Hiring Employees With Disabilities?

We live in a digital world where the physical work becoming lesser and lesser day by day. In the professional world, if we look at any workplace whether it is industry or business, the people with disability will face discrimination. Stereotypical thinking is that people with physical disability cannot do much of work. Even though in this digital and machine world where less physical work required, though the disabled persons find difficulties. Most questionable thing is that, physically disabled persons who are entrepreneurs, they run their own business but they initially had faced discrimination in the professional world even though they have the qualification and every other qualities that proved that they are completely eligible for the job. The most questionable thing is that even bank which approved their loans for business, those banks also doubted them as a person.

There are several issues that create obstacles for disabled workers, negative perceptions, lack of external hiring support, and lack of internal hiring support (Wharton University of Pennsylvania, 2013). There can be the perception on the part of the employer that disabled workers create additional work for the colleagues, regardless of whether or not the fear is founded. There is frequently a lack of external hiring support as in no program by the corporation

It is also extremely important for a business to ensure disabled candidates have the exact same opportunities to join the company as an able-bodied person has. This covers the job adverts as well as the rest of the recruitment process such as making your offices wheelchair friendly and excessive all the job

Regarding this concept, the author reveals how business owners could coerce disabled people into performing whatever task that needed to be done simply because they perceive disabled people as incapable of anything more significant. From the railroad business, to the widespread presence of Ford Motor Company, the spectrum of disabled people was shaped by how they were controlled by their organizations. “employers in mechanized sectors-in particular, railroads-were the first to associate disabled people with inefficiency and unproductivity” (Rose, 123). As a result, even when organizations such as Goodwill Industries tried to create special workshops and resources for their disabled employees, it did not end up in providing a solution. Disabled people were left to be controlled by not only their own places of work but by societies overall agreement that disabled people were of lesser value than abled

The Americans with Disabilities Act (ADA) “prohibits discriminating against an individual in the selection process” (Moran, 2014, p. 32) due to a potential disability. A disability can be defined as a mental or physical condition that can result in some sort of handicap. As a result, the employer may be required to accommodate the people who are considered as disabled, to help them perform his or her job duties.

The emerging trend covered in for this week’s readings involves workers with disabilities. The title of the case is Walgreens Leads the Way in Utilizing Workers with Disabilities (Gomez-Mejia, Balkin, & Cardy, 2012). This case gives the reader the ability to understand the need for Equal Employment Opportunity Laws. Also, the case gives one an opportunity to see how these laws actually help these cases. Even more, it supports the idea of how it is very important to give those individuals with disabilities an opportunity to seek work and maintain and healthy life style. The law that this group affects is the Americans with Disabilities Act (ADA) signed in 1990 (Gomez-Mejia, Balkin, & Cardy, 2012). This law helps and benefits many individuals in America. It also helps organizations to bring positive attention to their corporations, if they choose to employ workers with disabilities. Above all, it is very important that human resource departments across the nation pay very close attention to these laws. Not only will it be against the law to break regulations set by such acts, but it will also be unfair not to give these individuals an opportunity to apply for a job. This project will summarize the case and will focus on two key learnings from it.

People with disabilities suffer discrimination such as the refuse of companies to hire those peoples. An estimated 386 million of the world’s working-age persons have some kind of disability, according to ILO. In a recent research, they found that two-third of the unemployed and disable persons said that they would like to work but they could not find jobs.

In 1973 the section 504 rehabilitation act banned discrimination on people with disabilities. “For the first time, the exclusion and segregation of people with disabilities was viewed as discrimination” (Mayerson). People thought that people with disabilities that were unemployed and uneducated was “inevitable” (Mayerson). People fighting for the disabled proved that this was wrong and needed to be changed. The Americans with Disabilities act changed nothing for the employment for them, and by 2018 people with disabilities were still getting wages 40 percent below a “healthy person’s” (Picker). But, despite some unchanged discrimination the fixing of the equality between the disabled and nondisabled, right now, is that the Americans

The law requires that no one should discriminate any person based on their disabilities. My organization should use this provision to employ more people with a disability. They should award some of the vacant positions to people with a disability to enable these people to earn a decent living since many of them are better educated than the rest of the population (US Department of Labour, 2008). On the same note, the company should rely on the law to employ many people to demonstrate its loyalty and adherence to the law. Employing people with a disability will give the firm an upper hand as a peoples’ company that does not discriminate along disability lines. For those few disabled people already working in the firm, the company must ensure that they come up with effective working conditions to ensure that they perform their duties

The American Disabilities Act requires employers to make reasonable accommodations that enable disabled employees the opportunity to work. According to Roberts, Betts, and Huzey (2014), Employers are responsible for, “Making the workplace easily accessible, Providing or modifying equipment and devices, Restructuring jobs, Changing work schedules, Reassigning staff to a vacant position, Providing readers or interpreters, Adjusting exams, training materials, and policies.” Employees have requirements too. Employees must identify themselves as disabled and request an accommodation (ADA, 2010). The employee and employer

Disability is an impairment is a life changing condition that limits one’s physical or mental abilities. Disabilities comes in many forms such as blindness, hearing, speech disorder, loss of vision. and memory. As well as, chronic illness such as diabetes, HIV, obesity. Under Title I of the Americans with Disabilities Act of 1990 (“ADA”) employers, cannot discriminate against qualified individuals with disabilities when hiring, firing, job promotion, distribution of benefits and privileges. In addition, by law, employers must make reasonable effort to modify work equipment and job settings for people with disabilities. Such as job schedules, employee training and communication devices; without causing an undue hardship, significant difficulty

Individuals with disabilities continually encounter various forms of discrimination, including intentional exclusion from certain work areas, that denies them the opportunity to compete on an equal basis and to pursue those opportunities that guarantees success in the society. To guarantee success there is expectation regarding the relationship between the employer and employee, giving close attention to the various factors that should be considered to make the person with disability successful. This paper outlines the Americans with Disabilities Act (ADA) and the terms and conditions covering employees and employers as stated in Title 1. Title 1, as amended by the ADA amendment 2008, states that no covered entity will discriminate against a qualified individual based on disability (EEOC, 2015).

Having workers with disabilities can be beneficial to organizations. Sotoa & Kleiner, 2013, recommend to incorporate disability into the agency’s diversity statement, increase supervisor knowledge of the employment of people with

In a study, when recruiters were asked to choose a suitability applicant for employment in a hypothetical administrative assistant position. They ended up giving less employability rating to applicants with a disability compared to the one without disability. This clearly shows stereotyping in few work places. (Bricout, John C., and Kia J. Bentley.).

    A person with a disability, or handicap, can be defined as someone with a physical or mental impairment, which has a substantial or long-term adverse affect on his or her ability to carry out normal day-to-day activities (Employment 2). Handicap workers face many challenges in the work place that the average person overlooks. Also, many special arrangements and alterations have been made to the workplace for people with handicaps. Accessibility, transportation, workload, and salary are just some of the many issues that must be considered with the prospect of employing the handicap.