Affirmative Action for Those with Disabilities
Affirmative Action For Those With Disabilities
I decided to focus my paper on affirmative action as it pertains to those with disabilities. It is an important consideration when thinking about ethical and equal employment opportunity practices. Diversity in the workplace includes people with disabilities, both physical and mental.
“It makes good business sense to hire people with disabilities. People with disabilities have above average records of job performance and dependability—which improves productivity and lowers the cost of hiring and training”. (Jim Gibbons) Every day more people are being diagnosed with a disability; nearly 1 in 6 Americans today. Employers are not only able to attract a more diverse group of customers, but they also get tax incentives for hiring those with a disability.
There are programs in place, both national and local, to help people with disabilities to feel included with society. Specialized employment services are only a part of it. An example of a national organization to assist people is the Office of Disability Employment Policy (ODEP) from the United States Department of Labor (USDOL). They offer diversity and inclusion services, customized employment training, and programs specifically aimed towards women and veterans with special needs, just to name a few. A local example is the Division of Services for People with Disabilities (DSPD) with the Utah Department of Human Services (UDHS). They “promote opportunities and provide support for persons with disabilities to lead self-determined lives”. They provide and fund support that includes community living, day services, employment services, assistance to families of those with disabilities, and assist other local organizations.
Although these places are extremely helpful, more can always be done to better assist those with disabilities. Public funding, as well as private donations would be great. Ensuring professional training is a prerequisite for the staff working with
I decided to focus my paper on affirmative action as it pertains to those with disabilities. It is an important consideration when thinking about ethical and equal employment opportunity practices. Diversity in the workplace includes people with disabilities, both physical and mental.
“It makes good business sense to hire people with disabilities. People with disabilities have above average records of job performance and dependability—which improves productivity and lowers the cost of hiring and training”. (Jim Gibbons) Every day more people are being diagnosed with a disability; nearly 1 in 6 Americans today. Employers are not only able to attract a more diverse group of customers, but they also get tax incentives for hiring those with a disability.
There are programs in place, both national and local, to help people with disabilities to feel included with society. Specialized employment services are only a part of it. An example of a national organization to assist people is the Office of Disability Employment Policy (ODEP) from the United States Department of Labor (USDOL). They offer diversity and inclusion services, customized employment training, and programs specifically aimed towards women and veterans with special needs, just to name a few. A local example is the Division of Services for People with Disabilities (DSPD) with the Utah Department of Human Services (UDHS). They “promote opportunities and provide support for persons with disabilities to lead self-determined lives”. They provide and fund support that includes community living, day services, employment services, assistance to families of those with disabilities, and assist other local organizations.
Although these places are extremely helpful, more can always be done to better assist those with disabilities. Public funding, as well as private donations would be great. Ensuring professional training is a prerequisite for the staff working with