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Employer Dilemma Over Disability Employment Assessment Answer



Every business is organized into different departments such as marketing, production, financial and human resource department. These departments are tasked differently to enable the growth of the company. Human resource department provides organizations with basic ability to accomplish the objectives through the use of efficient human resources (Hastings, 2012). The department is responsible for doing recruiting, training and developing employees, design compensations and benefits to employees, designing organization’s labor laws and job safety. In most cases, the human resource department has been faced with difficulties in addressing diverse issues such as recruitment of young workers, people living with a disability, people living with HIV/AID and many other minority groups, as a result of the unconstructive structure of management of such groups in those companies (Bualar, 2015). The paper, therefore, explores the management of diversity group with an emphasis on the people living with a disability. The paper looks at different roles of human resource management such as the recruitment training and development of the people living with a disability.

Definition of Disability

Disability refers to any mental or physical impairment that substantially hinders one from undertaking major life activities(Nota et al.,2014).  People living with disability are characterized by musculoskeletal problems leading to dysfunctions of the bone joints, poor senses such as vision and hearing loss, respiratory illness such as cystic fibrosis and cardiovascular disease (Kaminer, 2016). However, for this paper, disability will major on that kind of people with vision impairment, mental health conditions, intellectual and physical disability.

Discrimination History of Disable People

In the past decades disable people have faced discriminations in most of the private and public sectors that have led them to have little command on the basic needs.  The negative notions about the disable dates back in history in the 16 the century, for example in the bible, it is denoted that disability is as a result of sinful nature of ancestors or either possessed with evil spirits and this made people disassociate with such kind of people(Winter et al.,2016).  In Greek, disabling automatically allocated an individual as inferior that is capable of nothing constructive. The works are done by socialist such as Darwinism stated that the preservation of the disabled affects the natural selection process hence interfere with the selection process of the “survival of the fittest.” It is also noted that some societies in the past banished the disabled people and accorded mysterious names (Shapiro, 2013). These injustice practices manifested themselves into the 21 century despite the fact that public awareness and acceptations have been on the forefront to be accepted and embraced.

The negative public attitude towards disabled people has been common in workplaces with the common notion that all disabled people are the same and are unable to perform simple tasks, hence having them in business organizations is a liability that no enterprise wants to sustain(Golabek-Goldman, 2017). For example in the united states of America, the percentage of disability by 2016 was 12.8% with an unemployment rate of 54%(Broersen et al., 2011). In the global context, the unemployment rate of disabled people is about 10.5%.  These few data shows the employment disparity in much organization that result from the negative public attitude towards the disabled.  However, with the development of human rights, most of the organizations strive towards reducing the unemployment ratio of the disabled people.

Recruitment Process of Disable Employees

Recruitment is the core agenda of the human resource department of every organization. The department is responsible for selecting the workforce needed to foster the achievement of the organization’s goals. Therefore, skills, workforce, experience, knowledge are always the major factors considered during the selection process. In most cases, the employee turnover, about 80 percent is as a result of the decisions made during the selection process, thus makes it a critical aspect of organization development (Cudd,Keijer & Breding ,2012). The globalization and need for fairness created by Equal Employment Law have provided opportunities to the disabled people to be selected in some industries and organizations; the department has always found it difficulty has the disabled people among the workforce with fear of being unproductive.

Interview Accommodations for the Disabilities Applicants

It is the sole role of the employers to construct a reasonable accommodation to facilitate the applicants that are appearing for the interview session (Perez et al, 2018). Accommodation for the interviews includes a location that is accessible for all people with difficulty in movement, a conspicuous sign language for the interpreter for those with difficulty in hearing and person to offer direction to those that are visually impaired. The accommodation is divided into different categories, these are: No-Tech and High-Tech.

No-Tech Accommodation

No-Tech accommodation tends to have either no or low cost for an organization as the employer offers extra time, flexibility, time and innovative thinking. For example, one may take considerable time to paint a color-code as a filing system with the recruits in case they have eye problems.

High-Tech Accommodation

High-Tech of the type of accommodation entails the accessibility of specialized devices such as screen reading program that is capable of synthesizing voice. This type of accommodation tends to require some issues to be addressed before training begins and always help the employees in saving time and money.

Job Opportunity Advertisement to Disable People

The employment process begins with the job advertisement process. In most occasions, the job advertisements fail to capture the availability of the disabled people in the society. People that are visionary impaired fail to get job adverts done in most cases. The advertisement should be redesigned such as some requirements should not put compulsory for the disabled people. For example in a job advertisement for a marketing officer, under normal circumstance, the ability to drive is always a requirement, but then there might be a good marketer that is capable of outdoing the organization’s goal but fails to either apply or picked in the interview on the basis of inability to drive.

 Therefore the advert should contain an indication that the driving ability is not compulsory for the physically disabled person, and contain brief information on how the selected disabled persons will be associated with accomplishing the tasks. Hence this will help in motivating such applicants to make attempts. Apart from making attempts, such adverts that cut across create the sense of belongingness in such organizations, making the qualified disabled not to feel the opportunity as sympathy rather an equal opportunity to all.

Applicants Selection and Interview

During selection, all the applicants should be screened to include rather than exclude candidates to ensure no applicant is left out of the list accidentally. All the qualifications should be considered expanded to enhance diversity.

The interview process is always the process of penetration of an applicant to the board of interviewers, and several methods are always used to determine the abilities of the applicants. The common interview tools include questionnaires, face-to-face conversation, practical test and many others depending on the job (Totsika et al., 2010). These tools should be redefined to take care of the disabled people, for example, a driving job; the organization should remodify the vehicle in a a way that will accommodate the physically disabled employee(Ragehr 2016).  The questionnaires or the oral interview also must be transformed in such a way that fit the visually impaired employees.

The interviewing team should include people that are respectful to the physically challenged individual, and the team must have diverse outlooks. Such team tends to recognize the potential among the people living with disability and bring them into the light (Famum & Wiener, 2016)).  Before the interview session, the team should prepare very well constructed questions that are not sensitive to the disabilities, rather should be able to cover the kind of qualifications that are needed to accomplish the task anticipated with minimal supervision or training (Shapiro, 2013). The interview team should avoid making assumptions on the applicants that are leaving with a disability, and therefore the most promising candidate should be the one to be picked there should be effective communication with an equal opportunity for all candidates and those with a disability should be given more attention.

Training and Development of the Disabled Persons

Every employee whether disabled or not disabled, has a weakness. Therefore it is the role of the HRM to ensure that all the selected employees acquire the organization culture and the required skills for the task assigned. Training has great benefits to both the employee and the organization in the following context: training keeps the organization in contact with continuous technological and social changes, helps the organizations stay ahead of the potential competitors (Doogan & Playford, 2014). Helps in maintaining the knowledge and skills, increase job satisfaction and provide internal job promotions.

The training session should also entail different software and other media for Learning Enhancement. Tools such as screen sharing and specialized videos and applications assisting disable employees in building a team (Shapiro, 2013). Such applications enable the organization to keep in touch with the employees. There are different kinds of gadgets and gear can be used to address such problems, these include:

Braille or raised print on gear and manuals, Raised work areas for representatives who utilize wheelchairs, Calculators that have the capability of conversing with the visually impaired. computers that "converse with" the client -Clipboards, versatile light switches, headsets and speaker telephones, and gadgets with versatile hand and foot controls for representatives with physical incapacities

Bit by bit is Switching and Introducing New Functions -After some time, you can switch works that your representative can't perform with different obligations for which they have transferable experience. These sorts of trades adjust everybody's workload (Charlton, 2011). Examine this arrangement before preparing to realize what to present amid sessions. You may do preparing for independent sessions, beginning with a particular arrangement of assignments first and gradually presenting others.

At one point the employees should listen to the people with disability and understand the task that is comfortably and those that have difficulty in performing. Through this, the employees have the capability of finding their best workstation hence reducing the psychological torture that might arise from the failure of underperforming.

Reasons for Training Disable Employees

There are several reasons that an organization benefits from training employees such improved skills, performance, and retention of knowledge. Subsequently, training the disable employees too has advantages such as Creation of a workplace that is inclusive (Wylonis, Wilonis & Sadoff, 2017). The training tends to remove the major negative stereotypes about the ability of workers, less intelligence and many others. These help such employees to improve productivity. Training improve morale of the disabled employees boost their morale as they acquire the knowledge and skills about a particular task, eventually leads to improved performance. Secondly, training avoids claims of discrimination against disable people help the company to avoid the major claims of bias that might be spread resulting in the loss of the reputation.


Disability is the human nature of being unable to perform the daily human life task as a result of physical and mental impairment. During the past decades, disability was treated as an awful condition that led to discrimination, exposing the disables to poor living standard. The discriminations were transferred from generation to generation even into the 21st century.

Many organizations policy are unable to accommodate disabled employees, despite the fact that globalization and the rights of human rights. The recruitment and training should be different from the normal process that is capable of accommodating all the disabled people. The employees should also be provided with tools that will ease their work such as computers with audios, leveled working places that are satisfactory to the disable people.


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Bualar, T. (2015). Employer dilemma over disability employment policy in Thailand. Journal Of Public Affairs (14723891), 15(3), 231-236. doi:10.1002/pa.1508

Charlton, J. (2011). Recommended rearrangement. Occupational Health, 63(12), 14-15.

Cudd, P. A., Keijer, U., & Breding, J. (2012). Work life, new technology and employment of disabled people: A twenty year programme. Technology & Disability, 24(3), 211-218.

Doogan, C., & Playford, E. D. (2014). Supporting work for people with multiple sclerosis. Multiple Sclerosis Journal, 20(6), 646-650. doi:10.1177/1352458514523499

Farnum, K. S., & Wiener, R. L. (2016). Stereotype Content Model, Causal Models, and Allegations of Age Discrimination: Should the Law Change?. Analyses Of Social Issues & Public Policy, 16(1), 100-124. doi:10.1111/asap.12112

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Hastings, K.(2012). Administrative Human Resources Department: HR and Institutional Performance. ASHE Higher Education Report, 38(1), 29-44.


Nota, L., Santilli, S., Ginevra, M. C., & Soresi, S. (2014). Employer Attitudes Towards the Work Inclusion of People With Disability. Journal Of Applied Research In Intellectual Disabilities, 27(6), 511-520. doi:10.1111/jar.12081

Perez, F. J., Romeo, M., & Yepes-Baldó, M. (2018). The corporate social responsibility policies for the inclusion of people with disabilities as predictors of employees' identification, commitment and absenteeism. Anales De Psicología, 34(1), 101-107. doi:10.6018/analesps.34.1.237231

 Regehr, J. (2016). Disabilisability management in the Manitoban construction industry for injured workers returning to the workplace with a disability. Canadian Journal Of Civil Engineering, 43(2), 109-117. doi:10.1139/cjce-2015-0114

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