The Motor Vehicle Accident Fund (MVA Fund) started operations on 1 January 1987 to service third party cover from funds earned from a levy on fuel. Originally called the Motor Vehicle Insurance Fund, the MVA Fund has been going through profound change in order to deliver services that meet the expectations of its stakeholders. Over the years, the governing Act underwent reviews as a response to feedback from both the public and stakeholders. Currently the Fund is governed by the Motor Vehicle Accident Fund Act No. 15 of 2007, which is a hybrid of both a fault-based and a no fault compensation system. Severe Injuries MVA Fund has a total of 1 589 claimants who suffered severe injuries during road crashes.. Role of MVA Fund in management of the severely injured The Act has put emphasis on medical treatment and rehabilitation as one of its core mandates. The timeliness of medical attention and rehabilitation results in improved claimants’ outcomes. Some of the objectives of the Fund in managing these claimants include among others:

• • Restoring claimants to highest possible level of functionality

• • Vocational rehabilitation

• • Return to work

• • Social rehabilitation Achievements by Botswana MVA Fund

Despite the challenges faced by developing countries, the Fund managed to:

• • Remain sustainable hence continuing to deliver on its mandate

• • Support the severely injured by:

  • ○ medical and rehabilitation cover

  • ○ loss of income o enhancement of quality of life e.g. house/workplace modification o providing social and welfare care

  • ○ advocacy role

• • Build capacity in both government and non-governmental organisations as a long-term investment in the management of the severely injured.

The Fund continues collaborating with relevant stakeholders and international bodies for best practice in managing these claimants.

Although companies increasingly focus on the social dimension in corporate sustainability, there seems to be a lack of understanding how and to what extent disability and accessibility frameworks and activities are integrated in corporate sustainability reports. In this article, we aim to close this gap by (a) analysing the disability and accessibility (D&A) activities from the largest 50 companies in Europe based on their corporate sustainability reports, and (b) advancing a simplified conceptual framework for D&A that can be used in corporate reporting. In particular, we provide an overview about corporate D&A reporting and associated activities according to three identified areas: (a) workforce, (b) workplace, and (c) products and services. Our findings are twofold: First, the majority of the companies address D&A in their corporate sustainability reports mainly under the diversity umbrella, but lack a detailed debate about the three identified areas. Second, we found that existing frameworks for D&A are hardly used because either they are not focused on corporate reporting or seem too difficult or complicated to complete. Thus, our framework not only represents a first opportunity to foster the implementation of a D&A framework within the social dimension of corporate sustainability reports, but also presents a holistic yet flexible management tool that takes into account the most critical elements while shaping implementation, directing evaluation and encouraging future planning of D&A initiatives. As such, this study contributes to and extends the limited amount of research of D&A activities in the social dimension in corporate sustainability reporting.

A significant proportion of injured workers are not able to return to their original job. Employers have a responsibility as part of their disability management programs to assist this population to find a new vocation. The purpose of this qualitative study is to explore the résumé-development process in terms of its potential impact on job-search behaviour for injured workers who are unable to return to their previous job. Data were collected from 22 Australian rehabilitation counsellors via questionnaires, sample documents, and telephone interviews. Thematic analysis of the data reveals that the résumé-development process may be useful in promoting effective job-search behaviour in clients. However, for this to occur it is suggested that the résumé-development process must provide relevant knowledge and skills, overcome or reduce clients’ doubts, address disability but focus on ability, provide ongoing emotional and practical support, value individualisation, and increase clients’ motivation. It is speculated that the findings may be explained by the increased sense of self-efficacy that occurs through participation in the résumé-development process.

Background: The proportion of people with disabilities in the 50 to 64 year age is double that of those aged 35 and 44 years. Economic inactivity rates are almost 40% higher. Disability Management (DM) professionals are in the front line in responding to these challenges.

Objectives: A key issue is the nature and extent that new knowledge and additional skills are required to respond effectively to the needs of older workers. Methods In 2013, the National Institute of Disability Management and Research (NIDMAR), in collaboration with Pacific Coast University for Workplace Health Sciences, brought stakeholders, professionals and researchers together to explore a more integrated approach to older workers. A follow up questionnaire was distributed to participants in order to validate the conclusions.

Findings: The consensus was that DM professionals already had the skills required but that there were a number of areas where it was essential that knowledge be enhanced and attitudes changed. DM professionals required better knowledge of age-related health conditions, the complexities of co-morbidity and human rights issues and to acknowledge longer recovery times, the health benefits of work, the ability to learn new skills and older workers’ added value to teams.

Discussion: In addition to the essential competences, 22 desirable domains of knowledge, skill and attitude were identified. The taxonomy produced has the potential to form the basis of a training needs analysis (TNA) that could be used by organizations to evaluate the competences of DM professionals and to produce age-sensitive continuing professional development modules.

Conclusion: DM professionals are equipped with the necessary skills to respond effectively to older workers. The appropriate application of these skills requires a change in attitudes and a deeper knowledge of age-related health conditions and the human rights implications of the intersectionality of age and disability at work.