemployerthatisinterestedinrecruitingtalentedandskilledemployeesincludingpersonswithdisabilitiesthefollowingservices,organizationsandcompaniescanfacilitateyourbusinessneed.

p TAQAT - National Labor GatewayTAQATthenationallaborgatewayisamajornationalinitiativetobuildthelargestvirtuallabormarketplatforminKSAacrossboth,privateandpublicsectors.TAQAT’s mission is to offer and facilitate employment and training services,efficiently and effectively, to further sustain and develop the labor force.

Web. https://www.taqat.sa/web/guest/about-taqat

p HRDF Branches and TAQAT Centers

Web. https://www.hrdf.org.sa/Locations

Non-HRDFservicesororganizationslistedarenotnecessarilyendorsedbyHRDF.

p Saudi Charitable Association of DiabetesProviding services to support persons with diabetes and reduce prevalence ofdiabetes.

Tel. +966114704147Web. http://www.alsukkary.org.sa/Email. [email protected] Region Region1-13

p Saudi Diabetes and Endocrine AssociationSupportingapplicationofbestpracticesofcareandpreventionofdiabetesandendocrine related diseases.

Tel. +966113887897Web. www.sdea.org.saEmail [email protected] Region Region1-13


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p King Salman Center for Disability Research Research,lectures,programsandconferencesrelatingtodisabilityissues.

Tel. +966114884401Fax. +966114826164Web. www.kscdr.org.saService Region Region1-13

p Business Disability Network (Qaderoon)Providesguidance,advice,trainingandbestpracticetoemployerstorecruit,retainandincludeemployeeswithdisabilitiesthroughinclusiveworkenvironments.

Tel. +966116986116Web. www.qaderoon.saEmail. [email protected] Region Region1-13

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p International Diabetes Federation ThemissionoftheInternationalDiabetesFederation(IDF)istopromotediabetescare,preventionandacureworldwide.

Web. https://www.idf.org/Service Region International

p World Wide Web Consortium (W3C)W3Cisanorganizationcreatedtodevelopandmaintainstandardsontheinternetthatallowsuserstoaccesspagesonthewebwithoutdisplayissues.

Web. www.w3.orgService Region International

p World Health OrganizationWHOstaffworkwithgovernmentsandotherpartnersinmorethan150countriestoensurethehighestattainablelevelofhealthforallpeople.

Web. http://www.who.int/en/Service Region International

p International Labour Organization’s Global Business and Disability NetworkThe ILO Global Business and Disability Network is a network of multinationalenterprises, employer organizations, business networks and organizationsrepresenting persons with disabilities.

Web. http://www.businessanddisability.org/index.php/en/Service Region International


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8. Collaborative Partners

HRDFwelcomefeedbackonthisjobaccommodationsguidefrominterestedindividuals,organizationsandemployers.

PleasecontactHRDFTawafuqatTawafuq@hrdf.org.sawithfeedbackandsuggestions.

• Edition2oftheguidewillincorporatefeedbackandincludethenameoforganizationsandemployerswhowerepartofthereview.

• DeadlinetofeedbackonEdition1isAugust1st,2017.

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