Review of Disability Studies and Related Topics

This assignment involves reviewing a list of provided research papers and articles on disability studies, covering various aspects such as disability pensions, employment, obesity, self-employment, and more. The task requires identifying relevant information from the sources and providing a summary in JSON format with specific details about the assignment title, meta title, meta description, and a summary paragraph.

Disabled People’s Employment Opportunities

Employment Opportunities 2
Abstract
This study has been conducted in order to find out the causes and factors which have been
followed in multinational, international and small and medium organisations against disabled
people. There is a wrongly perceived image of people with disabilities. Disabled people are
considered as violent, aggressive and impulsive in different matters and it has been perceived
that they are lacking in regards of problem solving skills and decision making skills. There are
multiple types of disabilities and the rate of such factors is also dependent on the type of
disability. Physical, sensory, psychological and mental disabilities are some of the types which
affects the productivity and performance of a person.
This research evaluates the causes of such discrimination in the organisations. This has been
done through secondary research methods. There are several other ways through which the
disabled people can get employed to organisations. This can be done through technological
advancements and new developments in technologies. This allows disabled people to work
effectively from home so that they could feel discriminated at their workplace.
Key words – disability, employment, organisations, rehabilitation, trainings, education,
impairment, technological advancements, discrimination.

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Table of Contents
1.0 INTRODUCTION ........................................................................................................................................... 5
1.1 BACKGROUND........................................................................................................................................................6
1.2 RATIONALE OF THE RESEARCH .................................................................................................................................8
1.3AIMS OF THE DISSERTATION ......................................................................................................................................8
1.4 OBJECTIVES OF THE DISSERTATION ............................................................................................................................9
1.5 RESEARCH QUESTION .............................................................................................................................................9
1.6 SIGNIFICANCE OF THE STUDY ..................................................................................................................................10
1.7 EXPECTED OUTCOMES...........................................................................................................................................10
1.8 OVERVIEW OF THE CHAPTERS IN THE RESEARCH ........................................................................................................10
2.0 LITERATURE REVIEW ................................................................................................................................... 11
2.1 EMPLOYMENT OF DISABLED PEOPLE........................................................................................................................11
2.2 DEPRESSION AS A DISABILITY .................................................................................................................................12
2.3 FORMS OF TRAINING ............................................................................................................................................13
2.4 CAUSES OF DISCRIMINATION AMONG COLLEAGUES AND ASSOCIATES AT WORKPLACE FOR DISABLED PEOPLE ........................14
2.5 ROLE OF EDUCATIONAL AND TRAINING CENTERS WHICH PROVIDE ................................................................................15
ORGANISATIONAL TRAINING AND EDUCATION TO DISABLED PEOPLE....................................................................................15
2.6 ROLE OF TECHNOLOGY AND ADVANCEMENT WHICH HELP THE DISABLED PEOPLE IN THEIR WORKING PLACES.......................16
2.7 RELUCTANCE AND DISINCLINATION OF DISABLED PEOPLE TOWARDS WORK.....................................................................18
2.8 INTELLECTUAL DISABILITY ......................................................................................................................................19
2.9 SOCIAL IMPACT WHICH IS BASED ON THE EMPLOYMENT OF DISABLED PEOPLE................................................................20
2.10 INTERACTION BETWEEN ECONOMIC ADVANTAGE AND DISABILITY DISADVANTAGE...........................................................21
3.0 METHODOLOGY .......................................................................................................................................... 21
3.1 OVERVIEW OF RESEARCH METHODOLOGY ................................................................................................................21
3.2 RESEARCH DESIGN ...............................................................................................................................................22
3.3 DATA COLLECTION ...............................................................................................................................................23
3.4 RESEARCH PHILOSOPHY ........................................................................................................................................23
3.5 LIMITATION OF THE RESEARCH ...............................................................................................................................24
4.0 FINDINGS AND DISCUSSION ........................................................................................................................ 24
4.1 INTERVENTIONS TO PROVIDE EMPLOYMENT TO DISABLED PEOPLE ..................................................................................24
4.2 EMPLOYER DECISION MAKING................................................................................................................................25
4.3 ELIMINATING THE RELUCTANCE OF DISABLED PEOPLE .................................................................................................27
4.4 SOCIAL IMPACT ...................................................................................................................................................27
4.5 ECONOMIC ADVANTAGE AND DISABILITY DISADVANTAGE.............................................................................................28
4.6 EMPLOYMENT OPPORTUNITIES OF DISABLED PEOPLE....................................................................................................28
4.7 ANALYSIS ...........................................................................................................................................................29
5.0 CONCLUSIONS AND RECOMMENDATIONS................................................................................................... 33
5.1 CONCLUSION ......................................................................................................................................................33
5.2 LIMITATION OF THE RESEARCH ...............................................................................................................................36
5.3 RECOMMENDATIONS ............................................................................................................................................36
REFERENCES...................................................................................................................................................... 38

Employment Opportunities 4

Employment Opportunities 5
Disabled People’s Employment Opportunities
1.0 Introduction
The problem of employment is an important topic to consider in countries where there is
high rate of unemployment. While in some countries it is considered to be one of the major
problems, other countries believe that they have much economic circumstances by which this
problem can be eliminated or reduced (Peters, Gabel & Symeonidou, 2009, p.543). But, the
increase or decrease in the rate of employment is dependent upon the level of development,
knowledge and education of the people. Some of the main causes of unemployment in many
countries are lack of skills, labour markets, regulatory issues, legal issues, matching problems
and lack of skills and knowledge. Moreover, there are groups among the unemployed people
who are excluded from social and economic employment opportunities. These people are
uneducated, old, women, young adults and disabled people (Peters, Gabel & Symeonidou, 2009,
p.543).
There are many technological advancements which help these groups in getting
employment. People can work from home and get paid for their jobs. In most of the countries,
this is a common solution for unemployed people. Online business, and receiving payments
through online transactions help this group in their social and financial circumstances (Greve,
2009). People also benefited from the technological change in their workplace as well. In the
certain group which is affected by the unemployment rate, disabled people are the ones which
are most likely to be resisted by organisations. There are many reasons for this. It is assumed that
disabled people may not have the flexibility and they may not be able to work as effectively as

Employment Opportunities 6
normal people do. Still, there are many jobs and many organisations which allows disabled
people regardless of their disability and their potential for work and interest (Greve, 2009).
1.1 Background
Disability is defined as, “A physical or mental condition that limits a person’s movement, senses,
or activities” (Wasserman, 2017, p.19). It is considered as a continuous condition which is
present in a person which restricts everyday activities. Disability is not something which is
uncommon. So there are many people who go through it. The disability can be of any type. It
could either be physical or psychological or mental (Garthwaite, 2011, p.369). In many cases,
physical disabilities are not present in a person by birth but an uneven or unexpected accident
may become the cause of it. Also, there are many types of impairments which can be counted as
disability of a person. In this regard, there was a law passed in the year 1993 in the UK which
defines “disability” and meaning of disability (Garthwaite, 2011, p.369). According to this law,
the meaning of disability is, “attributable to an intellectual, psychiatric, cognitive, neurological,
sensory or physical impairment or a combination of those impairment”, “a permanent or likely
permanent attribute” (Creswell, Planoand Hanson,2013, p.369).a factor which may or may not
have a chronic or dangerous nature, an attribute which results in “substantially reduced capacity
of a person for social communication, social interaction, learning or mobility and a need for
continuing support services” (Jahoda, Kemp, Riddell & Banks, 2008, p.1).
There are multiple categories which come under the head of disability. These can be
physical, sensory, neurological, intellectual, cognitive or psychiatric. The most simple type of
disabilities in which a person can get employment are the physical or sensory disabilities.
Sensory or physical disability may occur in a person because of an accident or damage, or these

Employment Opportunities 7
could be a part of a person’s appearance by birth (Jahoda et al., 2008, p.1). People who are not
considered as disable and who are working as employees or looking for a job. They may have
some kind of disability as well. Minor disorders, anxiety, depression, stress or phobias are also a
kind of disability which affect the productivity of a person. Disability of a person may also have
short term or long term effects. These effects should not be considered in a long term to hire a
person for a job (Jahoda et al., 2008, p.1).
It has been observed that people who go through any major or minor kind of disability
also have to face problems in terms of their social life, education, training and employment
opportunities. Disabled people are considered to be the most discriminated group in terms of
their inclusion in society and communities (Henderson, 2011, p.198). There is a strong need to
change the perception of the people related to disability discrimination in their employment and
acceptance in society. There are many studies and researches which have been done in the regard
of acceptance of disabled people and marking them equal to being marginal and dependant
because of individual inadequacy (Henderson, 2011, p.198).
The employment rate of normal people and people with disabilities has a very wide gap. The
target market which is supposed to bring down the rate of unemployment cannot be achieved if
the issue of disabled people’s unemployment is not addressed and taken care of properly
(Henderson, 2011, p.198). Disabled unemployed people are approximately 5 to 6 percent of the
total population in UK (Barton, 2017, p. 43). Different programs were initiated and different
methods were used to employ disabled people by private local and international companies and
government organisations to hire people in the fields which does not require much efforts and
efficiency (Henderson, 2011, p.198).

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1.2 Rationale of the Research
Disabled people have to search for employment opportunities more than normal people
do. The reason is that there is a misconception about disabled people which affects their chances
to get employed. In terms of disabled people, there is major concern which has been arisen by
the organisations (Pagán, 2009, p.217). When the rate of unemployment is high in developing
countries, it is necessary to hire disabled people. Disability is always perceived as an imbalanced
psychological state of people which would affect the productivity and performance of the overall
organisation (Pagán, 2009, p.217). Wrongly perceived behaviours and attitudes makes it very
difficult for disabled people to get employment in any reputable organisation. The problem
which has been discussed in this research is the factors and their causes which affects their
opportunities and employment chances. The topic was chosen by considering the discrimination
and issues which the disabled people face at the work place. The interventions and methods
which have been implemented in this regard at the work place are not working effectively for
which the research has been taken into consideration. The purpose of this research is to identify
the causes of discrimination and the effects it makes in the physical and mental health of the
disabled people.
1.3 Aims of the dissertation
The aim of this research is to critically analyse, investigate and evaluate the problems,
views and behaviours of small and medium enterprises in regards to the employment
opportunities provided to people who have disabilities.

Employment Opportunities 9
1.4 Objectives of the dissertation
To identify, consider and examine the following objectives tor the fulfilment of this aim,
 To evaluate the practices and policies of employers in regards of the employment of
disabled people. As well as identifying the causes of discrimination among colleagues
and associates at workplace for disabled people
 To examine the role of educational and training centres which provide organisational
training and education to disabled people. Additionally, examining the role of
technology and advancement which help the disabled people in their working places
 To explore the social impact which is based on the employment of disabled people and
interaction between economic advantage and disability disadvantage
1.5 Research Question
The primary research question is;
 Why there are less employment opportunities for the people with disabilities?
 The secondary research question is;
 How the discrimination can be eliminated for disabled people at workplace?
 How the training and motivation can be helpful for disabled people?
 What are the effects of discrimination on the physical and mental health of the disabled
people?
1.6 Significance of the study
This research will be helpful in understanding the barriers which stops the disabled
people to work in organisations and the causes which becomes the reasons for small and medium

Employment Opportunities 10
organisations to avoid hiring disabled people (Chan et al., 2010, p.407). In organisations,
especially small and medium organisations, there is a clear discrimination among people who
work and the people who have a slight disability physically or mentally (Chan, et al., 2010,
p.407). There is a strong need to understand this barrier and eliminate the discrimination which
makes it difficult for disabled people to find a suitable and reputable position in the organisations
of their choice. The main focus of this research is the particular group of disabilities. This
include the physical disabilities, such as lymphatics, impairment, or loss of a certain body part.
The people with such kind of disabilities can work in any organisation. This could either be
small or medium organisation or a multinational company.
1.7 Expected Outcomes
It has been expected that the research will be helpful in understanding the right factors of
the discrimination among the disabled people at their workplaces and also the effects of such
discrimination will be evaluated. Moreover, this research will be helpful in gaining the accurate
and appropriate findings related to the disabled people’s employment opportunities.
1.8 Overview of the chapters in the Research
This research has been done based on the mixed research methods. This includes a
detailed discussion on the literatures identified from previous researches and their findings. The
main aim of this research is to find out the causes which makes disabled people resist to get hired
in organisations. This research has been based on the literature reviews which are later evaluated
in a detailed discussion and the literatures have been analysed from which the relevant findings

Employment Opportunities 11
have been taken out. Based on these findings the right recommendations have been provided and
an accurate and proper conclusion has been formed.
2.0 Literature Review
2.1 Employment of Disabled People
In society the concept of “incapacity” lies which means that the people are unable to
work they should be provided with a special treatment in the society which should be different
from others. While people who are normal and free of disabilities considers their basic right to
have better chances and opportunities in the economic system. Small and medium companies
have a strong role in the economic sector by not appointing disabled people as their employees
(Shier, Graham & Jones, 2009, p.63). These disabilities are not limited to the physical ability to
do any work but these also include sensory and psychiatric characteristics which decreases the
working capacity of a person. In this regard there are many institutions and organisations which
provide proper training and rehabilitation programs to disabled people which help them
professionally and enable them to work in a more productive, efficient and effective manner
(Berthoud, 2011, p.n.d).
In terms of people with disability there are two significant modifications. First is that, the
job of an individual is not determined by their characteristics of self-containing aspects but also
the effects are based on economic, social and institutional frameworks which has been negotiated
by the employment. Second is, the division of the disabled people into two groups. The people
who are able to work and the people who are incapable of work (Pagán, 2009, p.217). The
division is done based on a wide set of factors such as, the condition of a person, the impairments
and the severities which affect the probability of people working. It is understandable by an

Employment Opportunities 12
example that the well educated people are less vulnerable to the effects of disadvantages which
they have due to the disability than people who have less or no qualifications. Studies says, that
there is a strong impact of these modifications in the employment of disabled people (Abidi &
Sharma, 2014, p.60).
2.2 Depression as a Disability
One of the most common form of disability is depression among people. It is renowned
for different names such as anxiety, perplexedness, or stress but the effect it makes on the
capability of a person is disturbing and it can become the cause of permanent disability.
Depression leaves a negative image of a person and if an individual is already working,
depression can have negative impact on the overall performance and achievement (Brenes et al.,
2008, p.158). The need for counselling increases in the people. People who are going through the
phase of depression may need to have more support, encouragement and motivation for their
work. The conventional methods of encouragement and motivation becomes difficult for them as
they may not be able to understand things in a better way with mental disability and distraction.
Social security disability benefits are provided to many employees in many organisations
(Neovius et al, 2008, p.572).
Clinical depression or depression can affect many areas of a person’s life which includes
the ability of a person to perform better in their organisation. Depression is long term. It is
perceived as a relative term for sadness but sadness is temporary. The impact of sadness may not
remain for a long term. The role of “social security administration’s standard” in terms of “Social
security disability benefits” is to make sure that the people who are suffering from depression
should be able to perform all the work which has been assigned to them in their workplace

Employment Opportunities 13
(Neovius et al, 2008, p.572).This includes the inability to perform any kind of physical labour.
People cannot prove that their depression has been serving as a barrier to perform any productive
work. Social security becomes necessary in this situation as the people may help themselves by
hiring a lawyer and who is well aware about the disorders and their impacts on a performance
and the effect they make in the performance of a person (Coletta & Bruyère, 2011, p.n.d).
2.3 Forms of Training
Rehabilitation centres and trainings improves the self confidence in a person who has
disability and these also help in increasing awareness about the formal business practices and
business environment. In an organisation, there could be many different forms of training
provided to the employees who suffer from mental illness or disability. According to researches,
the multinational or international global organisations have these benefits and incentives which
they have assigned as an additional benefit for disabled people (Sharma, Forlin & Loreman,
2008, p.773). Small and medium organisations do not have much resources and capital to invest
on training and development of the employees and their abilities. The training program may
include, formal organisation training, mentoring, one to one discussion, peer to peer training,
community based vocational rehabilitation or early interventions. These altogether may help a
disabled employee to increase their self-confidence or they can increase their skills of personal
development, professionalism and effective communication with other peers and managers
(Shier, Graham & Jones, 2009, p.63).
The ability to help oneself through training and rehabilitation centres is also effective in
terms of skills related to problem solving, stress management, time management and decision
making. New people who are becoming a part of a new venture are required to have sufficient

Employment Opportunities 14
knowledge and understanding of professional practices and the work which involves strategies of
the achievement of a successful business (Szymanska, Mikolajczyk & Wojtanowski, 2012,
p.675). Training does not only help disabled people to get things done in the right manner but
these also help to understand the technical aspects and procedures which ensure the success of a
business. A general perception about vocational trainings related to a disabled people is that they
have a “slow learning process” which will affect the learning time and process of other workers.
For people with disabilities, it is necessary to have proper governmental and non-governmental
programs for organisations and rehabilitation centres which would provide many opportunities to
have rehabilitation facilities for these people (Oliver & Barnes, 2010, p.547).
2.4 Causes of Discrimination among Colleagues and Associates at Workplace for
Disabled People
People who have normal abilities and capacity to work discriminate themselves with
disabled people. The cause of this discrimination is the misconception and wrongly perceived
behaviours of the people according to which disabled people cannot complete their work on time
and their level of productivity is much less effective and efficient than other people. The
disability which has been caused in a person because of an accident or a sudden injury, may have
longer and stronger impact on themselves rather than people who have permanent minor
disability or disorder (Clayton et al., 2011, p.434). These people may feel that they could have
been appointed or less discriminated among the people if the accident or injury would not have
happened with them, these people face a stronger discrimination among the people and become a
victim of multiple perplexed disorders physically, mentally or psychologically (Foster & Fosh,
2010, p.560).

Employment Opportunities 15
Among all the disabilities in the working environments, the most affected category are
the people who have been suffering from mental health conditions. Different kinds of
impairments in people creates and increases different kinds of disabilities. Since, discrimination
creates the most negative impact on the productivity of people, there are many organisations
where the law of discrimination has been applied to and it is strictly prohibited to make
discriminated comments or remarks on the people with disabilities (Foster & Fosh, 2010, p.560).
In many studies and researches, it has been seen that there is a clearly observed discrimination
among the people who have physical or psychological disabilities. A clear discrimination and
difference creates difficulties for people and they find it much difficult for the people to work
steadily (Lindsay, 2011, p.1340).
2.5 Role of Educational and Training Centers Which Provide
Organisational Training and Education to Disabled People
Disability is not a disease. Neither it may have severe consequences, if the disability has
been present in a person from a long time and it has massively grabbed the mind of the affected
person. Training and rehabilitation centres play an effective role in this regard and help people in
getting along with their disabilities (Tsemberis, 2011). The training and motivation which has
been provided by these centres increases the level of self confidence among people and they can
help themselves to restore their capabilities in order to suffer and sustain in the competitive
organisational world. The rehabilitation centres provides their facilities in terms of counselling,
training and helps people to get employed according to their education, knowledge and skills
(Johnstone, 2012). The placement is dependent on the performance of these disabled people in
the training and rehab centres and it helps the trainers to select the right position for them in the

Employment Opportunities 16
right job. People with physical disabilities can get help from physiotherapists which help in
reducing the effects of their incapability of doing work. These people can be hired as
accountants, receptionists, cash counters or in jobs where there is least physical labour required
(Ali, Schur & Blanck, 2011, p.199).
People who have hearing disability, lack of sight or speaking issues may get jobs in
libraries, as cleaners of labourers where there is least requirement of these sensory organs and
they may be able to work effectively in physical practice. Mainstream training programs and
vocational guidance are less segregating than vocational training centres (Kozina & Sobko,
2016).
The trainers must realise that they have a strong responsibility for people who are
suffering from disability. The trainees need to have proper attention and care and it becomes the
responsibility of the trainer to make sure that they are providing encouragement and motivation
along with teaching professional, personal, educational and institutional skills which will help
the trainees to live better with self-reliance and an improved quality of life (Verdugo et al, 2012,
p.1036).
2.6 Role of Technology and Advancement Which Help the Disabled People in
Their Working Places
In organisations, where there are facilities for people with disabilities, they take the help
of some supported employment measures which help the disabled people to perform better.
These are the implications and applications of technological advancements which help these
people to perform better and provide better or equivalent results with normal employees (Foley
& Ferri, 2012, p.192). Special provision of training, use of devices which help in understanding

Employment Opportunities 17
of impaired people, provision of devices to decrease the effects of impairments like hearing or
speaking. Also people who cannot speak or may not listen can be hired in organisations as valets
of drivers or in any other job role which does not require much of oral or verbal communication
(Nam & Pardo, 2011, p. 282). Organisations even pay for the aesthetic body parts for employees
who have gone through a surgery, an accident or any inappropriate incident. Aesthetic body parts
helps disabled people to work like normal people and it helps to increase the motivation level in
disabled people. The role of technology plays an effective role in the performance of disabled
people as it increases their performance and productivity (Oosterlaken, 2009, p.91).
As the new technology is expanding and more people are receiving opportunities by the
implication of advanced technology in their work place, it has also been observed that there are
many people who use internet and social media for their marketing and business development.
There are multiple chances available for these people which can be availed by disabled people in
order to get self-employment and receiving benefits from it (Borg, Larsson & Östergren, 2011,
p.151). It can be said that social media has played an important role in the lives of disabled
people and it has provided a massive platform for these people to have online opportunities. The
increasing trend of freelancing has opened many ways for people with disabilities. They can
provide their services from their home. The discrimination is not always from people at working
place but also from the disabled people. They feel that they are different from others and they
may not be able to cope up with strong market competition and performance (Mansell, 2010,
p.5).
2.7 Reluctance and Disinclination of Disabled people towards Work

Employment Opportunities 18
Disabled people generally have a reluctance towards getting employment in an
organisation. The main reason which has been found out is not the discrimination which has been
showed by the employees already working in an organisation. It is the hesitation and reluctance
which disabled people have in them because of their impairments and inability to do any work.
The communication becomes difficult with disabled people (Valeras, 2010). As it has been
defined earlier, that disability is not only physical but it can be anything. A slight disorder in a
person can be defined as a disability. The resistance which is usually present in the society for
disabled people takes the encouragement and motivation from the disabled people and leave
them with shyness and quietness. This shyness does not let disable people work anywhere and
they feel awkward and left out in the society (Fletcher, 2008, p.99).
When the confidence is damaged of a disabled person it cannot be regained unless the
person agrees to get admitted in a training or rehabilitation centre. In recent times, when there
new issues are rising the rate of anxiety, depression and stress is also increasing. These elements
together affects the productivity of a person and it leaves a negative impression in the
performance of a person (Fletcher, 2008, p.99). In a working organisation where there are
hundreds of employees present and working on the same pace to achieve the same goal, it is
necessary to motivate them and keep a check on their performance on a regular basis. Any
discrimination would lead to depression, shyness and stress and it will not be helpful for the long
term profitability, performance and productivity of the company. The role of training centres
play an effective role in this regard (Mitchell et al., 2017, p.413).
2.8 Intellectual Disability

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Intellectual disability can be defined as; “a disability characterised by significant
limitations both in intellectual functioning (reasoning, learning, problem solving) and in adaptive
behaviour”. The occurrence of this ability starts to demonstrate its signs before the age of 18
year. It is “a condition with an onset in the developmental period of life and includes below-
average general intellectual function and a lack of the skills necessary for independent daily
living” (Maulik et al., 2011, p.419). The mental abilities which are considered to be disturbed
and show inappropriate results and which help to diagnose that a person have intellectual
disability are, lack of judgement, abstract thinking, practical understanding, critical reasoning,
problem solving, planning and learning from practical experience (Maulik et al., 2011, p.419).
These abilities are judged and evaluated by “individually administered tests of intelligence”
which is taken by trained physicians and clinicians. People who have intellectual disability may
additionally have to struggle with the skills which are needed in daily life functioning (Lysaght,
Kuntz & Lin, 2012, p.409).
These skills can be very common for normal people but may cause a problem for people
with disability such as, social participation, independent living, communication with people, and
ongoing support of the society. The people who suffer from intellectual disability are more
concerned of the people connected with them and their emotional attachment makes them very
vulnerable. Intellectual disability is a well concerned factor for disabled people in their lack of
opportunities in the employment (Lysaght, Kuntz & Lin, 2012, p.409). The people with
intellectual disability have behavioural traits which makes them different from other people such
as, dependency, aggression, passivity, stubbornness, impulsive behaviour, low self-esteem, low
tolerance, more frustrated behaviours and there is high risk of suicide in such people. These
attributes are not the factors which can become the diagnosis of intellectual disabled patients but

Employment Opportunities 20
these factors can surely become the attributes which affect the employment opportunities for
people (Timmons et al., 2011, p.285).
2.9 Social Impact Which Is Based On the Employment of Disabled People
Improved employment opportunities can help the people with disabilities and also it will
provide significant benefits to the economy, the society, community, workplaces and the
individuals. The right employment and the right position in a reputable organisation can help
people with disabilities to have better income levels. This could help them to make a better and
stable position in the society and they can have better and higher living standards for themselves
and for their financial independence (Harpur, 2012, p.12). In social sense for disabled people,
employment can help them in contributing a sense of identity and self-worth and it may also help
them in getting better health benefits from the society as a whole. Better employment chances
and improved outcomes can help disabled people in reducing demand for welfare systems. Any
business which appoints a person with any kind of disability gets a range of benefits from them
(Harpur, 2012, p.12). It is not necessary that a person who has disability may also have lack
knowledge and skills. Disabled people can increase their level of financial independence, living
standards and better income. All the businesses receive a wide range of skills, qualifications and
talent from disabled people. People with disability have a high rates of retention, better
attendance and few occupational safety and health issues than normal people (Harpur, 2012,
p.12).
2.10 Interaction between Economic Advantage and Disability Disadvantage

Employment Opportunities 21
People with disabilities have to face many problems in making their economic
circumstances better and reasonable. There are physical and attitudinal barriers in the
participation of education, development process and labour market. It has been considered that
people with disabilities require to have extra costs and to be implemented and invested on them
because of their disability (Jones, 2008, p.405). This makes disabled people more vulnerable in
terms of poverty. It is exacerbated with the fact that social policies and economic policies are
unrelated to each other. The high rate of unemployment among the people with disabilities and
poverty increases reliance by people with disability and their household. The interaction among
economic advantage is and disability disadvantage defines the economic benefit which is not
provided to disabled people and it affects their social status and a reputed and reliable position in
the society (Vehmas & Watson, 2014, p.638).
3.0 Methodology
3.1 Overview of Research Methodology
The methodology which has been used in the conduction of this research is secondary.
There are multiple studies which have defined and discussed the disability of people and the
causes behind it, but there were limited studies which have defined the unemployment ratio and
the causes behind lack of employment opportunities for disabled people. There are a number of
studies which have been taken into consideration for the gathering of evaluation of the relevant
findings.
A systematic review will be incorporated with the related search studies so that the
objectives of the study would be fulfilled (Bryman, 2015). Moreover, inferential analysis will be
used with relevant theoretical framework which will be effective for the critical appraisal of the

Employment Opportunities 22
findings of the research (Randolph, 2009, p.13).The inferential analysis will help in determining
the relationship between the interventions if they have been taken in the study and the outcomes
which defines the strengths of the relationship between the problem and its solution. There are
many ways through which the interventions can be evaluated. In terms of collection of data the
observatory method has also been used. It helped to understand the actual situations of the
organisations, their employee behaviour and the discrimination which has been done in their
working practices (Alvesson & Sköldberg, 2017). To evaluate and analyse the quality of work,
action of the people, practice and comprehension of opinions and behaviours, the literatures and
the qualitative studies have been studied. In order to gather the right data from online journals,
literatures and articles, keywords like, disabilities, organisations, SME’s, multinational,
discrimination at work place, unethical behaviours, technological development, reluctance and
intellectual disability have been used (Alvesson & Sköldberg, 2017).
3.2 Research Design
In-depth research has been done and many literatures were found which were related to
the discrimination at work place and which defined the causes which serve as barriers for
organisational discrimination for people with disability (Jones & Kottler, 2006). In order to
understand the opinion of individuals and perspective of the company, the involvement was
made with organisations so that their work place and organisational principle, ethics, ideas and
practices could be observed. The ideas and practices of organisations differ from each other as
there are many companies which the law of appointing disabled people as their workers but they
lack in fulfilling company’s policies and rules (Cohen et al., 2013). This research has been done
with the method of systematic review.

Employment Opportunities 23
3.3 Data collection
Reported systematic reviews were used for the development of this research. The analysis done
on the literature reviews have helped to conclude results which have demonstrated the efforts
which people have in order to increase power, improve estimates of the size of the effect which
is seen in the organisations and the uncertainties and gaps could be resolved. This research has
helped to identify the gaps which have been seen in the researches by making a comparison of
the learnings and actual statements. (Garthwaite, 2011)
The research has been carried out of some of the electronic database websites such as,
EMBASE, MEDLINE and Applied Social Sciences Index and Web of Science. The references
of all the studies has been properly cited in this research for potential studies and inclusion
(Cohen et al., 2013).
3.4 Research Philosophy
The standard approach of research is associated generally with the differences in the
analysis and the collection of data in order to complete the research study. The researches have
helped in the identification of the problem. Herein, methodological orientation has been adopted
so that an effective connection point can be drawn between point of method and epistemology
that is based on programs of research design (Creswell & Clark, 2007).
3.5 Limitation of the Research
Literature review and collection of such review was done in an easy manner which did
not included any limitation or barrier. The title which is “employment opportunities for disabled

Employment Opportunities 24
people” (Foleyand Ferri, 2012).is a very vulnerable topic which includes the theories and ideas
of people going through disabilities (Roberts et al., 2005). The research methods which were a
part of this research are all hereby, secondary research methods and these helped to obtain
appropriate and required information (Tashakkori & Teddlie, 2010). The validity of this research
has been implied to the restrictions which the disabled people have to face at their working
environment. This can be measured with the available researches and the limitations of the data.
The reliability of this research is the degree to which the scale produces consistent results when
the repeated measurements are made. In this research as there is no use of the primary data
collection, the reliability can be checked through the published literatures in journals.
4.0 Findings and Discussion
4.1 Interventions to provide employment to Disabled people
The work related disability has always become a significant burden on workers,
employers and the society. Work disability is the inability of a person to do work or compete
with the people in their surroundings (Harpur, 2012, p.1). The work place interventions which
can help the disable people require help, support and encouragement from many people
associated with an organisation such as shareholders, stake holders and partners. These people
altogether can help to promote the trend of appointing disabled people in their organisations. It is
not necessarily important that they have given a managerial position in the company but they can
get any job on a junior position as well (Drake et al., 2009, p, 761). Some of the changes are
needed to be made and implemented in the organisation such as, change in equipment,
improvement in equipment and providing advanced technologies in the resources and equipment,

Employment Opportunities 25
providing a proper and effective working design and a feasible and healthy working environment
(Drake et al., 2009, p, 761).
The interventions for the certain study should be implemented on the population which
creates the discrimination among the disabled people and normal people, such as attitudes of the
stakeholders, beliefs of the stakeholder, demand of job, employer practice or the medical
symptoms. These symptoms altogether leave a significant impact on the working ability and
capacity of a disabled person. These interventions are dependent on the type of the disability and
the extent of its impact (Bond et al., 2008, p.280). There are many psychological states in which
any kind of interventions cannot be taken or implemented. These disabilities only require to have
a medical treatment or remedies which could help them in getting treated better effectively and
get a quicker recovery in their medical condition (Harpur, 2012, p.1). However, there are some
of the disabilities like sensory disability or physical disability in which any disabled person can
be employed and appointed in an organisation. The goal is to reduce the rate of unemployment
among disabled people and empowering them to work for their own (Bond et al., 2008, p.280).
4.2 Employer Decision Making
The decision to either employ a disabled person in the organisation and either he or she is
suitable for the company is the decision of the employer. It is their decision along with a mutual
consent of all the stakeholders, shareholders and the employees to decide if they require the
capabilities of a disabled person (Lindsay et al., 2015, p.701). There is a certain criteria which
help the employers to make this decision. The people with disabilities have chances to get
employment if they pass the certain criteria of hiring and physical or mental abilities. These
include the ability to think intellectually, the ability to take proper decisions and the ability to

Employment Opportunities 26
solve problems in an intelligent and intellectual manner (Lindsay et al., 2015, p.701). These rules
and policies have been designed and decided as a mutual concept and mutual idea of the
organisation. The interventions may include structural interventions and occupational
interventions. If the policy of the company focusses on structural interventions they can hire
people with physical disabilities (Drake, Deegan & Rapp, 2010).
The structural interventions include change in the furniture, change in the materials and
methods which is needed to perform a certain task. After studying the literatures and findings, it
can be recommended that the interventions which were linked closely to the workplace focuses
on the adaptation of the work and the involvement of shareholders in the working environment
(Drake, Deegan & Rapp, 2010). The occupational interventions which can be made a part of an
organisational practice and policy to employ disabled people are the methods through which any
person can get proper motivation and encouragement. These methods include proper training,
work ethics and workshops. These not only help the people to have better jobs in better
organisations but also these will help the disabled people to get appointed. SME’s can implement
the policies of interventions by which they can develop a differential competitive position in the
market (Damgaard & Torfing, 2010, p.248). The companies which allows disabled people to
work with them and provide employment opportunities to them are considered to be humble and
polite organisations where human resources is considered as a valuable asset for the company
and the company can have better outcomes (Damgaard & Torfing, 2010, p.248).
4.3 Eliminating the Reluctance of Disabled people

Employment Opportunities 27
In the literature review, it has been discussed that there are disabled people who have
shyness and hesitation in order to start working with organisations and workplaces. These people
are not able to work effectively because of their hesitation and reluctance towards their work.
People with disability have many issues which are needed to cope up in order to increase their
motivation and encouragement (Lysaght, Ouellette & Lin, 2012, p.409). There are multiple ideas
to gain motivation in disabled people. These motivation interventions include, rehabilitation
treatment, psychological treatment, encouraging the work which is being done by the disabled
people. Recognising their work and appreciation. In many people who have been through
accidents and injuries, there is distress and emotional disturbance which affects their working
ability (Lysaght, Ouellette & Lin, 2012, p.409).
The amputee body parts or the disability they have received by any of the accident leaves
a permanent haunting image in their minds which makes them psychologically disturbed as well.
There are many rehabilitation centres which can help people with such disabilities (Garland,
2012, p.339). Diverting the mind and looking for measures which could take the haunting or
disturbing memory of such patients may help in increasing their working capability and they may
be able to help themselves in getting better jobs or help in enhancing the level of encouragement
which wold reduce the level of reluctance in going to different companies or businesses for jobs
and compete in a competitive environment (Liasidou, 2014, p.120).
4.4 Social Impact
In social sense for disabled people, employment can help them in contributing a sense of
identity and self-worth and it may also help them in getting better health benefits from the
society as a whole. Better employment chances and improved outcomes can help disabled people

Employment Opportunities 28
in reducing demand for welfare systems. Any business which appoints a person with any kind of
disability gets a range of benefits from them (Harpur, 2012, p.12). It is not necessary that a
person who has disability may also have lack knowledge and skills. Disabled people can increase
their level of financial independence, living standards and better income.
4.5 Economic Advantage and Disability Disadvantage
People with disabilities have to face many problems in making their economic
circumstances better and reasonable. There are physical and attitudinal barriers in the
participation of education, development process and labour market. It has been considered that
people with disabilities require to have extra costs and to be implemented and invested on them
because of their disability (Jones, 2008, p.405). This makes disabled people more vulnerable in
terms of poverty. It is exacerbated with the fact that social policies and economic policies are
unrelated to each other.
4.6 Employment opportunities of disabled people
In terms of people with disability there are two significant modifications. First is that, the
job of an individual is not determined by their characteristics of self-containing aspects but also
the effects are based on economic, social and institutional frameworks which has been negotiated
by the employment. Second is, the division of the disabled people into two groups. The people
who are able to work and the people who are incapable of work (Pagán, 2009, p.217). The
division is done based on a wide set of factors such as, the condition of a person, the impairments
and the severities which affect the probability of people working. It is understandable by an
example that the well educated people are less vulnerable to the effects of disadvantages which

Employment Opportunities 29
they have due to the disability than people who have less or no qualifications. Studies says, that
there is a strong impact of these modifications in the employment of disabled people (Abidi &
Sharma, 2014, p.60).
4.7 Analysis
The secondary data and findings have resulted that disabled people have to face much of
discrimination and problems than normal people. This is because they are more vulnerable to the
problems and they have been perceived wrongly in the society (Ali, Schur & Blanck, 2011,
p.199). The literature review which has been studied and the researches which have been studied
in the conduction of this research, to gather the relevant data and to see the observation of
previous researchers, it has been analysed that employment has always been an issue of the
people with disabilities. The cause is that their perceived nature and their behaviour towards
situations and problems (Ali, Schur & Blanck, 2011, p.199).
When there are less or no opportunities for people with disabilities, it becomes difficult
for them to maintain their self-esteem and self-motivation. It is not only the multinational or
international organisations which makes this discrimination but also small and medium
organisations which have no opportunities and no benefits and measures for disabled people
working in these companies or organisations. There are multiple factors and attributes of
disabled people behind this discrimination and lack of opportunities such as;
 The resistance to take authority
 Lack of problem solving skills
 Lack of decision making skills
 Lack of motivation and charisma

Employment Opportunities 30
 More competition and speed in working place (Kröger, 2009, p.398)
 Being judged for their abilities and behaviours
 Quick aggressiveness
 Dependency related to decisions and performance
 Stubbornness
 Rage and anger
 Impulsive behaviour
 Low self-esteem
 Low tolerance over situations
 Quick and high level of frustrations
 Suicidal attributes (Kröger, 2009, p.398)
It is not necessary that all the people who have a disability may have the element of all of
these elements. The number of attributes may be more or less or the level of these attributes may
be high or low in all people with disabilities. Although there are many organisations now which
have their policies to appoint new employees in their organisations despite of their disability.
These organisations have used structural interventions and operational interventions in their
workplace which helps them the disabled people to compete in the competitive market of
employees and different areas of an organisational functions (Hall, 2010, p.48). The employee of
these organisations also help the disabled people to work better and help them in their lacking
and inabilities to do any work. The research which has been conducted, analyses that there are
multiple interventions which have been used by the organisations now to employ disabled
people. But the hesitation and reluctance which people have faced in the past few years have
made them lose their social strength and confidence. They have created a stigma in themselves

Employment Opportunities 31
which has taken away their strength and social stability to work in an established organisation.
Disability can either be physical, psychological or sensory (Hall, 2010, p.48).
These disabilities can help a person to get employed. It has been analysed that the
decision which has been made by the organisations to appoint disabled people is after checking
and confirming their mental and physical state. The level of aggressiveness, stubbornness,
impulsivity, intolerance and frustrations level are checked and tested before the appointment of a
disabled person. All the previous studies have stated that people who had a physical disability
were going through some king of mental trauma which affected their ability to do any work.
Also the people who had sensory or psychological disabilities were taken into consideration for
jobs where they had assistance and guidance. The rate of employment as it has been seen and
discussed, has been arisen in the past few years for people who have been receiving employment.
There are multiple areas where there is no need to have physical labour such as, cash counters f
departmental stores, accountancy, receptionists or typists (Lindsay, 2011, p.1340).
There is no mental pressure or physical labour included in positions like these. Whereas
some of the labour work which includes physical effort does not need the use of sensors or
communication with other people such as, inventory loading and unloading, valet parking,
janitors, cleaners, and many others. Any work which has been assigned to disabled people is
done under keen observations and after provision of proper training and information (Lindsay,
2011, p.1340).
There are certain laws and regulations associated with the rights of the disabled people.
The role of these laws is to empower the disabled people and protect the position of the disabled
persons from different kinds of discriminations such as the discrimination of housing, education,
employment and access to public services. In the UK, there is a convention called the

Employment Opportunities 32
“Convention on the rights of Persons with Disabilities”. It defines the extent which elaborates the
disabilities. This is defined as; “Those who have long term physical, mental intellectual or
sensory impairments which in interaction with various barriers may hinder their full and
effective participation in society on an equal basis with others”. Different kind of organisations
have their different policies. Large organisations mentions their policies for the people and when
providing any advertisements that the company provides equal rights and policies to people who
have disabilities. While the small and medium organisations do not accept the people with
physical and mental disabilities or do not mention that there are employment rights being
followed?
The large organisations prefer their employees to hire disabled people as they provide
equal benefits to the disabled people. Also there are credit programs for the disabled people
which further motivates the disabled people in terms of their development and motivation. While
considering any disabilities and discrimination, the organisations in the UK suggests the most
suitable careers for the disabled people such as sales person, accountants, teachers for disabled
students, self-employed workers, industrial machinery workers and many others. In USA, China,
Japan, and many other developed countries there are equal opportunities for the disabled people
and the governments and the organisations help their people by reducing their stigma and
encouraging them to work more in the corporate world. In this regard all the countries have their
own disability laws.
Figure 1: Work, Health and Disability conditions in the UK

Employment Opportunities 33
Figure 2: types of learning disability in the UK
From the above graph it has been analysed that 28 % or working age group people are
usually of mild or moderate people have learning disabilities from their job. Rather than 10 % of
working age group have several learning disabilities in have a proper job structure as per their
need and requirements. Thus, there are some of the working age group are propounded and
have multiple learning disabilities had a job.
5.0 Conclusions and Recommendations
5.1 Conclusion
In most of the countries, the rate of unemployment is getting higher by each passing day,
there are many people who have proper knowledge and skills to get into an organisation and
work with employees but they have some kind of disability in them which makes them different
from others and this creates lack of opportunities because of their disability and perceived
incapability to do any work. The main causes of unemployment are lack of skills, legal issues,
ethical issues, economic instability or regulatory issues. These people who have disabilities have

Employment Opportunities 34
been excluded from economic and social employment opportunities. The misconception and the
wrongly perceived behaviours of disabled people have made it even more difficult for people to
have suitable jobs in reputable organisations. Technological advancements are helping these
people in terms of employment. People can get jobs and they can get employed from their
homes. These kind of jobs include call centre agents, online product and service delivery,
accountants, receptionists, cash collectors, valets or any kind of job which requires less
communication and more work(.Creswell, 2017).
There is wide gap in the employment rate of normal people as compared to disabled
people. This can be narrowed down by providing proper trainings and information to these
disabled people and any work which they do should be done under supervision and proper check.
Disabled people do have an aggressive nature and they lack many attributes which are present in
a normal person such as they lack tolerance, impulsiveness, and frustrations. These attributes
makes them do strange things and they may not be able to understand the situations and matters
in the way they should ad this affect the ability to think properly, their problem solving skills and
decision making skills (Coletta and Bruyère, 2011).The institutes and rehabilitation centres play
their role in this regard and they provide their concerns and considerations to the people so that
the level of these attributes could be reduced. There are a total of 5 to 6 people who are disabled
if they have been given proper chances and platforms, they can contribute on a significant part of
the economy. It is not necessary that these negative attributes should be present in a person who
has lost his or her senses or is psychologically disturbed but people who have been through a
major accident or serious injury or trauma can also be included in the category of disabled people
and the images and memory of such events affects their learning and understanding capability
and capacity(CohenManion and Morrison, 2013).

Employment Opportunities 35
In the literature review which has been studied and considered in the conduction of this
research, there are many reasons which have been seen and evaluated. There are causes which
affect the employment of disabled people, this includes major psychological disabilities such as
having Dementia, Alzheimer’s, physical disability, amputation of a body part or others, or these
disabilities can be minor and ignorable such as stress, depression, anxiety, distress and temporary
or minor disorders. There are multiple forms of trainings which have been provided to these
people but the problem arises in the organisations, mostly small and medium organisations which
resist to appoint disabled people and decrease their chances of having employment opportunities.
(Chan, Strauser, Gervey and Lee, 2010).
The discrimination has a huge rate in the UK. It also affects the financial position of
disabled people in the society and the economic situation leaves a strong impact on the financial
position and the life status of a disabled person. These economic and social issues can be
eliminated by the implementation of right strategies and provision of technological impact in the
jobs and positions of disabled people. People are least likely to get into companies now.
However, the role which has been played by technology has a strong impact on the people with
disabilities. This is because of the new technologies, advancements and ease through which
disabled people can increase their chances to have employment opportunities for themselves.
The methodology which has been used in this research is secondary research and qualitative
research methods. In this method, previous literature and the gaps which have been present in
these researches have been found out (Bryman, 2015).The main lacking in the researches have
described that organisations still have less rate of employment as there still is discrimination in
the competitive organisation.

Employment Opportunities 36
There are no interventions which have been defined which could have helped these
organisations to appoint more skilled and knowledgeable people who could help the
organisations to grow more. Also the studies which have been referenced in this study do not
emphasise on the role of technology which could help these people to have reputable positions in
different organisations with same respect and importance as normal people(BorgLarsson,and
Östergren2011).
5.2 Limitation of the Research
Literature review and collection of such review was done in an easy manner which did
not included any limitation or barrier. The title which is “employment opportunities for disabled
people” is a very vulnerable topic which includes the theories and ideas of people going through
disabilities (Roberts et al., 2005). The research methods which were a part of this research are all
hereby, secondary research methods and these helped to obtain appropriate and required
information (Tashakkori & Teddlie, 2010).
5.3 Recommendations
There are many areas which have been recommended for the disabled people to have
reputed employment and better chances to have a better life. Although having a disability may
keep people away from better opportunities, it is still recommended that they can have jobs in
fields of self-employed work, writers, research analysts, labourers, and many others. As the new
technology is entering the market it is recommended that people with disabilities may start their
online business or start providing their online services for people who require these services. The

Employment Opportunities 37
trend of disabled people has been changing and there are more people getting employment
through web based pages and social networks. In order to have better employment, the use of
social media is highly influential and it is used by a mass target market, which creates a huge
potential market for people who want to get into online business with disabilities. This may
include developing new videos, development of new software and technologies which could help
them to earn from these domains and the promotion of any product or service through social
media platforms.
It has also been recommended that the people who have been already employed in
multinational, international or small and medium organisations, it is recommended to have
timely training sessions for people. the trainings for introducing new things and concepts,
motivation and delivery of new information is usually done when there is strong need to do so or
the employees start to feel less motivated or less interested towards their work. A proper and
well maintained plan which could execute an effective and attractive training program would
help the disabled employees to remain on a single track and keep their concentration and
motivation towards the achievement of a single goal or objective. In order to make sure that the
position of disabled people has been maintained in the society there is a strong need to employ
them and provide them with economic benefits and incentives(.Berthoud, 2011).. The rate of
poverty is increasing in the disabled people because of their lack of opportunities and jobs in
organisations.
People with disabilities can also help other disabled people such as they can enter in
institutions or rehabilitation centres with their disability and they can become a special education
teacher, physical education teacher, music therapist, interpreter for hearing impaired people,
support for blind people or they can become an assistant to people already appointed for these

Employment Opportunities 38
jobs. Intellectual disability can also be eliminated by providing special consideration to these
people and providing them enough training and motivation to work and get employment.(Barton,
2017).

Employment Opportunities 39
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