persons of short stature - هدف · job accommodations for persons of short stature e 1 1 6 1....

Edition 1

July 2017

JOB ACCOMMODATIONS FOR Persons of Short Stature

Job Accommodations for

Persons of Short Stature

Edition 1

July 2017

Job Accommodations for Persons of Short Stature

Edition 1, July 2017

5

1. Introduction 6

What is short stature? 6

2. What is an accommodation? 8

Accommodations and best practice 8

3. How common is short stature? 10

4. Etiquette and inclusive communication 11

A word on language when speaking about disability 11

5. Making accommodations 12

Recruitment and selection 12 Job descriptions 13 Advertising and attracting applicants 14 Application forms 14 Interviews and tests 15 Case Study 1 16 Induction and training 17 Retention 18 Working arrangements to retain employees 18 Assistive technology 19 Case Study 2 - Part 1 20 Premises 21 Case Study 2 - Part 2 22 Health and safety 23 Emergency evacuation 24

6. Regulatory Framework in the Kingdom of Saudi Arabia 25

7. Useful Organizations 28

APPENDIX A 33

APPENDIX B 39

8. Collaborative Partners 45

Contents Page



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1. Introduction

This is one of a series of guides, published by the Human Resources Development Fund, which provide practical guidance for employers on specific topics relating to the employment of persons with disabilities. It will be particularly useful for human resources managers, line managers, HRDF branches, Taqat centers, Recruitment Offices and any services promoting the employment of persons with disabilities.

What is short stature?

Short stature (sometimes called restricted growth) is a lifelong condition commonly described as having a final adult height of 4’10” or less due to a medical condition.There are estimated to be several hundred conditions that can cause short stature – these can cause proportionate or disproportionate restricted growth.1

As well as having short stature, some people of short stature also have other physical problems, such as bowed legs or a curved spine.

However, most people don’t have any other serious problems. People of short stature can live an active and inclusive life. People of short stature have a normal life expectancy.

What are the symptoms of short stature?

People of short stature often have no symptoms other than short stature, although some people have associated health problems.

Symptoms commonly seen in people with proportionate and disproportionate short stature are outlined below.

1 http://rgauk.org/about-restricted-growth



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2 http://www.nhs.uk/Conditions/Restricted-growth/Pages/Symptoms.aspx

Proportionate short stature (PSS)

People with PSS grow very slowly and have a general lack of growth throughout the body. The length of the stomach and chest remains in normal proportion with the legs.

PSS may not be noticeable until later in childhood or until a child reaches puberty.

Additional symptoms associated with PSS depend on the underlying cause.

For example:

• People with growth hormone deficiency may have low energy levels, increased body fat, weak bones (osteoporosis), dry skin, reduced muscle strength and high cholesterol.

• People with chronic illnesses affecting organs such as lungs, heart or kidneys will have further symptoms relating to their underlying condition.

Disproportionate short stature (DSS)

In people with disproportionate short stature (DSS), there is an overall lack of growth, and certain limbs may be shorter or out of proportion with other parts of the body.

Most people with DSS don’t have any other significant health problems, although some people may experience:

• bowed legs, which may cause ankle or knee pain.• curvature in the top of the spine (kyphosis) and/or sideways curvature of the

spine (scoliosis).• repeated middle ear infections, which can cause hearing difficulties.• irregular breathing at night (sleep apnea), which can interrupt sleep and cause

excessive sleepiness during the day.• numbness and weakness in the legs, caused by the compression of the spinal

cord and nerves leaving the spine.2



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2. What is an accommodation?

Accommodations are a way of removing barriers that get in the way of a person with a disability doing their job. For example, changing where they work, the way in which they do their job or providing equipment to help them.

An accommodation is not special treatment, but a way of treating people differently to give everyone the same opportunity to succeed. Accommodations may well be simple, inexpensive and make good business sense. Accommodations and best practice

Employers should make accommodations for any employee who might be facing barriers at work because of a disability or long term injury or health condition – even if it has not been diagnosed as a disability or accepted as such by the individual.

By regularly talking to employees about their work, you may be able to identify difficulties that could be attributable to the employee’s disability. This will then give you an opportunity to talk about accommodations that may enable the employee to work more effectively. Without accommodations, good candidates may not apply for jobs and good employees could be lost. Precise requirements vary from one individual to another. Always ask the person what they need.

The best practice approach is to make ‘reasonable’ accommodations for anyone who needs them in order to work effectively and contribute fully to your organization.

Most employers will want to know what is ‘reasonable’. Doing what seems fair for the individual and others who work for you given the size and resources of your organization is a good place to start.



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This guidance will help you deliver best practice. In order to demonstrate best practice:

• Involve the individual in generating solutions and respect their right to confidentiality.

• You might need to treat people differently in order to treat them fairly.• Don’t make assumptions about what people can and cannot do.• Ensure that everyone knows who is responsible for doing what and when it must

be done.

Most people of short stature will not need any accommodations. If they are required, they are mainly as a result of side-effects of treatment or they may use a wheelchair. They do not usually seriously inhibit work performance, but may cause temporary inconvenience for the individual.



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3. How common is short stature?

Achondroplasia is a disorder of bone growth. It is the most common cause of restricted growth. According to the National Institutes of Health, the condition occurs in 1 in 15,000 to 40,000 newborns worldwide.3

3 https://rarediseases.info.nih.gov/diseases/8173/achondroplasia

National Institutes of Health

1 : 15,000 40,000 newborns



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4. Etiquette and Inclusive Communication

A word on language when speaking about disability

When speaking about disability, it is important to use the term ‘person (or persons) with a disability’. The words ‘person’ or ‘persons’ and ‘disability’ are deliberately separated by the word “with”, to stress that disability does not define or describe the whole person.

Do not refer to people of short stature as dwarfs or midgets, which imply a less than full adult status. Dwarfism is an accepted medical term, but it should not be used as general terminology. Some representative groups in the United States prefer the term “little people”.

A person of short stature should always be referred to as a person first. It is also important not to say the people are suffering from or afflicted with short stature.

For more information on etiquette and communication, see the Human Resources Development Fund’s ‘Guide for etiquette and rules of communication with persons with disabilities’.

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



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5. Making Accommodations

Recruitment and selection

Candidates who are of short stature may be prevented from demonstrating their abilities and potential by conventional recruitment processes.

You need to make sure that you do not discriminate against an applicant with a disability during the recruitment process. You may also have to make reasonable accommodations. It is important not to make assumptions about what the applicant can or cannot do. If you use external recruitment agencies, ask for evidence that they make reasonable accommodations for applicants with disabilities and work to the standards that underpin this guidance.

It is not good practice to ask candidates questions about health or disability prior to offering the job unless the question relates directly to an intrinsic aspect of the role for which the person is applying, or is for the purpose of making accommodations to the application or interview process. This is because information about a candidate’s health or disability gained during the application and assessment stage might encourage recruiting managers to make negative assumptions about a candidate’s ability before they have the opportunity to demonstrate that they can to do the job.

Every candidate should be given the opportunity to request accommodations to each stage of the recruitment process. Remember that requirements will vary between individuals. Always consult with the individual to identify the right accommodation for them.



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Job descriptions

When drawing up job descriptions and candidate specifications:

• Be specific about what skills are needed and what the job involves.• Be flexible. Very often minor changes can make a significant difference, e.g. if the

person has difficulties with an aspect of work, consider whether it is essential or only a small part of the job and whether these duties can be easily allocated to another member of the team.

• Do not needlessly exclude a person of short stature. Concentrate on what is to be achieved in a job rather than on how it is achieved.

• Ensure that the job description clearly describes the purpose and scope of the role, as well as management support associated with the post.

• Identify any inherent risks associated with the demands of the post including unreasonable or conflicting demands. Ensure you can support the successful candidate with adequate training and resources when appointed.

• Distinguish between essential and desirable criteria, so that you can be flexible when considering accommodations.

• Do not place undue emphasis on formal qualifications or work experience where they are not essential to a role.

It may be appropriate to communicate to prospective candidates that there is a particular level of pressure or responsibility attached to some roles. However such statements in job descriptions should not be regarded as an abdication of responsibility. Employers should still manage the pressure and levels of stress to which they expose their employees. Generalities such as: “must be able to work under pressure” or “must be able to work in stressful situations” should be avoided.



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www

Advertising and attracting applicants

When advertising a job:

• Use positive wording like “we welcome applicants with disabilities.”• Provide a point of contact for people who require accommodations for the

recruitment process, using a range of contact methods (e.g. email, phone, MMS).• State that applications will be accepted in alternative formats, e.g. on paper,

audio, by phone or by email.• Advertise in more than one medium. In addition to mainstream press, advertise

on local radio and through the web.• Post the vacancy on Taqat National Labor Gateway.

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

Application forms

Do not ask about a candidate’s disability on application forms. It is best practice to ask questions that are directly relevant to the person’s ability to do the job for which they are applying. Avoid general questions about health, disability or medical history.

Accommodations may need to be made to the short-listing process, because an applicant may:

• Have gaps in their CV due to their disability.• Have gained experience outside of paid employment, e.g. work experience and

voluntary work.



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Interviews and Tests

As you want to recruit the best person for the job, you need to ensure that all candidates are able to demonstrate their capacity to do the job. If you have any doubts about a person’s ability to do an intrinsic function of the job simply ask how they would do it.

When you invite applicants for an interview, make sure you ask all candidates if they require any accommodations to be made for the interview.

If selection normally involves a test, be sure that it does not discriminate against a person of short stature. Always check with the individual what accommodations are needed. Accommodations are often simple and would be best practice for all applicants. These might include conducting the interview in an accessible venue, for example one that can accommodate a wheelchair or scooter user.



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CASE STUDY

Ahmed

Case Study 1

Ahmed has applied for a job as a HR assistant at a major supermarket chain. Ahmed is a person of short stature and uses an automatic wheelchair. After being offered an interview for the role, Ahmed informs Abdul the hiring manager about his disability and that he will need the interview to be undertaken in an accessible office.

Abdul informs Ahmed that the building is accessible and has automatic doors and an elevator. Abdul also asks Ahmed if there are any accommodations that he requires for the interview.

Ahmed asks for a wheelchair accessible parking space and access to an accessible bathroom.

The day before the interview, Abdul reserves an accessible parking space for Ahmed and informs security staff. Abdul also tells reception staff that Ahmed will be visiting at 11am for an interview and that they should show him where the accessible bathroom is.

During the interview, Abdul informs Ahmed that the role may involve infrequent travelling to the head office nearby. Abdul asks Ahmed how he will do this in the role. Ahmed informs Abdul that he drives an adapted vehicle and travelling is not a problem.



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Induction and training

Disability awareness and the need to make accommodations should be embedded in all policies, for example, policies on sickness, training, and appraisals. New recruits should be made aware of these policies during the induction procedure.

When an employee of short stature is starting work, you should ensure they have a thorough induction period. It is important that your standard induction and training programme is accessible, so that employees of short stature can gain the same information about, for example, the company health and safety procedures. Ask them if they require any accommodations and also ensure that employees of short stature have equal access to further in-house and external training, meetings and career development opportunities.

WELCOME



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Retention

Once someone has been offered a job, you may need to put in accommodations to ensure they can perform to their highest capability. Start getting the accommodations in place as soon as practicable after you have made an appointment – it may take time. Consult the individual and make sure that the employee’s manager or supervisor understands the agreed accommodations.

Build in regular reviews of accommodations, for example at the end of the probationary period, in supervision sessions and appraisals to ensure that the accommodations are still effective. Ensure that you take the same approach to accommodations when an employee of short stature applies for promotion, again not making assumptions about what the employee can or cannot do.

Completing a written accommodation agreement with new employees who have a disability is a good way of recording accommodations that have been agreed and actions that will be taken if the employee is off sick.

Working arrangements to retain employees

Accommodations will depend on the nature of the employee’s short stature – for example if they use a wheelchair. Examples of accommodations include:

• Workstation and computer screen at appropriate height and angle for the person’s height, with document holder if required.

• A variable height desk so the employee can adjust this to their required position.• An ergonomic chair that is appropriate for the height of the employee. Chairs

should be height adjustable.• A dedicated accessible parking space that is close to the office entrance, if the

employee drives. • Flexible working hours, e.g. if it is particularly difficult to travel during busier times,

allow the employee to start and finish work outside of busy hours. • Moving the employee’s workstation to a more accessible area of the building.• Taking breaks from work and moving around during these breaks.• Providing height adjustable chairs and tables in break rooms and kitchens.• Providing the employee with a dedicated storage facility that is the appropriate

height for them.



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Assistive technology

4 https://askjan.org/media/downloads/WheelchairA&CSeries10.pdf

There is a huge range of equipment to enable persons of short stature and persons who use a wheelchair to work effectively. These include:

• Speech-to-text software so employees with limited hand and arm movement can operate the computer with their voice.

• Voice activated speakerphone, large button phone, and automatic dialing system.• Voice mail system, and/or headset, depending on the person’s preferences.• Alternative access for computers and alternative keyboards. 4



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Case Study 2 - Part 1CASE STUDY

Sara

Sara has recently started working as a consultant for a medical company.

Sara is a person of short stature and she experiences pain and discomfort in her back and legs if she sits down for more than a few hours.

Sara’s back problem has become worse lately and she has had to take time off work following medical consultation with her doctor.

Layla suggests that Sara may benefit from an assessment with an occupational therapist to see if there are any accommodations that could help reduce her discomfort. Sara explored this option with her existing medical team.

During Sara’s regular one-to-one meeting with her manager Layla, Sara explains that her back problem is causing her to feel discomfort at work and she has to take regular breaks to walk around and stretch.



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Premises

The design of premises can place a person of short stature at a disadvantage in accessing an employer’s premises. Accommodations to buildings can enable an employee who uses a wheelchair as well as others, to navigate a building more easily. These include:

• Making structural or other physical changes such as widening a doorway, providing a ramp or moving furniture if the employee finds steps difficult to negotiate.

• Relocating light switches, door handles, or shelves for someone who has difficulty in reaching.

• The implementation of automatic doors for someone who has difficulty reaching handles or pushing/pulling doors. Doors should be wide enough for a wheelchair user to easily pass through.

• The direction in which a door opens is altered for a wheelchair-user and furniture in the office in which the employee works is rearranged to ensure they can move freely.

• The implementation of an accessible bathroom.• If there are stairs either inside or leading up to the office/premises, ensuring that

ramps and/or lifts are also available.• If it is not possible to install a lift, then be flexible and consider allowing the

employee to work in a suitable office on the ground floor or to work remotely.

Make sure that an employee of short stature has time to become familiarized with the building, including any changes to the layout of the workplace – ask them about changes to the building which would help.

Ensure that employees know simple health and safety practices to prevent hazards that can disadvantage an employee of short stature who uses a wheelchair. For example, keeping aisles and floor space free from obstacles in order to aid navigation for people who use wheelchairs or scooters and people who have difficulty walking.

For more information on accessibility for the built environment see Appendix A: Workstation Access and Appendix B: Work-Site Access.

Alternatively, view the Universal Accessibility Built Environment Guidelines Manual: King Salman Center for Disability Research.

http://www.kscdr.org.sa/en/research/Documents/uap-be-en.pdf



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After the assessment has been carried out by the occupational therapist, a list of recommendations are drawn up.

Sara and Layla meet to discuss the recommended accommodations, which inc lude:

• A height adjustable desk so that Sara can stand up or sit down whilst working. • The provision of an ergonomic chair that gives more support to an area of the

back.• A headset so that Sara doesn’t have to cradle the telephone whilst making

calls.• Regular breaks to walk and stretch.• The provision of a lightweight laptop for attending external meeting.

Case Study 2 - Part 2CASE STUDY

Sara

The HR department contacted HRDF Tawafuq with three quotations for all equipment to source funding under the Employment Support Program. The application for funding was successful.

Layla and Sara make a note to meet regularly after the accommodations have been implemented to assess their effectiveness and see if any alterations are needed.

Sara agrees that these accommodations may help to lessen her back pain so Layla makes a note to contact HR in order to implement them.

HR



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Health and Safety

In the vast majority of cases health and safety presents no barriers to the employment of persons with disabilities. However, health and safety is frequently used as the rationale for the non-recruitment or dismissal of a person with a disability.

Employers often have a mistaken belief that the employment of persons with a disability will present an unmanageable risk to the health and safety of both the person with the disability and their colleagues.

As an employer, you should have a safety policy and you should consult your employees and safety representatives on the risks identified and the measures needed to prevent or control these risks. You must also ensure employees are familiar with the safety policy.

If you do have health and safety-related concerns regarding an employee of short stature, in order to achieve best practice, you should:

• Adopt a case management approach.• Make an individual, objective and competent assessment of any risks associated

with employment of the person of short stature.• Implement accommodations, which would reduce or remove risks for the individual.• Do all that is reasonably practicable to remove or reduce risks associated with the

environment or work activities and to uphold safe working practices.• Deal reasonably with any cases involving residual risks.



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Emergency evacuation

Employers should also provide a means of escape and have related safety precautions in place to ensure the preservation of life of all employees in the event of a fire.

Employers should work with employees with a disability to develop a personal plan regarding what will happen in the event of an emergency.

Considerations for persons of short stature might include:

• Allowing additional time to practice evacuation.• Exploring carry down options if necessary• Use of a fire evacuation lift if one is available.• The provision of handrails to aid escape.• Additional checks by fire wardens.



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6. Regulatory Framework in the Kingdom of Saudi Arabia

The rights of Persons with Disabilities have been clearly stated, globally, in the UN Convention on the Rights of Persons with Disabilities and, locally, in the definition of disability by the Saudi Ministry of Labor and Social Development.

In 2008 the Kingdom of Saudi Arabia signed and ratified the United Nations Convention on the Rights of Persons with Disability which states the following:

Article 27

Work and employment

. 1 States Parties recognize the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities. States Parties shall safeguard and promote the realization of the right to work, including for those who acquire a disability during the course of employment, by taking appropriate steps, including through legislation, to, inter alia:

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

A. Global



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b. Protect the rights of persons with disabilities, on an equal basis with others, to just and favourable conditions of work, including equal opportunities and equal remuneration for work of equal value, safe and healthy working conditions, including protection from harassment, and the redress of grievances;

c. Ensure that persons with disabilities are able to exercise their labor and trade union rights on an equal basis with others;

d. Enable persons with disabilities to have effective access to general technical and vocational guidance programs, placement services and vocational and continuing training;

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

f. Promote opportunities for self-employment, entrepreneurship, the development of cooperatives and starting one’s own business;

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

through appropriate policies and measures, which may include affirmative action programs, incentives and other measures;

i. Ensure that reasonable accommodation is provided to persons with disabilities in the workplace;

j. Promote the acquisition by persons with disabilities of work experience in the open labor market;

k. Promote vocational and professional rehabilitation, job retention and return-to-work programs for persons with disabilities.

. 2 States Parties shall ensure that persons with disabilities are not held in slavery or in servitude, and are protected, on an equal basis with others, from forced or compulsory labor.



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B. National

Definition of disability by the Ministry of Labor and SocialDevelopment

Who is a person with a disability in the workplace?

The Executive Regulations to the Labor Law via Royal Decree No. 1982 specifies the definition of disability and employment and recommendations for minimal accommodations and services. The regulation defines a person with a disability as a person who has one or more of the following permanent disabilities: a visual impairment, hearing impairment, cognitive impairment, physical impairment, mobility impairment, learning disability, communication disorder, behavioral disorder, affective disorders, autism or any other disability that is substantiated by a medical diagnosis and report by entity that is authorized by the Ministry of Labor and Social Development. The report should state that the person with disability requires minimal accommodations and/or services to enable him/her to perform his/her tasks and maintain the job.

For the official legal document kindly refer to the Executive Regulations of the Labor Law and its appendices (the official copy is only available in Arabic).



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7. Useful Organizations

If you are an employer that is interested in recruiting talented and skilled employeesincluding persons with disabilities the following services, organizations and companiescan facilitate your business need.

p Taqat - National Labor GatewayTAQAT the national labor gateway is a major national initiative to build the largest virtual labor market platform in KSA across both, private and public sectors.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-HRDF services or organizations listed are not necessarily endorsed by HRDF.

p HarakiaAssociation for persons with physical impairments.

Tel. +966 11 292 1572 / 920009882Web. www.harakia.org.saEmail. [email protected] Service Region Region 1

p Anoud Charity FoundationMaintenance of wheelchairs for people with disabilities.

Tel. +966 11 481 8877 ext. 1423-1240Web. www.alanood.org.saEmail. [email protected] Region Region 1



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p Al Rass charity to care of persons with disabilities Provides rehabilitation and support services for persons with disabilities.

Tel. +966 16 333 8444 Web. www.dcr.saService Region Region 5

p Efaa Society Provides rehabilitation, vocational and educational services.

Tel. +966 13 868 1306Web. www.psrc.org.saEmail [email protected] Region Region 4

p Girl Al Hasa Charity Provides rehabilitation and support services for women and children.

Tel. +966 13 593 0421Web. www.fatatalhasa.comService Region Region 4

p Social Awareness and Rehabilitation AssociationAims to increase greater community awareness through information and awareness programs for individuals, families and communities.

Tel. +966 11 269 4499 / +966 11 263 4111Web. www.wa3i.org.saService Region Region 1

p Persons with disabilities association in AlAhsa Provides services for persons with disabilities.

Tel. +966 13 562 0222 +966 13 562 0111Web. www.hdisabled.org.saService Region Region 4



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p Charity for the Care and Rehabilitation of Persons with Disabilities in Buraidah Provides rehabilitation programs for persons with disabilities, information and guidance for families and encourages greater community awareness.

Tel. +966 16 385 0120Mob. +966 55 326 2424 Web. www.cdb.org.saEmail. [email protected] Region Region 5

p DoroobAn elearning platform by the Saudi Ministry of Labor and Social Development. People can avail of free sign language training programs to improve disability confidence and develop communication skills through Saudi Sign Language.

Web. www.doroob.saService Region Region 1-13

p King Salman Center for Disability Research Research, lectures, programs and conferences relating to disability issues.

Tel. +966 11 488 4401Fax. +966 11 482 6164 Web. www.kscdr.org.saService Region Region 1-13

p Qaderoon - Business Disability Network Provides guidance, advice, training and best practice to employers to recruit, retain and include employees with disabilities through inclusive work environments.

Tel. +966 11 698 6116Web. www.qaderoon.saEmail. [email protected] Region Region 1-13



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EASTERN REGION

NORTHERN BORDERS

RIYADH1

2

34

6

7

8 9

11

13

10

12

QASIM

NAJRAN

ASEERBAHAH

MAKKAH

MADINAH

JAWF

HAIL

TABUK

JAZAN

5



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p World Wide Web Consortium (W3C)W3C is an organization created to develop and maintain standards on the internet that allows users to access pages on the web without display issues.

Web. www.w3.orgService Region International

p World Health OrganizationWHO staff work with governments and other partners in more than 150 countries to ensure the highest attainable level of health for all people.

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 multinational enterprises, employers organizations, business networks and organizations representing persons with disabilities.

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



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Workstation Access

All the following accommodations are detailed in the Universal Accessibility Built Environment Guidelines for the Kingdom of Saudi Arabia-King Salman Center for Disability Research, 2012. www.kscdr.org.sa/en

The following numbers are the chapter numbers of the relevant issues.

Office design, floor surfaces, doors and space (3.2.9, 3.2.25 & 3.5.2)

CHANGE IN LEVEL 7mm-13mmBEVELED BUT NOT STEEPER THAN 1:2(RATIO OF RISE TO RUN)

RUN

RISE 7 mm-13 mm

6 mmMAX

Appendix A



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Entrances and office access, including service counters, handrails, etc (3.2, 3.3.13 & 3.4.5).

600

mm

MIN15

50 m

m M

IN

1200

mm

MIN

1400 mm MIN 1400 mm MIN

1300 mm

800

mm



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Height adjustable desk or table for a person who cannot work comfortably at an existing desk (3.3.6).

600 mmMAX

700

mm

MIN

800m

mM

AX

CL

800 mm600 mm

MAX

875

mm

MIN

1150

mm

MAX



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• Accessible filing system for a person who cannot reach upper and lower file drawers in a vertical file cabinet (3.3.9).

• Page turners and book holders for a person who cannot manipulate paper.• Writing aids for a person who cannot grip a writing tool.• Accessible office machines, such as copiers and faxes, so a person using a

wheelchair can access them from a seated position (3.3.10).

X

Z

YM

AX R

EACH

HEI

GHT

1400 mm

800 mm255 mm

MAX

230

mm

MIN

1370

mm

MAX



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FIRE ALARM

SWITCH

OPTIMUMRANGE

INTERCOM

THERMOSTAT

OUTLET

450 mm MIN

1200

mm

MAX

300 mm

• Emergency exits and fire evacuation (3.4.9)

UP

Wheelchair Space800 mm x 1400 mm

Communication System



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• Voice activated speaker phone, large button phone, automatic dialing system, voice mail system, and/or headset, depending on the person’s limitations and preferences (3.4.7).

• Alternative access for computers such as speech recognition, Morse code entry, trackballs, key guards, alternative keyboards, and/or mouth sticks, depending on the person’s limitations and preferences.



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Work-site Access

All the following accommodations are detailed in the Universal Accessibility Built Environment Guidelines for the Kingdom of Saudi Arabia, King Salman Center for Disability Research, 2012. http://www.kscdr.org.sa/media/16933/uap-be-en.pdf

The following numbers are the chapters numbers of the relevant issues.

Accessible parking for a person who does drive (3.1.1, 3.1.3, 3.1.4, 3.1.6 & 3.1.9)

>200 mm

75 mmMIN

CHANGE IN LEVEL UP TO 6 mmMAY BE VERTICAL

RISE 6 mm or LESS

Appendix B



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Accessible local transportation - Harakia Association (see Useful Organizations)

2700 mm MIN

VEHICLE SPACE

2100 mm MIN

3600

mm

MIN

ACCESS AISLE

300 mmMIN

450

mm

MIN

2100

mm

MIN

TO C

ENTE

R O

F SI

GN2% MAX. SLOPE OF PAVEMENT AT ACCESSIBLE PARKING SPACE

3900

mm

MIN

3900

mm

MIN

PATHWAY TO ACCESSIBLE BUILDING ENTRANCE

KERB CUT

LOADINGZONE

ACCESSAISLE

CLEARSPACE

2100 mm

2100 mm

2100 mm5400 mm MIN



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Accessible route of travel from the parking lot into the building (3.1.13, 3.2.1, 3.2.2 & 3.2.3)

2% MAX. SLOPE OF PAVEMENT AT ACCESSIBLE PARKING SPACE

ACCESSAISLE

CURB RAMP

2400 mm*

6100

mm

2400 mm* 2400 mm*2100 mm

6900 mm*DOUBLE SPACE WITHSHARED ACCESS AISLE

4500 mm*SINGLE SPACE WITH

SHARED ACCESS AISLE

2100 mm

ACCESSAISLE

PATHWAY TO ACCESSIBLE BUILDING ENTRANCE

CURB RAMP



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Accessible restrooms, break room, etc. (3.2.11, 3.2.12, 3.2.14, 3.2.15, 3.2.16, 3.2.17, 3.2.18, 3.2.22, 3.2.23 & 3.2.25)

KNEE DEPTH300 nn MIN

TOE DEPTH

TOE

HEIG

HT30

0 m

m M

IN

KNEW

W H

EIGH

T70

0 m

m M

IN250 mm MIN

1800 mm MIN*

900 mm MIN900 mm MINABLUTION HOSE

800 mm MIN800 mm MIN

1500

mm

MIN

1800

mm

MIN

900 mm CLEAR 500 mm MIN

WASHBASIN FORSEATED USE

WASHBASIN FORSEATED USE

800 mm MIN x 1400 MINCLEAR SPACE

1400 mm MIN x 1600 MINCLEAR SPACE

DOOROPERATOR(WHEREREQUIRED)

600 mm MIN

(WHE

RE IN

-SW

INGI

NG

ENTR

ANCE

DO

OR)

900 mm MIN *

1800

mm

MIN

*15

00 m

m M

IN50

0 M

AX

300MI N

FLUSH VALVE ONTRANSFERSIDE ORAUTOCONTROLLED

TURNING SPACEREQUIRED FOR

180° TURN



43

Accessible route of travel to the person’s workstation, eg. lifts and escalators etc.(3.2.5, 3.2.6, 3.2.7 & 3.2.8)

950 mmMIN

50 mm MIN

RAISED 0.75 MM

895

mm

-945

mm

1475

mm

-152

5 m

m

3



44

For more information on accessibility for the built environment see the Universal Accessibility Built Environment Guidelines Manual:

http://www.kscdr.org.sa/media/16933/uap-be-en.pdf

HANDRAIL

19 mm MIN

1200

mm

MAX

890

mm

MIN

800

mm

-920

mm

16 mm MIN



45

8. Collaborative Partners

HRDF welcome feedback on this job accommodations guide from interested individuals, organizations and employers.

Please contact HRDF Tawafuq at [email protected] with feedback and suggestions.

• Edition 2 of the guide will incorporate feedback and include the name of organizations and employers who were part of the review.

• Deadline to feedback on Edition 1 is 1 September 2017.