Diversity At Walgreens

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).

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

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.

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.

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

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

In 1990 the Americans with Disabilities Act (ADA) came into law. This law protects people with disabilities by preventing discrimination in all aspects of public life. The Americans with disabilities Act allows people with disabilities to have the same opportunities and rights as everyone else. The ADA gives Americans with disabilities employment rights just as any other employee would. Discrimination regarding hiring, firing, pay, and other aspects of employment are prohibited. Harassment of disabled employees is also illegal. Employers must also provide accommodations to the employee. An accommodation would be a change in the work enviroment so that the disabled employee can perform his or her job duties properly. For example, an employer making his workplace wheelchair accessible for his employee in a wheelchair. However, employers do not have to provide accommodations to employees if it causes too much hardship upon the employer. This would occur if the accommodation is too expensive or difficult to get done. People fall under the category of disability by three main ways: If the person has a physical or mental condition that affects life activates, if the person the person has a history of a condition or a condition that is not transitory. The ADA also limits employer’s interviews when asking job applicants medical questions, taking medical exams, or indentifying a

The organisation has to offer some training and assistance to employees so that they can understand and work well with disabled people. Besides that, the company also has to consider about working time flexibility for disabled people because some people need to use medicine that can affect

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

The integrated approach to disability management is the most effective and efficient way to help injured and ill employees to either return-to-work or stay-at-work, whilst trying to reduce the economic cost of disability to employers. Integrated Disability management (IDM) is successful when incorporated into the strategies and culture of an organization. I will be discussing how integrated or comprehensive approach to Disability Management is beneficial to both the employee and the employer/organization. Silivia Angeloni states that “the IDM approach can be applied across a diversity of human situations to provide solutions that reflect the multifaceted and widespread nature of disability” . She also states that “integrated approach to

Many employers have seen the benefits of employing individuals with a disability as they are sometimes more productive

    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.

This is not just a disadvantage to disabled people in the United States, it is a problem world wide. In the United Kingdom, only 6 percent of young disabled people are employed (O'mahony). All this leaving the United Kingdom with just “less than one in 20 people with a mental or physical disability are in paid employment”(O’mahony). Disabled people around the world in different nations are taken away the feeling of usefulness and the feeling of accomplishment. Affecting the disabled both financially but also emotionally.