I appreciate your input. I've explored Workbridge, and I must say, there's an abundance of valuable resources available there!
When it comes to addressing discrimination, I'm thoroughly familiar with the Human Rights Act, especially given my role in Human Resources. Our team is wonderfully diverse, and I'm committed to equipping all employees with the resources they need to thrive and stay safe. In sharing my thoughts here, I've aimed to provide a clear perspective in order to receive constructive feedback.
I don't believe you are alone here,Vanessa. Reaching out to Workbridge could be a constructive step in finding valuable information about the current situation. Based on our experience with them, they were able to provide useful insights. It's worth considering reaching out to them for their expertise. Vanessa, I, too, would you get some helpful information from Workbridge, from whom we have resources and information in the past about a similar situation. You are not alone with this one.
A few years ago in the Wellington branch of NZISM we had a guest speaker who showed a device attached to a vehicle (eg, FLT) that could detect a pedestrian wearing a reflective strip and sound an alarm so the driver could stop. Somewhere, I have the brochure and had the website address .... (my filing system has failed me!).
The technology was practicable (it exists) and the cost was minimal (reasonable) so it would meet the requirements of the Act.
The 'legal' test is how you can "reasonably accommodate" a person. While health and safety can over-ride this, I think Joseph and Darren have given good advice on how this could be practicably met.
People with hearing impairments often have much better other senses to compensate. We see this with drivers - they are much better with their peripheral vision.
If everyone on the team is aware of the person's hearing impairment, plus you have good safety practices such as flashing beacons, etc, then the risk would appear to be minimal.
As there is a range of level of hearing impairment exactly how you would manage the risks associated with the work will depend on the worker. Making sure there are clear visual warnings (flashing lights, high vis etc) will be more important as will be establishing an agreed form of communication between workers to enable them to communicate instructions effectively.
Having played sport with hearing impaired people I found they were easy to integrate and once people understood what was needed it was easy to manage. The last part of the sentence is key as you will need to train and assist your other workers to help them understand what is required to help the new employee.
Finally, as an aside as discrimination for disability is a prohibited ground of discrimination under the Human Rights Act that may be where Keith is coming from.
Your insights underscore the importance of embracing diversity and inclusivity, values that both the company and I strongly endorse. I'm puzzled as to why my post may have been interpreted differently by you. My intention, which I want to stress, is to promote a safe and inclusive workplace environment through meticulous planning, ensuring the well-being of all individuals. I respectfully disagree with the characterization of the post as having "extremely negative connotations." Furthermore, as someone who has been in New Zealand for several decades, I'm uncertain how to interpret your use of "here in NZ." Mentioning organizations like Paralympics NZ and Whaikaha reflects a proactive approach to gathering information and support. Thank you for sharing your insights.
Hi team, we have recently had an individual apply for a position on our harvesting team that has a hearing-impairment. We employ individuals with working holiday visas. We obviously would like to give this person a chance but I'm unsure how to keep the individual safe from harm. The tasks are walking behind a tractor, cutting vegetables and placing them into a bin. What should I implement? I would get a sign language interpreter for the induction. Thanks for all input.