Introduction
One of the issues that firms in different economic sectors are facing relates to increased diversity within their workplaces (Mor-Barak, 2011, p.6). Diversity in the workforce is evidenced by the fact that the employees differ from one another on the basis of issues such as age, culture, race, level of education, religion, ethnicity, disability and beliefs. Traditionally, diversity within the workplace was perceived as a burden. Mor Barak (2011, p.249) asserts that previously employees who did not conform to the backgrounds of the majority, for example, on the basis of gender, race or ethnic differences were considered as unqualified. However, this trend is changing, and organizations are perceiving diversity as a potential organizational strength. Diversity within the workplace and the labour market makes it vital for organizations to incorporate the concept of diversity management.
The concept of diversity management entails strategies which are aimed at creating opportunities and attracting the most effective human capital from the labour market (Mor-Barak, 2011, p. 249). Upon attracting the most appropriate workforce, the second step involves the firms’ management teams incorporating strategies that are aimed at developing and maintaining the organization’s competitive advantage in the labour market. Mor-Barak (2011, p.247) is of the opinion that one of the core concepts of diversity management entails ensuring the provision of equal opportunities to all individuals within the workplace regardless of their differences. Shakhray (2009, p.4), asserts that managing diversity entails developing a comprehensive understanding of the employees’ differences and utilizing them as organizational assets.
A number of factors have contributed to the emergence of diversity within the workplace. One of the causes of diversity within the workplace relates to the high rate of globalization that is being experienced. Additionally, organizations are also experiencing an increment in the intensity of competition within the business environment. According to Shakhray (2009, p.4), workforce diversity is associated with the fact that the global labour market is being characterized by individuals from different backgrounds. In Australia, the concept of diversity in the workforce is well illustrated by the composition of Australian society. Forty-five per cent (45%)of all Australian employees are female while 30% of the country’s population is 45 years or older. Additionally, 26% of the total population is either migrants or aboriginals.
In an effort to promote diversity within the workplace, the Australian government has formulated a comprehensive anti-discrimination legal framework which is aimed at protecting the minority groups. The legal framework takes into account various dimensions of discrimination, for example, discrimination on the basis of race, gender and disability (Australian Law Reform Commission, n.d, p.1). Additionally, the legal framework also protects minority groups from either direct or indirect discrimination. This paper evaluates how diversity management and legislation can be incorporated to help minority groups in the workplace. In evaluating the concept of diversity management, the paper specifically focuses on the physically challenged.
Media and the physically disabled in Australia
According to Somavia (2011, p.8), mass media can play a significant role in promoting the rights of the physically disabled. Australia is one of the countries with the highest rate of media penetration in the world. Different mediums such as the television, print media and the internet are used in Australia in an effort to support the physically challenged. Through the television and print media such as magazines, Human rights firm in Australia have been able to promote awareness regarding the various issues associated with a physical disability.
Additionally, the internet has also been increasingly used in Australia to promote the rights of the physically disabled through social media. This is evidenced by the fact that most organizations that champion for the disabled rights have integrated the use of Facebook in an effort to create awareness regarding the challenges faced by the physically disabled. An example of these organizations is the Physical Disability Council of South Australia which extensively uses its Facebook page to create public awareness regarding physical disability. Face book has also been used to engage the public on physical disability. The resultant effect is that the media is increasingly dispelling any misconceptions regarding physical disability culminating into a change of attitude towards the physically disabled (Somavia, 2011, p.6).
Uninformed stereotype and reality about physically disabled
Some stereotypes belief that there are only a few physically disabled people within society. As a result, it is not an issue. However, the reality is that there are numerous people with physical disabilities in our society. Most of these individuals are usually excluded from the workplaces and other institutions due to social stigma. Additionally, numerous barriers limit their participation in different activities.
There is also a belief that physical disability is as a result of a certain health issue. This is wrong because there are different causes of physical disability. Some stereotypes also believe that individuals with a physical disability cannot be able to attain high-performance standards at the workplace. As a result, they are an employment risk. However, a report conducted by DuPont revealed that physically disabled employees performance is usually at par with that of the non-disabled (Somavia, 2011, p 15).
According to Bruyere, Erickson and Ferrentino (2003, p.16), most employers are hesitant to employ disabled individuals. Some of the reasons for the reluctance that the employers cite relate to issues of increased cost, possible legal liability, the customers’ and co-workers’ reaction and safety issues. The myth held by most employers is that hiring disabled individuals will require them to make the workplace to be special in order to accommodate the disabled. This is considered by most organizations as an additional cost. Therefore, hiring disabled individuals is considered to be expensive. However, accommodations for the disabled within the workplace are very inexpensive, and they attract tax credit. Studies conducted on the cost of hiring disabled individuals revealed that organizations do not experience an increment in the cost of insurance by hiring the disabled.
Majority of the disabled individuals who are employed in different workplaces do not require any special accommodation. However, accommodating employees may only require the organization to put minimal effort, for example, moving furniture. Employers are also of the opinion that hiring disabled people will require additional supervision.
How legislation is used to provide a ‘fair go’ to the physically disabled in the workplaces in Australia
In the workplace, the physically challenged may experience a different form of discrimination. Disabled may be discriminated in the labour force through underemployment. For example, they may be assigned low-status and less challenging jobs. Additionally, they may be poorly remunerated. Findings of a study conducted revealed that the disabled males may experience a reduction in their income with approximately 20% depending on the extent of their disability compared to physically able men.
Discrimination of the disabled may also be evidenced by lack of career development opportunities, for example, training; promotion and other types of employment benefits (Patmore, 2005, p.543). People with a disability within the workplaces are relatively vulnerable because they can be discriminated against due to their disability.
Over the past five decades, different governments have increasingly become committed to ensuring that the physically challenged are treated well within the workplaces. One of the ways through which governments have attained this is by developing employment policies which protect all employees. For example, the Australian government has enacted various legislations that are aimed at ensuring the development of effective employment relationships for all individuals, including the physically challenged. One of the most significant employment legislation in Australia relates to anti-discrimination laws (Patmore, 2005, p. 533).
To ensure that the disabled are not discriminated within Australia, the government has incorporated anti-discrimination laws which are various applicable levels which include the territory, state and federal levels (Patmore, 2005, p.534). At the state level, the Australian anti-discrimination laws restrict individuals to discriminate the minority groups on different dimensions. However, at the federal stage, the Australian government has formulated individual acts which are aimed at protecting the minority groups. For example, in 1992, the Australian Federal Parliament formulated and enacted the Disability Discrimination Act (Smith, n.d. p.96). The objective of the Act is to promote acceptance of the physically challenged and to eliminate any form of discrimination within the society.
The Act is very broad in defining disability. This is evidenced by the fact that various forms of disability such as physical disability, temporary and permanent disability, sensory disability and intellectual disability. The Act also accommodates any form of disability that may occur in the future.
The basis of these acts is to prohibit organizations from engaging in any form of direct or indirect discrimination. Under section 5(1) of the Act, it is unlawful for organizations to decline interview to job applicants on the basis their physical disability for example hearing impairment (Patmore, 2005, p. 543). The Australian Disability Discrimination Act of 1992 prohibits employers from engaging in employment discriminative activities against the disabled for example discrimination on the basis of rewards such as employee promotion, provision of employee development opportunities for example through employee training. The Act also prohibits organizations from engaging in activities that limit the disabled from accessing other employment benefits. The Act does cover not only organizational employees but also other external parties such as trade unions, business partners, contract workers and commission agents.
The legislations do not only serve a protective function but are also aimed at promoting equality amongst all individuals within the society (Patmore, 2005, p. 534). The core principle of the legislation asserts that all individuals have equal fundamental rights in the workplace. Through the Australian Human Rights and Equal Opportunity Commission, the disabled people are able to complain about any form of violation of their rights (Thornton & Lunt, n.d, p. 22).
To ensure adherence to these laws, the Australian government ensures that they are integrated within organizations’ employment relations rules. Additionally, the laws do not only apply to the workplace but also in the provision of products and services. The anti-discrimination laws also provide victims with an opportunity to seek legal redress against the discriminator (Patmore, 2005, p. 534). The disabled people have a legal right to seek remedy by filing a lawsuit to a special commission which is protected by the federal and state laws. If the commission is not in a position to resolve the issue, a special tribunal may be formed both at the state and the federal levels (Patmore, 2005, p.535). To ensure effectiveness in its implementation, the DDA is supervised by the Human Rights and Equal Opportunity Commission, which is under the Human Rights and Equal Opportunity Commission Act. This plays an important role in promoting equality within the workplace.
The Disability Discrimination Act of 1992 also takes into account disability harassment. The Act prohibits any form of disability harassment within the workplace. There are various ways through which the disabled individuals may be harassed. For example, non-disabled people may make humiliating comments or perform an act that is insulting in nature to the disabled. The actions committed by the non-disabled against the disabled may also culminate into the creation of a hostile working environment (Smith, n.d, p. 96).
How diversity management can be incorporated to help the disabled at the workplace
There are three main approaches that organizations can incorporate in their effort to manage diversity. These include differentiation, discrimination and deficiency approaches. In the context of minority groups, organizations should adopt the discrimination approach. This is due to the fact that the minority groups within the workplace; for example, the disabled are more vulnerable to various forms of discrimination. Discrimination approach mainly focuses on employee subordination (Bhattacharyya, 2010, p. 84).
To ensure that the disabled are not discriminated upon, it is important for organizations to take into account a number of issues. Organizations should formulate a policy document that outlines the consequences of engaging in any form of discrimination against the disabled employee. In order for the policy to be followed to the later by all the employees, firms’ management teams should ensure that all the employees understand the policy. One of the ways through which they can attain this is by posting the policy on the organization’s website. Additionally, the firm’s management teams should also conduct educational programs regarding disability discrimination. In order to create an environment conducive for working, it is paramount for the firm’s management team to ensure that they resolve the form of discrimination against the disabled more timely. This can only be attained if clear procedures are incorporated. A comprehensive discussion with the aggrieved party individuals should also be conducted.
In their diversity management, organizations should ensure that they dissuade employees from making any form of off-the-cuff remarks that they may violate the rights of the disabled. Additionally, diversity management should also dissuade employees from engaging in any form of prejudice. This is due to the fact that prejudice can culminate into the development of stereotypes within organizations (Bhattacharyya, 2010, p. 84).
Ways in which stereotypes can influence the perception of the disabled in the workplace
In the workplace, there are various ways through which stereotypes can affect the treatment given to disabled people. For example, some stereotypes belief that the disabled are incapable and do not have the ability to perform like the non-disabled in the workplaces. As a result, they regard them as being worthless. However, this is not the case. There are numerous disabled people who hold positions of employment similar to those of the non-disabled. Additionally, there are also disabled people who are highly qualified than non-disabled. Disabled employees can equally attain similar performance expectations, just like the other employees.
According to Bruyere, Erickson and Ferrentino (2003,p.16), observers’ perceptions regarding the disabled people whether accurate or otherwise have a significant effect on how much people are treated within the workplace. Bruyere, Erickson and Ferrentino (2003, p.16) assert that there are six main aspects of stereotyping within the workplace associated with the disabled. These relate to social competence, potency, emotional adjustment, competence to perform tasks and concern for others. These aspects of stereotyping culminate in continuation of baseless myths and beliefs regarding the disabled employees. The major challenge with stereotyping is that it is difficult to reverse it.
There are numerous beliefs and myths about disabled people in the workplace. For example, some people believe that they cannot work effectively with the disabled. This may affect how the disabled are treated in a number of ways. For example, the non-disabled may not develop a good relationship with the disabled. However, findings of studies conducted have conclusively revealed that on average, the disabled are more dependable, productive and loyal compared to the non-disabled. On average, the rating of disabled individuals on the basis of their performance is also relatively higher. Additionally, studies have also revealed that hiring disabled people may increase an organization’s competitive advantage.
Another myth that is held about the disabled is that they are usually sick and that something is wrong very amiss with them. The reality is that disability may occur naturally and is a part of human experience. Despite the fact that the disabled people have some varying needs; for example, they may fall sick just like other individuals, disability is not usually associated with sickness. Associating disability with sickness only perpetuates unfair treatment towards them.
Another myth against the disabled that is usually perpetuated is that their quality of life is usually poor. This may have adverse effects on the disabled employees at their workplaces. For example, they may not be able to develop a mature relationship with other employees. The reality about the disabled is that they just like the non-disabled strive to improve the quality of their life. However, it is the society that limits their ability to attain high-quality life, for example, by building inaccessible structures such as learning institutions.
Conclusion
During the 21st century, organizations in different economic sectors are faced by numerous management issues. One of these issues relates to the high rate of diversity in the workplace. Diversity within the workplace arises as a result of factors such as increased globalization, the intensity of competition and the need to develop a strong workforce. Additionally, organizations have to deal with different dimensions of diversity, such as on the basis of age, gender, race, ethnicity and disability. However, if well-utilized diversity can be a source of competitive advantage for organizations. For example, organizations can improve their ability to attract and retain employees.
However, one of the major challenges that organizations are experiencing as a result of the existence of diversity within the workplace relates to discrimination. There are various forms of discrimination that can occur within the workplace. For example, minority groups such as women and physically challenged face the risk of discrimination at their workplaces. The physically challenged individuals are one of the minority groups in the workplace that face discrimination. For example, the physically challenged may be discriminated upon during and after the hiring process. There are different forms of discrimination that the physically disabled may experience. For example, physically challenged individuals may be discriminated upon with regard to employee rewards and promotions. Additionally, physically challenged employees may also be discriminated by not being enrolled in the organizations’ training program. The resultant effect is that their career development is greatly hindered.
In an effort to protect the physically disabled against discrimination, different governments have enacted legislation that enforces equal treatment of all the employees. For example, the Australian government enacted the Disability Discrimination in 1992. The Act is aimed at protecting the employees from any form of discrimination against the disabled.
In addition to legislation, the physically disabled within the workplace may also be accommodated by incorporating the concept of diversity management. Diversity management entails the various strategies that organizations integrate in an effort to ensure equal treatment of all employees within the workplace. Through diversity management, organizations can successfully ensure that the physically disabled within the workplace are accorded equal treatment. One of the approaches of diversity management that organizations should incorporate is discrimination approach. Through this approach, organizations will be able to deal with various forms of disability discrimination.
One of the issues that are currently perpetuating discrimination of the physically disabled at the workplace relates to stereotyping. There are various forms of beliefs and myths about the disabled people that are being perpetuated amongst employers and the employees. These myths may have adverse effects on the disabled employees; for example, they may negatively influence the treatment given to the disabled employees at the workplace. However, incorporation of the discrimination approach may enable organizations to deal with the various forms of stereotypes associated with the disabled within the workplace.
Reference List
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