Law Reinforcement

According to the Disability Discrimination Act 1995, a disabled person “has a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities. ” Around 11 million people in the UK are living with a limiting long term illness, impairment or disability with less than half employed. With developing technology,

A. Disability legislation increases the recognition of actively involving individuals with a disability into community based projects and adapting mainstream projects for the involvement of others with a disability. This encourages inclusion for disabled individuals into the community and helps with other factors such as disabled access for wheelchair users and individuals with impaired mobility in the likes of schools and universities as well as local shops and community centres. Encouraging inclusion of disabled individuals into the community “normalizes” disability and encourages a positive

If you do not already have a good disability policy, this may be an important opportunity to request disability awareness training for managers and union reps. Even disabled members may not be aware that they qualify for protection under the Equality Act 2010, or that they are ‘disabled’ according to the Act’s definition of a disabled person. Knowledge can be power, so publicise disabled people’s rights.

While the struggle to find employment in today’s society is difficult for everyone, the chances are nearly impossible for disabled adults. For example, 1 in 3 high functioning young adults

Disabled persons are as able for employment as any other normal person. They usually face a discrimination for being a disabled person. The main thing is that the perspective of the person towards them. Some people have a negative attitude towards disabled persons that they are physically and mentally not strong as a normal person. Whereas the people who have positive attitude believes that intelligence, work ethics, and dedication has no relation with a disability. Those attitude difference create ethical questions. The common question is

Not to do those jobs considered menial, but jobs that reflect their qualifications and experiences. Policy makers needs to broaden the curriculum for those training courses that are offered to the disabled to include courses that are relevant to the need of the society and can be of benefit to the individual as well. Remove the exemptions from the Rehabilitation Act that gives Private Clubs and Religious organizations areas of exemption to adhering to mandatory alterations to their place of business/worship. For those with a severe disability that does not allow for work in the normal workforce, create entrepreneurial opportunities in various fields that those individuals could be comfortable and happiest in. Offer tax breaks to private sector employees that employ disabled individuals in their workforce. Remove the legal costs associated with accessing disability status, as that works as a hindrance for those persons living with a legitimately diagnosed disability but does not have the resources to pay for a

The role of the government in giving decent employment to people with intellectual disabilities is immense. In the United Kingdom, for example, the Department of found out that 7% of adults with learning disabilities were able to engage in some form of paid employment. The vast majority of this labour force is comprised of part-time work. The British Association for Supported Employment was a program that has been successfully implemented for decades as a personalised model for giving support to people with significant intellectual disabilities to secure and retain paid employment. This government program uses a partnership strategy to help people with disabilities to achieve a sustainable and long-term employment. It also helped businesses

    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.

On society’s existing term, the person would remain excluded from much of mainstream society. Therefore, the law protects disabled people in all aspects of their life, including employment, communications, governmental activities and public accommodation. The Department of labor believes that people who are disabled need good jobs too. So the Department of Labor has several agencies that can help disabled people find meaningful work and start their own successful careers like normal people. The agencies not only can help employers hire people with disabilities but also help they stay within the law when hiring disabled people.

Likewise, disabled people also should receive the equal treatment and opportunity at the workplace as the women does. People with disability shouldn’t be discriminated as the one who can’t work well in the industry. According to the article, “People with disabilities find work with new San Francisco program”, Laura Shumaker describes, “Each job is unique and requires a specific skill-set, and each job is being performed by a person with disabilities” (qtd in SFGATE.blog). This shows that disabled people can get jobs in some program such as program that developed at UCSF with the local nonprofit organization, Toolworks to provide more job opportunities with on-job-support and classroom instruction. Based on this opportunity, disabled people

People who are blind or visually impaired have significantly higher rate of unemployment than those in the general population (Ferronatoa & Ukovic, 2014). According to the National Federation of the Blind (NFB), in 2013 only 40.2% of adults at working age who reported significant vision loss were employed (Erickson, Lee, & Schrader, 2015). The visual impairment community faces numerous barriers when seeking employment. In the past employers have believed that hiring people with disabilities may negatively affect their other workers or they may be unable to complete the tasks of that occupation (Golub, 2006). Crudent, Sansing, and Butler (2005), have identified several barriers that are most common for people with visual impairments, which include; negative attitudes towards visual impairments, transportation, lack of job skills, finding access to print, and lack of support in the rehabilitation organizations. Examining the current research on barriers to employment and how to overcome them demonstrates the benefits the field of rehabilitation counseling and how to better serve clients within this community. People who are blind or visually impaired have the ability to prevail over the obstacles put in place by the environment and society. The key areas of focus in this article is employer attitudes, accommodations, transportation, agency influence, and social support.

Would you hire an individual if your business would benefit in a multitude of ways including: a diverse workforce which adds new ideas and viewpoints, increaseing retention rates while reduceing hiring and training costs, and gaining access to new markets? Every year more and more employers reap these and other benefits as a result of hiring a worker with disabilities. These employers have realized the myths perpetuated by some parts of society which result in fears and uncertainty in regards to hiring those with disabilities are unfounded. To the contrary, businesses that hire disabled individuals find the business, the employees as well as the disabled individuals all reap the benefits.

Successful employment remains a critical issue for people with disabilities, although legislative mandates and a gradual change in attitudes across our culture have brought about some improvement. The Americans with Disabilities Act of 1990 has clarified the legal rights of both individuals with disabilities and employers; at the same time, however, both groups still face important issues in employment, such as the disclosure of disabilities and the provision of reasonable workplace accommodations. Likewise, successful employment experiences require a match between the skills of individuals with disabilities and the skills needed for jobs.

Obtaining employment is a right that many believe is foundational to humanity. However, despite many laws banning discrimination against individuals with disabilities, it does still occur frequently. Women with disabilities are affected even more so than men with the same disability. According to Smith (2007), “Women with a non-severe disability have an employment rate of 68.4% and men with a non-severe disability have an employment rate of

This paper sheds light on the reason for low employability of the disabled persons and how assistive technology can change the same making the disabled on par with the able bodied and enable them to work on a level playing field in any profession.