Part E: Project Process Paper

1.2 It is important to work in a way that embeds person centred values this is because you then include the individual in activities and allowing them to make choices. People with disabilities should be seen as equal partners and not people

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

1.identify legislation and policies that are designed to promote the human rights, inclusion, equal life chances and citizenship of individuals with learning disabilities

Personal variables are those that relate to an individual's perceptions of disabilities and disabled persons. These perceptions create global attitudes impacting a person's beliefs, values, and attitudes towards both physical and mental disabilities. Attitudinal variables are generally personal in nature, but are often reinforced by cultural variables. These are in turn legitimized by structural variables. For example, believing that persons with disabilities are incapable of working might be reinforced by a lack of images in the media depicting persons with disabilities in places of employment. Actual workplace environments are not designed to support persons with disabilities, and employers fail to find ways of changing their human resources policies to embrace candidates with disabilities. As a result, structural variables prevent disabled persons from working. The absence of disabled persons in the workplace reinforces the individual-level beliefs and attitudes that persons with disabilities are unable to work alongside their

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).

People with disabilities suffer discrimination such as the refuse of companies to hire those peoples. An estimated 386 million of the world’s working-age persons have some kind of disability, according to ILO. In a recent research, they found that two-third of the unemployed and disable persons said that they would like to work but they could not find jobs.

How does this social construction of disabilities impact institutional policies, and societal and individual behaviors regarding disabilities? In other words, how have people with disabilities been marginalized in the past and present at those three levels? Please be specific and provide examples to support your answers.

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).

Every person in the organization with a disability has a different need. Organizations work around the clock in many occasions to comply with the accommodations of each individual in the organization. Educating staff in how to comply with the requirements of ADA can be quite challenging. Organizations are afraid to hire, retain or accommodate workers with disabilities because of lack of awareness of disability and accommodations issues, concern over costs, and legal liability (Kaye et al., 2011). It is therefore the responsibility of the organization to educate management about the law and train on disabilities and accommodations. The guidelines, regulations, and building codes should be implemented to make the facility more welcoming and inviting to workers with disabilities (Stryker, R. (2013).

In the United States, there are tons of health hospital and facilities, there all know a little bit off something about how important it to care someone with disabilities. There are websites like the national council on disability or the NCD, The United States centers for disease control and prevention or CDC, and health care. There are also resources like gale, which can hold a lot of information about this particular topic. There are a lot of great information out in the world, some are in book that exist somewhere in the world.

Minority persons with disabilities also face issues relating to accommodation, access, health, social status, employment, stigma, and independence by belonging to the disability

Emotional : Providing debriefing classes after an distressful event this will help them to make better goal that would help them to achieve higher

Universally the discussions support Julia’s employment protection secondary to the Americans’ with Disabilities Act of 1990 which disallows discrimination against disabled workers. However, there remain numerous obstacles that can be faced by those with disabilities in regards to procuring gainful employment. Perceptions that a disabled worker will increase the labor of other workers may be prevalent, companies may experience a deficiency in external hiring support, for example, recruitment of the disabled. In addition, companies often lack funds or processes that would allow them to meet the requirements for accommodation of disabled employees (Wharton University of Pennsylvania, 2013).

Over the years, the workplace has experienced several instances of discrimination. In attempt to stop the discrimination, Title VII was passed. Although Title VII helped employers in terms of race, color, gender, religion and national origin, those who had disabilities continued to face the frustration of disability barriers in the workplace, given disability was not one of the listed protected classes. Employers abstained from hiring the disabled in fear of them not being able to perform at the same level as the other employees or the attitudes of such employees towards the disabled workers. Of course, there was some legal protection against discrimination: The Vocational Rehabilitation Act of 1973, but this law only applied to employees

    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.