Strategies to ease the impediments: · Change: The

Strategies to ease the impediments:

Change: The management should change
their opinions; manager’s focus should be on
building a rational, economic business where there is no place for bias since
biases influence opinions. For example, Lemon tree hotel have addressed this
impediment through programs and awareness-raising activities that work towards
changing the opinion of the management.  

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Education: The management should educate
its employees. They have to create awareness
among employees of the set of practices and benefits for increasing disability

Incentives: Motivate with incentives, organizations
must be acknowledged and rewarded for their progress. Individual employees at
all levels should also be motivated since they will also respond positively due
to incentives.

employees with disabilities at workplace

Some of the initiatives which organizations
need to take to engage the employees with disabilities are:

v  Involvement: top management involvement

v  Policies: human resource policies should be robust
and supportive

v  Environment: efforts to create an inclusive environment
to help disabled employees among other employees

v  Collaboration: collaboration with non-governmental
organizations to update their knowledge regularly

v  Infrastructure:  modifications
in the existing infrastructure to support the disabled employees

Commitment: organizations should build honest
commitment towards leadership. It should encourage its leaders to recruit
people with disability.  The organization
should have a culture of recruiting individuals with disabilities in leadership
positions, communicate their decisons and commitment inside and outside of
their company, and, preferably, find their fervor.

organizations should create a position and identify a person who will be
in charge of attracting, engaging, and advancing people with disabilities and
make sure that person gets the required support and resources which they need
to be successful. That person should be made accountable for achieving
objectives of the company. Before giving the employment offer hey have to check
the personality of the candidate along with their competence in hiring

Identity: managers should make it safe to
identify people with disabilities. Managers should develop an organizational
climate that makes it safe to disclose and provide solid reasons to disclose,
such as flexible work options, technology, access to accommodations, and

Skill levels: managers should raise
understanding and skill levels of their employees. Training should be imparted
to all employees on manners and consideration. Managers should be aware of
their role in the level playing field, particularly their responsibility in
eliminating unintended biases and inequities, they should know how to interview
impartially and fully understand their accountabilities and legal obligation.

The Future

Although existing results for employing people with
disabilities have not been astral, there are three trends which will affect the
future employment opportunities of people with disabilities:

1. As the occurrence of disability increases with
age, the proportion of the talent pool with disabilities will grow as the
population ages. Apart from age, technological innovations that have widened
the scope for disabled people to have access to the workplace. Advancement in
health care has extended and improved the life of people with disability. Due
to the above stated reasons the proportion of the talent pool composed of
people with disabilities will be on the rise.

2. The existing incentives and proposed quotas,
especially for those doing business in the domestic market and globalization.
The motivation to hire people with disabilities will increase.

3. The wider application of universal design will
further improve access due to changing attitudes toward remote work and the
increasing accessibility of technologies that enable remote work, increase
access to communication and information technologies.


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