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The Problem

The problem encountered in this scenario is that physically disabled workforce who is being a part of this organisation are subjected to social injustice and are not provided with equal opportunities to enlarge their professional skills. This situation have not only taken a toll on their  professional career but are also experiencing psychological breakdown. This practice is not new as it is being continuing in the organisation for quite a while now. There is an employment rate of 53% for physically disabled people which is being clear enough to justify their position in the community (Australia's disability discrimination problem in three charts. 2017). The lack of adjustments at work have emerged to be the biggest problem which is being encountered by physically disabled people in the country. It is mainly due to pressure of the governmental authorities that organisation have agreed upon to hire disabled workers in the organisation but even still they are being exposed to discriminatory practices. There have been instances within which their professional capabilities are being overlooked due to their physical circumstances. The improper development of infrastructure is being helpful in further worsening their circumstances as it takes twice the amounts of efforts to reach the workplace (Fevre and et. al., 2013). The lack of their immobility is being considered on the basis of their decisions which is morally and socially incorrect.

Assessment of the policy Field

The United Nation convention have said that human rights are also applicable on the disabled people as well. They are entitled to have access to the same physical, social and cognitive environment which is being experienced by physically fit person. The disabled can live independently in the community and are to be included in the all the undertaking on personal and professional activities. The provision of recognition and opportunities are also undertaken in the human right convention. But all these convention and laws had a nominal impact on the life which is being lead by a physically disabled individual in the professional or personal environment. The disability in context of Australia can be referred to as one of the underlying problem which is still not dealt effectively by the governmental agencies and commissions (Certo, 2018). Only half a number of the person with disability are employed in comparison with 83% of other employable workforce in the country. The complaints of discrimination by the disabled people is still growing and emerged to be highest amongst the world with Australian Human rights commission. The lack of employment directly affects their economic circumstances and further their access to basic services and facilities which are essential considering their difficult circumstances.

            The people who are disabled on psychological grounds have an employment rate of a surprising 29% which provides to clarity to circumstances in which they are leading their life. The statistics related to disability complaints related to employment have risen from 31% in 2011 to 35% for the year 2015 (Moore and et. al., 2011). One of the major reason which have stated by the employer for not hiring physically disabled people is that believe that there is a higher costs associate with recruiting people with disability. There is negligible awareness of programmes and schemes which have been introduced by the government which provides assistance in marking adjustment which are directed towards making it convenient for the disabled workforce (Australian Human Rights Commission, 2016). There have been instances when a manager is too quick to terminate services of people who have encountered with a disability. There have been no counter reaction of human rights commission or governmental organisation. The technologies may be revolutionising but the mega corporation have yet to make use of assistive technology which will cater a certain degree of ease while accomplishing provided work. The people who immobile have complained higher than anyone else and aggregates into 39.22% complaints. The hostility which is being shown by the Australian needs to be dealt with so that social and professional justice is being offered to people and they are provided with equal instances to nurture their skills and knowledge. On the personal grounds, psychological and social torture which is being encountered by them is to be eliminated so that they are provided with similar circumstances as remaining Australians.

Development of policy

The above description is enough to state that there is a need to undertaken formulation of new policies so that disabled population in the country is provided with a better environment to grow and prosper. Some of the policy options are as follows:

Option 1: Increased government Intervention

The primary approach which has been determined to counter this situation is to plan a systematic intervention which is helpful for disabled person to deal with challenges which are being faced by them. The enactments such as Disabled person act and mental health are to be revised so that they are more suitable to the contemporary business environment. The similar approaches are being undertaken in the economies of Denmark and Switzerland and have shown an improved level of success rate. The planned interventions for people with disability and medical conditions have been benefited as they are emerging to be more employable and are to able to work well in the provided working environment (Barak, 2016). The formulation of laws and regulatory practices  is a time consuming process instead government should focus on planning intervention approaches as they can be beneficial to people in the longer run. These measures should be provided with right exposure on the media platforms so that more and more people could be more concerned rather than be sympathetic towards them. The positive media exposure will be helpful in changing perception and attitude of people towards the media. It is very important for the intervention approach to include a range of enforceable measures for organisation and enterprises who are not making any efforts in the development of disabled person in the organisation. The framework which has been offered by the government in terms of human resources protection is further strengthened so that there are minimum instances of discrimination amongst disabled people in the organisation (Baird, Williamson and Heron, 2012). The failure of Australian human rights commission is to deal with instances of discrimination at workplace is to be replaced with pro-activeness so that there is a provision of right environment to disabled individuals working with the organisation.

Option 2: Incentivise organisation to hire disabled employees

The another approach which can be considered by the government is to incentivise organisation and companies who possess a inculcation of disabled people in their workforce (Disabilities in the workplace: are we failing our disabled workforce?, 2017). Presence of more large number of people with disability will provide a sense of sense of company will result in reducing instance of discrimination within an organisation. They must be provided with an opportunities to share their views whenever desired. It is not only confined to employers, there is a needs to provide coordinated support to disabled members of the organisation through provision of proper care and support through colleagues and customers so that they are able to succeed in an organisation. The government can persuade organisation in making sure that assistive technology are utilised along with development of infrastructure which is supportive to disabled employees. The erection of ramps in business corporation is the primary approach through which mobility and accessibility of such staff could be improved (Geisen and Harder,  2011). The provision of visual and hearing impairment will be assistive to disabled workforce so that better results are achieved. The government should make sure that products and services will are required by the disabled population are sold at subsidised prices so that it can be availed by organisation with minimal funds. The Job Access is a government subsidiary which is working in identifying the manner through workplace can be made more accessible to people with disability. This institution is helping people in identification of right jobs for people on the basis of their disability along with making them capable to get promoted on the jobs as well. This initiative by the government is to be popularised so that more and more people are aware about this programme. There is a lack of popularity attached to this initiative which is hindering its capacities to achieve its determined goals. The increase in employment rate for the disabled people will be helpful in overcoming their economic and psychological challenges which are being encountered by them (Gold and et. al., 2012).

Recommendation

The lack of attention and poor attitude of people towards the disabled are amongst the major cause which are responsible for discrimination which is being encountered by them. The intervention programme will be helpful to them in voicing out their challenges and concerns which can later be utilised to support and assist them at the workplace. Another recommendation is that use of assistive technologies and disability oriented infrastructure will cost nominal to an organisation but will results in uplifting stature of infinite disabled people within the country. The Australian human right commission have to redefined redressal approaches so that grievance of disabled people could be addressed in the right manner.

Implementation Limitations

There are certain limitations as well when it comes to implementation of improved policies for welfare of employees. The intervention which is to be carried out by the government will be helpful for disabled people in making their life easier. But will not carry any major impact on the attitude of people and manner in which they perceive disabled people in the organisation. The subsidies and incentives which will be offered to business organisation will be utilized for wrong reason and may not be helpful in attaining of objectives for which they are being launched by the government.

Conclusion

It can be concluded from the above report assignment that disabled people working in the organisation are subjected to a significant discrimination which tends to affect them on the social and psychological grounds. There are only 53% of total disabled people employed in the country which justifies that humiliation which is being encountered by them on the economic and psychological grounds. Therefore it is very important for government to intervene in the situation and undertaken initiatives which assures that they are able to make best use of opportunities which are provided to them on the professional grounds.

References

  • Fevre, R. and et. al., 2013. The ill-treatment of employees with disabilities in British workplaces. Work, employment and society. 27(2), pp.288-307.
  • Certo, S.C., 2018. Supervision: Concepts and skill-building. McGraw-Hill Education.
  • Moore, M.E. And et. al., 2011. The vocational well-being of workers with childhood onset of disability: Life satisfaction and perceived workplace discrimination. Journal of Vocational Behavior. 79(3), pp.681-698.
  • Australian Human Rights Commission, 2016. Willing to work: national inquiry into employment discrimination against older Australians and Australians with disability (2016).
  • Barak, M. E. M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
  • Gold, P. B. And et. al., 2012. Negotiating reasonable workplace accommodations: Perspectives of employers, employees with disabilities, and rehabilitation service providers. Journal of Vocational Rehabilitation. 37(1), pp.25-37.
  • Geisen, T. and Harder, H. G. Eds., 2011. Disability management and workplace integration: International research findings. Gower Publishing, Ltd..
  • Baird, M., Williamson, S. and Heron, A., 2012. Women, work and policy settings in Australia in 2011. Journal of Industrial Relations. 54(3), pp.326-343.