Benefits Of Hiring A Worker With Disabilities

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).

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.

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 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

The next two stories follow a man in Alberta and his job search. The first story is called Lethbridge man living with disability: “I want to work with customers” (Komadina, 2016a) while the next story was a follow-up response titled Alberta man with Down Syndrome scores 2 jobs after handing out 32 resumes (Komadina, 2016b). The former article paints a picture Dutch looking for his summer job. His mother advocates on his behalf by supporting his eagerness to learn new skills. However, she also mentions that she had hoped that the process of Dutch becoming more independent and moving out would have been faster. The article does a good job at addressing and acknowledging that employers are hesitant about hiring people who are differently-abled because they are afraid of how it might affect their company or store. There is also a great emphasis placed on educating the general public to make sure that they are aware of the benefits that people with disabilities bring to their job. The latter article was written as a response to the original. Of the 32 resumes that Dutch handed out, he only received two job offers. This response focuses on Dutch’s own sense-of-belonging and his mother’s belief in him. He is happy and proud about his two new positions.

A good reason a business should hire a person with a disability is because the individual is a good match for a specific business need. In an article called Employing, Serving All Equitably: The Nordstrom Way, the author points out, "You may not have the very best person in the job if you didn't recruit any disabled job candidates."

From the article “The benefits of disability in the work place” the author writes, “It would be reasonable to presume that companies would be reluctant to hire employees that would cost them more than other options. This is reasonable as we have seen trends to move manufacturing and call center operations to other countries. Within the country, companies have gone radical and taken measures to do things such as setting policies not to hire smokers or overweight people. Right? So, surely this is part of the problem. The perception that people with disabilities cost more than your average Joe. According to the U.S. Chamber of Commerce report, “Leading Practices on Disability Inclusion”, hiring people with disabilities is good for the bottom-line. The report has case studies from companies such as 3M, PepsiCo, Merck and AT & T. All companies in the report cite the benefits and importance of hiring people with disabilities. But, it does not clearly address the costs versus benefits of hiring people with disabilities.” What I understood from this articles is that companies will be wanting to be understandable for people that have disabilities to work for them but, they don’t want to spend so much money on them for whatever

Forming stereotypes and myths about the abilities of persons with disabilities leads to few employment opportunities. Groups and individuals have overtime stereotyped and formed prejudice against persons with disabilities. Henderson & Bryan (2011) state several obstacles to employment of persons with disabilities in the forms of myths and stereotypes (pp.85-87). Listed below are summaries of these myths and

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.).

If they have all the qualifications needed to do the job, there is no reason they shouldn’t be hired or given the same opportunity as another candidate without a disability. One of the most popular myths is that employers are required to hire people with a disability. This is false. An employer is free to pick the most qualified candidate of the job based on reasons that are not related to their disability.

    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.

be protected by the A.D.A. this person must have a long standing record of this