Perceptions of State-Owned Enterprises on the Employment of People with Disabilities and Special Needs in Namibia: A Qualitative Study

Introduction: Previous research has shown that employers' attitudes can affect the hiring of People with Disabilities and Special Needs (PWDSN); however, there is insufficient research on the perceptions of Namibian state-owned enterprises (SOEs), their recruitment practices, and their compliance with national legislation and guidelines. Aim: This study examined the views and experiences of SOE managers and HR personnel regarding the employment of PWDSN in Namibia. Methods: A phenomenological qualitative research design was used for this study. Semi-structured interviews were conducted with fifteen participants who were recruited using purposive sampling. The interview recordings were transcribed verbatim before thematic analysis. Adherence to the four ethics principles, comprising autonomy, beneficence, non-maleficence, and justice, was maintained throughout the process. Results: Five main themes were generated from the study. These relate to employee welfare; perceptions of impairments on performance abilities; employee experiences and exposure; work environment and employment procedures. Findings show that there are insufficient dedicated recruitment strategies for PWDSN and limited adherence to national policies and legislation. Recommendations include strategies for development and implementation of employment practices that are inclusive of people with disabilities and special needs within the SOEs. Conclusion & implications: Despite some progress to ensure sustainable employment of PWDSN, there remain significant gaps and inequality in the development, understanding and implementation of inclusive employment practices within the SOEs included in this study. These findings are valuable for supporting decision-making across multiple stake-holder groups, including management, human resources personnel, health and safety officers, wellness coordinators, training and development teams, organisational planners, and recruitment professionals in SOEs in Namibia. The findings may also be applicable to other organizations operating under comparable employment policies and legislation. Furthermore, this study offers recommendations to support the implementation and consistent adherence to inclusive employment policies and legislation.