One of the biggest failures in our history is how long people with physical disabilities have been excluded from doing various jobs. Their talents have been ignored, all because it has been sort of a common view to see them as “damaged” and therefore “incapable”. All in all, this kind of discrimination has pushed people with disabilities to the margins of society, and only in the 21st century have people realized the necessity to fight it.
A person with a disability has big challenges to face in their life. However, this doesn’t mean that they are incapable of it, and also, unfit to do jobs that they would surely benefit to just like any other person in the world. This is why Corporate Social Responsibility has become of utmost importance, and the discussion about the right to employment for anyone is an issue that needs to be handled everywhere.
Back in 2006, the UN has adopted what is known as the Convention on the Rights of Persons with Disabilities (CRPD). On one hand, there is the fact that it has improved the social model of a person with a disability, including a wide variety of rights, such as the right to employment, backed up by being treated equally in comparison to their peers, not being discriminated against in any way, and being enabled the same accessibility as everyone. Basically, employment is one of the essential aspects of inclusion.
However, the fact remains that, for example, within the EU, the percentage of people with disabilities that aren’t employed is twice the size of an average citizen of the Union. Of course, this largely increases the chances of them suffering from poverty, as social benefits are not capable to cover for it, particularly in areas that are severely suffering from economic crises. No matter the CRPD, the fact is that it is much harder for a person with a disability to find a job.
On the other hand, however, even though a significant number of companies is starting to take inclusion a lot more seriously, there is another kind of issue that, due to an increased fixation on “political correctness” is creating a different kind of problem. Some experts believe that it is important to be realistic about inclusion and base it on the value that any employee can add to the company, no matter whether they have a disability or not. They basically mean that inclusion must in no way be a kind of charity, but a way to empower persons with disabilities in a sensible and pragmatic way, while steering clear of positive discrimination.
In every country where inclusion is taken seriously, there is a programme designed for persons with disabilities which helps them get employed. Therefore, if you want to be one of the humane companies that employ people according to the value they can bring, no matter whether they are disabled in any way, you should register with such schemes and programs.
For example, if you are based in Australia, you will be looking to register for the NDIS service provider support. The National Disability Insurance Scheme (NDIS) is made to provide support to anyone who has a permanent disability that affects the way that they partake in daily activities. It is made to provide independence and help persons with disabilities get involved in their communities, receive a proper education, have an equal footing for getting employment, and generally making sure that their wellbeing is taken care of, including the support to achieve lifetime goals.
Inclusion of persons with disability is crucial in our world, and therefore in your company’s vision as well. You must do your best to register with a proper organisation, and make sure that everyone can work for you if they can offer value to your organization.
While positive discrimination can have negative impacts and shouldn’t be your goal, making your company a place where everyone can make a career and achieve their goals no matter whether they have some kind of disability or not is essential.