Use to Solve Workplace Disability Discrimination
There are several theories of workplace disability discrimination. One theory says that employees with disabilities are recognizable, and that they have lower abilities than their peers. But most disabilities are invisible, and workers are not able to tell their coworkers about them. In countries where confidentiality laws apply, it is difficult to tell which accommodations an employee needs. A data entry clerk with arthritis, for instance, may need more time to type in a word document. However, such accommodations are generally not expensive and should be tailored to the specific needs of the employee.
Another theory says that workers with disabilities form the largest diversity group in the workforce. Many employers harbor negative views about their ability to perform work-related duties, and these concerns are interrelated. This paper outlines evidence-based responses to eleven specific concerns employers have about people with disabilities. It also shows how organizations with diverse workforces can improve their own culture and increase their employee satisfaction. This theory is a great starting point for solving workplace disability discrimination.
Regardless of the theory, the goal of eliminating workplace disability discrimination is the same: to create an inclusive, tolerant workplace. To make the workplace more inclusive, make coworkers more considerate of the needs of people with disabilities. Introduce new blind colleagues and make sure meetings and events are accessible. Also, be sure to accommodate any offsite locations that require accessibility. By fostering a culture of inclusion, employers can ensure their employees’ ability to thrive in the workplace.
Which Theory Should We Use to Solve Workplace Disability Discrimination?
The third theory, anticipatory justice, says that past discrimination shapes how we perceive justice. In this theory, previous discrimination leads to a future of anticipated discrimination, and the individual tends to hide or compensate for these behaviors. In other words, the more accommodating the employer, the better off the disabled person. But if the opposite is true, it may be time to develop a new theory.
As for the ADA, the definition of “disability” is critical to understanding its effects. Disabled people must meet one of three criteria to qualify for disability protection. They must have a physical or mental impairment. And they must have a record of the impairment. This means that workers with disabilities are qualified for employment under Title I of the ADA. But which theory should we follow? The answer depends on the context in which we are studying the problem.
In general, the ADA favors employers over employees. However, employees with disabilities report that they often resort to legal action when reasonable accommodations fail. They blame this on the fact that they lack organizational knowledge about their rights. False stereotypes about people with disabilities and the vagueness of the accommodation laws may play a role in the outcome of legal action. This is why more research needs to be done to understand the experiences of people with disabilities.