Why not employ People with Disability?

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Whynot employ People with Disability?

Whynot employ People with Disability?

Theissues of employment discrimination on the basis of disability areprevalent on institutions that do not have policies that guide onemployment and disability. As a director of the human resourcemanager in amid-sized manufacturing firm,it is noted with a lot of concern that various companies does notconsider disabled people for employment simply because there is nopolicy that guides human resource managers on what is supposed to bedone when hiring disabled employees. Consequently, it is evident thatthere is a need to offer information to all employers to consider thedisabled people who meet the requirements and skills for a jobposition. This will help in empowering the disabled people. Theguidance or the policy should enable all the human resource managersto recruit and support disabled individuals or even people who are inlong-term health conditions to start working in their organization.

Additionally,it is important for the employers to develop confidence with thedisabled people when attracting, retaining, and recruiting them foremployment (Butlin,2011).Ethically, every employer is supposed to appreciate and respect theemployees on the basis of their ability, body conformation, and theiroverhaul performance. According to the ‘Equality Act of 2010`, adisabled person is defined as a person who has a mental or physicalimpairment that cause a substantial or long-term effect on theperson`s ability to work normally on the daily activities (Butlin,2011).Employment policy for people with disabilities asserts that thedisabled persons who are qualified for a job position should betreated equally with other employees who are not disabled. TheEquality Act of 2010 also plots that both the disabled persons andthe normal persons should be treated equally in matters ofemployment.

Asa result, there are legal and ethical issues that are associated withdenying persons with disability the right to employment because theyare not productive in a manufacturing firm. Legally, every firm issupposed to have one-third of the total employees comprising offemales and persons with disability. However, historically, there isa huge gap between the employment proportions of the people withdisability and people who are not disabled. Ethically, employers havethe responsibility of encouraging job applicants who are disabled bygiving them a chance to work for the society. Secondly, it is ethicalto create a workforce that shows the diversity to both the employeesand the range of customers it serves and the overhaul community it isbased.

Thirdly,it is paramount for a firm to bring additional skills to a businessa good example is employing sign language interpreters in the UnitedStates. Lastly, employing people with disability in a firm that arehighly qualified help in increasing the number of the employees whoare fit and with high quality to serve both the firm and thecustomers. This is because the costs of making reasonable adjustmentsin a firm when accommodating disabled employees are relatively low(Siperstein, Romano, Mohler, &amp Parker, 2006). Additionally,according to Roulstone(2000),there are immense benefits when a firm retains a skilled andexperienced employee who has acquired disability or impairment thanrecruiting and training new staff. This means that disabled peoplehas the right to employment and should be treated equally with thenon-disabled persons.

RecommendedCause of Action

Asa director of human resources in a mid-sized manufacturing firm,there is a convinced that there is an agency to develop policies thatguide on employing disabled people. As a result, the followingrecommendations should be put into place as the course of action toaddress the issue: Firstly, it is recommended that the firm shouldmake reasonable adjustments that support the people with disabilitywho apply for a job to be considered for the interviews. Based on theEquality Act of 2010, there is a need to ensure that all disabledpeople are helped to overcome all the substantial disadvantages thatthey may be facing when seeking for employment and subsequentprogress in their work.

Secondly,it is recommended that the employer should increase the understandingof the term ‘disability’ and the overhaul benefits that can beachieved by employing the disabled persons or retaining a person whobecomes disabled when working in an organization. The firm shoulddevelop a policy that highlights the rights of people with disabilityand the benefits of employing them. Thirdly, it is recommended thatevery employer should ensure that people with disability are givenadequate opportunities to fulfill their ability and potentials torealize their abilities and aspirations. This course of action willensure that every employer is substantially contributing towardshalving the disability employment gap that exists today.

Lastly,it should be the mandate of the directors of human resources toencourage and engage people with disability in employmentopportunities to exercise their confidence to enhance positiveresults in the duties assigned to them. To achieve this course ofaction, every employer should plan to provide training and mentorshipprograms to the disabled person before and after employment.Additionally, disabled persons should be given chances to participatein interviews and allowed to have extra time when doing the selection‘tests’ as compared to the non-disabled persons (Smith,Webber, Graffam, &amp Wilson, 2004).

Reference

Butlin,S. F. (2011). The UN Convention on the Rights of Persons withDisabilities: Does the Equality Act 2010 Measure up to UKInternational Commitments?. IndustrialLaw Journal,40(4),428-438.

Roulstone,A. (2000). Disability, dependency and the new deal for disabledpeople. Disability&amp Society,15(3),427-443.

Siperstein,G. N., Romano, N., Mohler, A., &amp Parker, R. (2006). A nationalsurvey of consumer attitudes towards companies that hire people withdisabilities. Journalof Vocational Rehabilitation,24(1),3-9.

Smith,K., Webber, L., Graffam, J., &amp Wilson, C. (2004). Employersatisfaction, job-match and future hiring intentions for employeeswith a disability. Journalof vocational rehabilitation,21(3),165-173.

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