The situation

When a disabled employee is treated unfairly at work because of or as a result of their impairment, this is known as disability discrimination.Discrimination against people with disabilities in the workplace is, unfortunately, a legitimate problem.

When it comes to training opportunities, performance reviews, and perks, it is prohibited for an employer to consider an employee's impairment in the workplace.If an employer treats their employees unfairly because of their disability, it's illegal.

Because of low expectations and preconceived assumptions about their ability, people with disabilities have long been excluded from or underrepresented in the employment. However, the discussion and agitation on fair representation and equal opportunity for persons with disabilities in the workplace have increased substantially in recent decades. As a result, the workplace is changing for the better – and not simply in terms of inclusivity.

UK

In the UK, a physical or mental disability that has an important and long-term negative influence on the capacity of a person to carry out day-to-day routine activities is defined as a disability. It addresses both physical and emotional issues.Discrimination against people with disabilities is illegal under the Equality Act 2010.

Key Statistics

  • One out of every four employers in the UK would refuse to recruit someone with a disability.
  • Because of their health, 73% of people lost their jobs in 2018.
  • Almost one-fifth (17%) of individuals who had looked for a job in the previous five years said their employer had retracted their job offer due to their handicap.
  • Almost a quarter of UK companies (24%) indicated they would be less reluctant to recruit someone with a handicap, with six out of ten (60%) expressing fears that a disabled person would be unable to perform the job.

Source:https://www.peoplemanagement.co.uk/news/articles/one-four-uk-employers-would-not-hire-someone-with-disability#gref

USA

Americans with impairments make up a sizable percentage of the population.In United States of America, many disabled people work part-time or on a seasonal basis and may not receive any benefits.Others, on the other hand, work full-time and do so until they retire.

Key Statistics

  • In 2018, 37.6% of individuals with disabilities in the United States aged 18 to 64 who lived in the community had a job, compared to 77.2 percent of those without impairments.
  • Only 26 of the 50 states in the United States experienced an increase in the number of people with disabilities entering the workforce.

Source:https://www.forbes.com/sites/sarahkim/2020/02/25/employment-statistics-disabled-workers/?sh=58f984086492

  • The unemployment rate for disabled Americans increased from 6.1 percent in September 2018 to 7% in December 2019.
  • According to study, 19.3 percent of people with impairments were unemployed in 2019. To put that in perspective, the employment-to-population ratio for those without impairments is approximately 66.3 percent.
  • Since 2010, the government has received more than 1 million employment discrimination complaints. Only 21% of the 252,599 claims of medical or disability discrimination that were closed received compensation.
  • Source:https://www.shegerianlaw.com/disability-discrimination-how-to-stop-it/

    Australia

    Discrimination on the basis of disability now generates the most complaints to the Australian Human Rights Commission.Some people with disabilities face difficulties in regularly and actively participating in ordinary life areas (such as employment), and they are more likely to suffer from ill health, discrimination, and violence than those who don’t have any disability.

    Key Statistics

    • 1 out of 10 i.e., 9.8% people have experienced disability discrimination in 2018.
    • 48% of people (aged 15-64) with disabilities are employed as compared to 80%of people without disability.

    Source: https://www.aihw.gov.au/reports/disability/people-with-disability-in-australia/contents/summary

    • When it came to people with disabilities, men (56.1%)were more likely to be employed as compared to women (50.7%).
    • Young individuals with disabilities aged 15-24 years (29%) are substantially more likely to be underemployed as compared to young people without disabilities i.e. (19%).

    Source: https://humanrights.gov.au/our-work/legal/submission/people-disability-and-employment-2020#_edn10

    Europe

    In the EU, more than 100 million people with disabilities are estimated to live. In a proposal for a post-2020 EU strategy for people with disabilities, the European Parliament stated in mid-June that many of them are still denied their basic human rights. The EU set itself the goal of “enabling people with disabilities to exercise their full rights and participate fully in society and the European economy” with the European Disability Strategy 2010-2020. However, according to the European Parliament, this strategy has made only limited progressso far.

    Key Statistics

    • Only 50.6 percent of people with disabilities are employed at European Union (EU) level, compared to 74.8 percent of people without disabilities.
    • Women with disabilities, young disabled people, and people who require a lot of help are more likely to be discriminated against and left out of the workforce.

    Source: https://www.europarl.europa.eu/RegData/etudes/BRIE/2020/651932/EPRS_BRI(2020)651932_EN.pdf

    • In 2018, the unemployment rate for severely disabled people was nearly double that of the general population (11.2% vs. 6.5%) in Germany.
    • In France, disabled people are about twice as likely as the general population to be unemployed.The rate was 18 percent in 2019.

    Source: https://www.euractiv.com/section/non-discrimination/news/germany-and-france-a-long-way-from-ensuring-the-basic-rights-of-people-with-disabilities/

    Asia

    Governments in Asia have long struggled with how to foster greater social participation for people with impairments.Increased job possibilities have been a common objective for governments across the area, who have implemented a number of measures to achieve this goal, including employment legislation, quotas, and incentives.

    China instituted a quota system in 2008 that required governmental and private enterprises to set aside at least 1.5 percent of job openings for persons with disabilities.Employers who fail to reach the quota are subject to a fee from the Disabled Persons Employment Security Fund.

    In Singapore, there is no legal requirement that businesses hire people with disabilities; however, there are government incentives in place, such as The Open Door Programme, which provides funding to reduce the cost of apprenticeships, workplace modifications, and job redesign and support for people with disabilities.

    Whereas Indian businesses have a long way to go when it comes to integrating persons with disabilities into the workforce.

    Key Statistics

    • Approximately 2.2 percent of India's population has a physical or mental handicap.
    • In India, just 34 lakh of the 1.34 crore people with disabilities have a job.

    Source: https://economictimes.indiatimes.com/jobs/india-inc-has-long-way-to-go-in-employing-disabled-people/articleshow/72449585.cms?from=mdr

    Africa

    Disabilities continue to be associated with falsehoods, stigma, and shame, particularly in the workplace.Most people don't feel safe or comfortable talking about their disabilities at work, thus these discussions are usually kept quiet and behind closed doors, particularly when it comes to "invisible" disabilities.

    Only 61 percent of those diagnosed with a mental handicap in South Africa inform their employer about their illness.If these discussions do take place, the focus is usually on the person with a disability's impairments or perceived weaknesses, rather than what they can achieve and the value they can offer.

    Key Statistics

    • In Africa, over 40% of the population has a disability which is approximately 80 million people.

    Source: https://www.researchgate.net/publication/325642373_Disability_in_Africa_A_CulturalReligious_Perspective

    • Despite the fact that the national disability prevalence rate is 7.5 percent, employees with impairments account for barely 1% of the workforce.

    Source: https://www.dailymaverick.co.za/article/2020-11-15-shifting-the-focus-from-disability-to-ability/

    GEA viewpoint

    • The varied viewpoints of disabled persons contribute to the creation of diversified organizational cultures and improved creativity.
    • People with disabilities often have a different perspective on business issues and bring new ideas to new products and customer service.
    • Apart from the financial and economic benefits, employing persons with disabilities has a good impact on absenteeism and motivation.
    • Employee’s retention increases as such people work for company for long time.
    • Having disabled staff can assist you understand what your disabled consumers or clients require, giving you an advantage over your competitors.
    • Customer loyalty and satisfaction are likely to increase with aworkforce that reflects the diversity of the community.

    Actions for Government

    • Should urge firms to report on the efforts they're taking to support disabled workers and enhance employee health and happiness.
    • Should reward those organizations where there is no discrimination at workplaces in terms of age, race, disability, religion etc.
    • Should create guidelines for the employers and organizations to follow.
    • Should make sure if all the organizations are following discrimination laws or policies.

    Recommendations for Employers

    • Employers must make adaptations to suit the requirements of people with disabilities.
    • Employers are obligated to understand the hurdles that an employee faces and to make changes to address them.
    • Employers should address the needs of each employee with a disability or condition on an individual basis and find solutions that benefit both the employee and the company
    • Employers must learn how to negotiate talks regarding disability and conditions with employees, as well as how to plan and implement acceptable changes.

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