Diverse Workforce and Employees

¶ … Business Report Advantages of Hiring Disabled Employees Tax Benefits Diversity Corporate Image Lower Turnover Legal Matters Disadvantages of Hiring Disabled Employees Speed and Productivity Modifications of Facility Infrastructures and Technology Discrimination Schedule Changes Letter of Transmittal However, this is not the case as statistics indicate that no significant variances exist. In fact, there are several advantages to hiring disabled individuals, for instance, improved company reputation, loyalty, cost savings and improved productivity.

The purpose of this report is to examine the advantages and disadvantages of hiring disabled employees and subsequently offer recommendations. Initially, the report gives a brief introduction regarding the status of hiring disabled employees in the workplace. The report makes a comparison of the advantages and disadvantages of hiring disabled persons in the workplace. The report thereafter concludes with recommendations given towards dispelling the myths on hiring disabled individuals within the workplace.

Some of the limitations to this report encompassed the lack of depth in terms of research undertaken for disabled employees in the workplace setting. Executive Summary In the contemporary, there continues to be reluctance amongst companies in hiring employees with disability. There are perceived disadvantages to hiring disabled employees. One of the shortcomings is speed and productivity. Generally, disability implies that an employee does not have the capability to operate and work at a pace equivalent to other employees. A second issue encompasses the modifications of facility infrastructure and technology.

When companies hire employees with disabilities, they are mandated to make considerable and sensitized accommodations to infrastructures in the work setting for such employees. This might cause interruption in business operations. Another shortcoming is that there might not be enough individuals on site to aid the disabled employee if the modified and transformed infrastructure and technologies become a problem. In addition, scheduling changes are a disadvantage and the company might wind up losing skilled personnel owing to the extent of liability involved in supervision and checking on employees with disabilities.

However, there are numerous advantages in hiring employees with disability. To begin with, the company stands to benefit from increased productivity and output. Another advantage is the diversity within the workforce. This diversity takes into account the distinguishing capability in both mental and physical aspects. There is also increased commitment and decreased turnover from hiring individuals with disability owing to their experiences and upbringing. In addition, companies that employ persons with disabilities are eligible for tax credits that aid in covering the cost of accommodating the employees with disabilities.

Companies that employ persons with disabilities are eligible for tax credits that aid in covering the cost of accommodating the employees with disabilities. Secondly, the company benefits from diversity in employing disabled persons. This diversity takes into account the distinguishing capability in both mental and physical aspects. Another advantage for an organization is increased morale and productivity within the workplace by having a more committed and diverse workforce. An organization also generates a more positive and progressive image.

In addition, by being open to and putting programs in place to hire workers with disabilities, the company is assisting to meet the needs of the community. There is also the benefit of lower turnover. In addition, there is lower risk of the company facing a lawsuit, which can have detrimental impacts on the company in terms of financial losses and impairment on the company's image and reputation.

In conclusion, the downsides to employing individuals with disability is simply a myth and it is recommended for companies to consider the abilities and talents brought forth by disabled employees and hire them. 2 Introduction Disability within the workplace continues to be a contentious issue in the corporate world. Regardless of the enactment of the Americans with Disabilities Act in 1990, which is purposed to resolve the issue of high rates of unemployment amongst disabled people, there has been minimal improvement.

Indeed, statistics indicate that only about 34% of disabled civilians aged 18-64 years were employed as of 2013, compared to approximately 74% for their non-disabled counterparts (see figure 1) (Stoddard, 2014). Companies are largely hesitant to hire disable employees owing to the perception that individuals with disabilities are costlier in comparison to other people together with the fear that disabled employees are incapable of fully performing their work and thereby adversely influencing the company (Owen, 2012).

However, it is imperative to note that disability is not inability and it is not always appropriate to judge the capacity of individuals to deliver work simply based on their apparent shortcomings. The purpose of this report is to examine the advantages and disadvantages of hiring disabled employees and subsequently offer recommendations. Figure 1: Employment percentages of people with and without disabilities, 2013 Source: Stoddard (2014) Advantages of Hiring Disabled Employees Tax Benefits One of the benefits a company attains from hiring disabled employees encompasses considerable tax benefits.

Companies that hire people with disabilities are eligible for tax credits that aid in covering the cost of accommodating the employees with disabilities. This is beneficial to companies as it is a supportive and proven approach for business enhancement and expansion. Some of the tax benefits for companies that have hired employees with disabilities include disabled access credit, barrier removal tax deduction, and work opportunity tax credit (SBA, 2016). Diversity In the contemporary, diversity is a key element in the success of companies in the business setting.

Diversity management is vital to growth in the intensely competitive global market. In particular, having a diverse workforce makes certain that the company has a talented pool of employees that have the capacity to deal with workloads of different kinds and intensity and any given point in time (Llopis, 2011). Disabled employees provide a dissimilar kind of diversity within the workplace, which encompasses the distinctive capability in both mental and physical aspects.

Imperatively, despite the fact that disabled employees might be lacking in terms of their physical capabilities, a great deal of the disabled employees that are mentally sound redress the balance with particular intellectual capabilities (Sravani, 2016). The company also benefits as it strengthens the morale and productivity within the workplace by having a more committed and diverse workforce (Australian Network on Disability, 2016).

On a personal level, disabled employees are individuals that have a demonstrated background and upbringing of having faced enormous challenges and therefore can relate to their desire and willpower to work. Corporate Image Hiring disabled employees can enhance the corporate image. On a public relations perspective, employing disabled personnel can generate a more positive and progressive image for the company. In particular, the company is able to establish itself as a business that provides equal employment opportunities, does not discriminate, and has a more diverse workforce.

In turn, this can cause the company to be more appealing and endearing to prospective employees, consumers and business acquaintances. In addition, this might serve as a form of inspiration for other organizations to follow suit, which leads to a more diverse business setting (Joseph, 2016). Ultimately, this might be a boosting factor for not only the goodwill of the organization, but will also generate an affirmative mindset in the society.

Nonetheless, this does not imply that the company should begin recruiting and hiring disabled employees solely for selling a positive image to the society. The recruitment and employment ought to be founded on the eligibility criteria of the job opportunity. The work prospect ought to be equally available to all, devoid of any impartiality. This will be beneficial to the company's assets as it can augment a positive perception and outlook regarding the organization amongst its employees, acquaintances and external parties (Sravani, 2016).

For several people, it is imperative to support and stand by companies that are doing their part in offering support to others in the society. Therefore, by being open to and putting programs in place to hire workers with disabilities, the company is assisting to meet the needs of the community (Berkowitz, 2013). Lower Turnover Research has indicated that disabled employees have lower rates of absenteeism and lower turnover rates in comparison to other employees.

As a result, this might beneficial for the company as it attains cost savings in terms of expenditures incurred in hiring and training sets of new employees. Disabled employees have a preference of undertaking their job effectively, and thus attract minimal complaints from higher authority. What is more, disabled employees are deemed characteristically loyal and are inclined to remain in their prevailing jobs and have a less likelihood of altering their job positions (Berkowitz, 2013).

Legal Matters Hiring disabled workers can be beneficial to an organization by helping to preclude particular legal issues for the business, for the most part concerns relating to discrimination in the workplace. In addition, by hiring disabled employees, the organizations is in a better position of being compliant with the Americans with Disabilities Act, which proscribes discriminatory practices against individuals with disabilities in different aspects including employing, sacking, training and reparation.

This restrains the risk of the company facing a lawsuit, which can have detrimental impacts on the company in terms of financial losses and impairment on the company's image and reputation (Joseph, 2016). What is more, the added social support towards the organization aid in obtaining more support towards the cause. Disadvantages of Hiring Disabled Employees Speed and Productivity At times, disabilities imply that an employee does not have the capability to operate and work at a pace equivalent to other employees.

For instance, a hired employee with disabilities might take a longer period to move and relocate equipment whereas an employee with a mental disability might take up a longer time to read, construe and interpret documents. From time to time, this makes a difference in jobs where the capability to maintain such speed and pace influences other functions of the organization, for instance in a manufacturing facility with an assembly line.

Nonetheless, it can also be pointed out that this is not necessarily a shortcoming in organizations where the accent is on quality, for instance, companies that undertake artwork, where the pace and speed of employees is not imperative. Modifications of Facility Infrastructures and Technology When companies hire employees with disabilities, they are mandated to make considerable and sensible accommodations to infrastructures within the work setting in order for the disabled employees to work comfortably.

Some of the changes that might have to be undertaken include the installation of wheelchair ramps and also undertaking physical transformation of the physical aspects of workstations for the personnel. The company is obliged to take considerable time and effort to establish and set up the accommodations. The implication is that, at times there might be an instigated interruption in active work engagement or accomplishment of particular projects. In addition, in some instances, other employees are not acquainted and conversant with the precise technologies a disabled employee may require (Thibodeaux, 2016).

A good example is that of a software expert in conventional programs for software might not be accustomed in necessary tools such as a speech-recognition program, and as a result might require considerable time to consider and resolve problems. Another downside is that there might be minimal or inadequate individuals on site who can help the disabled employee if the modified and transformed infrastructure and technologies become a problem.

Nonetheless, these adjustments and interruptions are not essentially a financial encumbrance on the company, as the efficiency and allegiance of the disabled employee pays off for the outlay of the modifications and delay periods (Thibodeaux, 2016). However, regardless of whether such changes are relatively inexpensive, they have to be undertaken and put in place.

Discrimination Despite the fact that the Americans with Disabilities Act and other legislations have paved the way for the disabled employees within the workplace and several companies make every effort to be in compliance, disabled employees still can experience discrimination. For instance, fellow workers may possibly show resistance and opposition in having disabled workers to become members of their team if their perception is that such employees would end up slowing down the project or business operation.

In some instances, these sorts of issues can force the leaders and team members of the organization's human resource department to get involved and resolve conflict. In addition, the company might have to invest substantial time and resources to retell all personnel regarding the explanation and penalties of workplace discrimination (Thibodeaux, 2016). Schedule Changes There is perceived shortcoming in hiring disabled employees, in the sense that the company will have to provide a changed work schedule.

This will take into account supplementary management to undertake the supervision and assistance of personnel that encounter problems. In particular, this move could possibly force a company to employ more workers that are qualified, just in case the scheduling alterations do not permit prevailing supervisors to have sufficient time off. In such instances, the company might end up losing skilled personnel because of the magnitude of responsibility and liability involved in overseeing and monitoring employees with disabilities.

Apprehending this factor might also take into account instigating double shifts within the business operations and special incentives, for instance extra compensation or days off and need for overtime (Kruse and Schur, 2003). Conclusion There is still much to be done with regard to hiring disabled individuals and including them in the workplace. Companies continue to be hesitant to hire disabled employees. This is tied to certain reasons that necessitate a change in that sort of thinking.

One of the misconceptions that deter companies to include individuals with disabilities in the workplace includes the supposed cost in terms of hiring a person with a disability with respect to prospective workplace adjustments. A second reason encompasses the lack of awareness and assurance in creating a work setting that is inclusive of persons with disability. There is also the perception that disabled employees have an impact on the organization with respect to workers compensation, sick leave and law regulations.

There is also the mistaken belief and standpoint that employees with disability will need supervision and assistance, which deters other personnel from their regular business operations. There is also the fear of other persons in the workplace undertaking or saying the wrong thing (Australian Network on Disability, 2016). It is imperative to note that employees with disability have a similar likelihood and probability of being injured at the work setting as other employees.

Secondly, there have been no distinctively established variances in performance levels and amount of productivity compared to other employees (Australian Network on Disability, 2016). It is also established that employees with disability, in fact, have minimal scheduled nonappearances in comparison to employees without disability.