The Disability Employment Discourse Within The Perceptions Of People With Ldd And Their Circle Of Support

Most Americans with a disability are usually laid-off and if they do have a job it is usually part time, dead end or under minimum wage. Many organizations do not want to hire disabled workers because they do not expect anything from them, which is due to the way society treats the disabled. People believe they are not strong or capable of doing anything or worthwhile. There are laws put against this matter, but no one who is being treated this way is not saying anything because they accepted it. This makes them feel isolated and causes depression (APA

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.

The day to day experiences of individuals with learning disabilities and their families are affected by the policies and legislations in place because it provides rights and entitlements for the individuals and their families. Furthermore, these rights are upheld and protected from discrimination which is very important as it gives them more opportunities. In addition to this, by offering as person-centred care it gives the individual the choice of their care and how they receive it which gives them the freedom of how they would like to live. Moreover, the policies gives the individuals an equal opportunity to access public services, employment and health care which also relates to them being able to live within their community. This is because

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

95). The 1992 amendments were set into place to improve these numbers. However, over a decade has gone by and there are still barriers that have not been broken down. Many employers will not employ someone with a psychiatric disability thus resulting in “underemployment of the subpopulation with only one third of individuals being competitively employed at one time” (Schutt & Hursh, 2009, p.53-54). Job retention has also become a growing concern because meaningful employment has been difficult to quantify. In addition to the majority of the psychiatric disability population being unemployed, those that are employed “work entry-level job positions with low pay and little chance of advancement leading to limited opportunities for improvement in the quality of their lives” (Ackerman & McReynolds, 2005, p. 36). “Job retention is an important psychosocial goal, which is not often achieved” (Schutt et al., 2009, p.53). “The main reason individuals with psychiatric disabilities leave jobs is due to interpersonal and personal problems more than quality of work” (MacDonald-Wilson, Rogers, & Massaro, 2003, p.16). It was also found that most had “poor motivation or job responsibility” (Rimmerman, Botuck, & Levy, 1995, p. 41).

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

The author is affiliated with Mississippi Department Rehabilitation Services (MDRS). MDRS is the largest state agency committed solely to helping students/people with disabilities achieve their independence through employment. MDRS provides services designed to improve economic opportunities for consumers with physical and mental disabilities. The programs under the umbrella of MDRS includes the following: (a) Vocational Rehabilitation, (b) Vocational Rehabilitation for the Blind, (c) Supported Employment, (d) Transition Services, (e) AbilityWorks Inc., and (f) Deaf & Hard of Hearing Services. These centers provide vocational assessment, job training, and work experience for consumers with disabilities.

Aside from an income, employment provides social, professional, and developmental skills. According to the American Foundation for the Blind, Supported Employment (year and page#) “provides people with severe mental disabilities the appropriate, ongoing support that is necessary for success in a competitive work environment.” More specifically, “it is for individuals with severe disabilities who need lifelong, ongoing support.” It is a form of positive mental health for persons with severe mental disabilities.

Disability is present in everywhere around the world, and its definition is quite complex and it differs across cultures. In general, it is considered as a Disabled Persons who had permanently loss or reduction of structure, or anatomical function, physiological, psychological or mental, generating inability to certain activities within the standard considered normal. The concept of disability includes impairments that prevent full and effective participation in society on an equal basis with others. For the final paper I chose to compare the disability employment between Brazil and Canada.

    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.

When one looks at a newspaper for employment, he or she may not see very much opportunity for disabled persons. A disabled person must not be afraid to apply for a job for which he or she feels qualified for fear of discrimination. In fact, Gomez-Mejia, Balkin, & Cardy (2012) described discrimination as “simply making distinctions-in the HR context, distinctions among people “(p. 98). It is refreshing to witness certain companies as they look past this factor and choose to employ these eager workers. Are there advantages to employing members with disabilities? If so, this notion could prove a meaningful relationship where both the employee and employer may benefit.

A literature review illustrates how vital job placement services have been found to be in the job employment assistance endeavors. The review of previous studies reveals the “receipt of placement services” to be the “strongest predictor of employment outcomes” (Fleming et al., 2014, p. 7). A 2006 study characterized job placement as “the driving force behind the vocational rehabilitation program” (Fleming et al., 2014, p. 7). According to the researchers, the public Vocational Rehabilitation (VR) services have attained the status of “the most important vocational programs for persons with disabilities” (Fleming et al., 2014, p. 7). The authors cite the number of “new applicants [registered] nationally” as 564,908, in the 2011 Fiscal Year alone, as proof of the organization’s heavy caseload of new clients (Fleming et al., 2014, p. 7). These numbers indicate that rehabilitation services have been in high demand. Considering the importance of the vocational programs in assisting the disabled clients who are in need of employment, the authors determined that it was appropriate to examine the different ways these services can be rendered.

This report focusses on how disabled people fair in organisations when it comes to employment and promotion. It looks at the barriers that this disadvantaged group faces. Disabled people are disadvantaged in various socioeconomic dimensions. Various policies and schemes have been adopted by governments to address these issues. But the main emphasis remains on disabled people’s performance in labour market which is considerably low than that of non-disabled people. According to the Labor Force Survey, disabled people are now more likely to be employed than they were in 2002. In 2012, 46.3% of working-age disabled people are in employment compared to 76.4% of working-age non-disabled people (https://www.gov.uk/government/publications/disability-facts-and-figures). Employment among working-age adults with disabilities declined from 33% in 1989 to 19% in 2012, though the employment rate for those without disabilities has been relatively constant approximately 80%; (Houtenville & Ruiz, 2012). This disadvantages so early in their lives explains why middle-aged disabled people have low human capital, less job experience and educational qualifications.

People living with a disability either physically , mentally or emotionally face major complications and discrimination when it comes to their career choice in that some sectors of the employment see them as unfit or incapable of performing various responsibilities. When it comes to their working life, they are subjected to various challenges which hinder their output and general performance of their duties. This research focuses on the special needs of this particular group when it comes to their working life. Also, the major discussions included in this research relate to the events that occur in the life of people with disabilities that influence their choice when considering which careers to indulge in. additionally, how career choice is affected by role expectations of gender and discrimination. The research also dwells on how a career counselor meets the needs of people with disabilities in this special population. Finally, the research discusses the sources of support for people with disability.