Advantages And Disadvantages Of Integrated Disability Management

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).

As the 25th anniversary of the signing of the Americans with Disabilities Act approaches later this month, it is clear that many of the fears of the business community failed to materialize. In the first five years of the act, there was no wave of business failures tied to compliance; no wave of unqualified applicants whom businesses were forced to hire; no wave of workers suddenly claiming disability due to a bad back; and no wave of lawsuits that inundated businesses with the burden of undue legal costs. (ADA.gov, 1995). In fact, tax subsidies provided in the act helped many businesses afford to make necessary access accommodations as well as to provide other reasonable accommodations for people with disabilities, and the positive ramifications have been considerable. Up to 45 percent of the disabled population now hold jobs and are contributing to the economy, (Brault, 2012).

Depending on the disability I need to ensure that our Company Policies and Procedures cover this act. For e.g. if training is to be cascaded to teams then the delivery of courses and how these are delivered may need to be bespoke and adapted to any individual need that I identify.

The exact impact of a disability on the life of an individual varies according to a number

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

One of the major problems that these individuals experience is the lack of inappropriate infrastructure to enable them take on their works efficiently with much ease. Most business corporations have therefore put up extra infrastructural provisions for their disabled staff while some have gone an extra mile of providing their disabled employees with particularly skilled and trained dogs as guides. When it comes to enrollment processes companies and businesses are not legalized by the law to discard job applicants from disabled people. Some major large corporations give predilections to the disabled candidates during their selection procedures.

Expansion of the disability programs and the poor employment rates of adults with disabilities have become major concerns for Social Security and disability policy makers across the country. Disability law, culture, and policy, as reflected most directly by the passage of the Americans with Disabilities Act of 1990 (ADA), has undergone a dramatic shift toward the equal employment of persons with disabilities. The ADA prohibits discrimination against persons with disabilities in employment, governmental, and local services, public accommodations, insurance, telecommunications, and public transportation. Dramatic, positive changes affecting the lives of persons with disabilities are occurring in public attitudes and behavior toward individuals

Employers operate disability management programs because it gives them a structured way to manage workplace costs associated with workplace illness and injury. Costs can be controlled through maintaining skilled workers and limiting absences to maintain a productive workforce. The program is also thought to “prevent workplace injury and illness and to accommodate workers in a manner that facilitates early and safe return to work.” (Management of Occupational Health and Safety, 2011, 329) I also feel that employers operate disability management programs as a way to keep themselves out of financial hardship and legal issues which could stem from a workplace injury or illness.

According to Margret Vickers the Sociologists have been concerned about the inequality of patients that have a chronic to life altering disease especially at work. A person with a disability is categorized as being other, different, and outside the norm, faces obstacles of trying to fit in to the working environment. Furthermore, employees who don’t possess the physical, emotional or cognitive attributes that others present maybe stigmatized or discredited. The workplace remains difficult for people with a life altering illness to negotiate and be secure furthermore employment has actually decreased worldwide.

Across Australia there is a growing demand for more flexible work arrangements. A flexible environment can help employees improve a working environment and creating a flexible workplace is good for business. The advantages of a flexible working environment include: attract and retain skilled and motivated employees, creating greater staff loyalty and higher return on training investment, increased trust and respect, reduced stress levels and improved morale and commitment, increased management skills and finding creative ways to work, improved productivity. Taking on a flexible approach to work will help attract a diverse workforce including people with a disability. Introducing flexible work practices may at first appear difficult. But with

    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.

The dominant model of disability for the majority of the 20th century was the medical model. The medical model’s emphasis is on impairment; this is the cause of the disadvantage disabled individuals face and therefore the site of interventions (Crow, 1996). It is based in the biomedical and clinical. It views disability as a personal tragedy, an idea which is often implicit in work around disability based on the medical model. (Oliver, 1990).

5. Perhaps one of the most important protections for employees is the requirement that employers provide reasonable accommodations to qualified applicants and employees. Reasonable accommodations empower us to think creatively about how a job is performed. Sometimes just by thinking outside of the box and by engaging in the interactive process, employees and employers alike are able to identify solutions to keep an employee in the workforce. From adaptive equipment to modified schedules to restructured job duties to auxiliary aids and services, the list of possible accommodations that enable an employee with a disability to perform the essential functions of a job is endless.

A time line of disability management as an idea, pilot program and teachings and core values within organizations demonstrates the evolution to our current Integrated Disability

Diversity in careers is a wide category that encompasses a variety of fields and issues. One that is prevalent in every career and work setting is the diversity of health and disability within the workplace. All careers challenge employees with different requirements both physical and mental. It is important to understand how these challenges can affect the employee and common trends across a diverse group. To accomplish this, we must be well informed and understand what factors are most influential. Employee health and disability, whether physical or mental, can be detrimental in its life long career effects. To identify how to promote change we must first address the main issues.