Assessment On Managing For Equality And Diversity In The Workplace By Increasing Opportunities For People With Disabilities
Introduction
Sanglin-Grant, S. (2003) explains that equality is the development of policies and practices that eliminate dissimilarity in any organization, institution or workplace. In this case, all persons within the organization are accorded equal opportunities and are also accorded equal treatment. Diversity on the other hand is all about embracing the value of individuals in an organization while at the same time making the most of their potential. Diversity encompasses all varieties of individuals from ethnic minorities, racial minorities, the elderly, women, persons with disabilities and persons with unconventional sexual orientations. When organizations embrace diversity, then they heighten their levels of creativity, innovation and overall success in their marketplace. Most workplaces have not accorded certain individuals equal opportunities on the basis of their background or physical attributes. This has resulted in various types of diversity such as cultural diversity, age diversity, gender diversity and so on. (Miller, Hagen and Johnson, 2002) However, for purposes of this research, focus will be on persons with disabilities.
Before examining the imperative issues in managing diversity within the workplace for persons with disabilities, it is crucial to understand the meaning of the term disability. The Disability Act of 2005 (UK) defines disability as a form of restriction in the process of conducting social, business or cultural duties due to physical, mental, health, intellectual and health impairment. Statistics conducted in the European Union found that the unemployment rate for a person with a disability is two hundred and fifty percent higher than a person without a disability. This impedes their ability to become self sufficient, socialize and develop a high self esteem. (Ross & Schneider, 1992) Consequently, persons with disability end up being isolated or end up falling in the poverty bracket. Such alarming outcomes should solicit action from employers and other stakeholders within the workplace. Employers need to ask themselves; what policies and procedures can they set up to encourage equality? What are the benefits of providing equal opportunities for person with disabilities?, what negative consequences can result from failure to comply (laws and regulations)? Lastly, what case studies can companies use to further this concept? (Holly, 1998)