Report: Workplace Discrimination Against Disabled Individuals

This report addresses the pervasive issue of workplace discrimination against disabled individuals in Australia. It begins by outlining the problem, highlighting the social injustice and lack of equal opportunities faced by physically disabled employees, and citing statistics on employment rates and discrimination complaints. The report then assesses the current policy landscape, referencing the United Nations convention on human rights and the shortcomings of existing governmental efforts. It proposes two primary policy options: increased government intervention, including revisions to existing legislation and proactive measures to combat discrimination; and incentivizing organizations to hire disabled employees through subsidies, assistive technology support, and infrastructure improvements. The report emphasizes the need for intervention programs, assistive technologies, and a redefinition of redressal approaches by the Australian Human Rights Commission. The report concludes by acknowledging implementation limitations, such as the potential for ineffective use of incentives, while advocating for the implementation of the recommended policies to promote inclusivity and equality for disabled individuals in the workplace.

Policy Submission

Table of Contents
The Problem................................................................................................................................2
Assessment of the policy Field...................................................................................................2
Development of policy................................................................................................................3
Option 1: Increased government Intervention........................................................................3
Option 2: Incentivise organisation to hire disabled employees..............................................4
Recommendation.........................................................................................................................5
Implementation Limitations........................................................................................................5
Conclusion...................................................................................................................................5
References...................................................................................................................................7

Michael Brown
Minister for Training Workforce Development
16, Parkland Road
Osborne Park WA 6017
Dear Minister,
My name is ….............. and I am being social worker being a part of Social work in disability
who work with both governmental and non-governmental organisations to make sure that
support, networking and professional development is offered to people with physical disability. It
has been 7 years since I am being part of Australian Association of Social workers which is
consistent of approximately 11,000 members. The vision of this association is to make sure that
there are opportunities for professional excellence and spreading of social justice in the country.
In this submission, I would like to divert your attention towards the lack of opportunities
and social justice which has been encountered by physically disabled people in the organisations.
The individual who are ascertaining difficult circumstances on the physical grounds is exposed
to mental torture within organisation due to perception and treatment of people towards them. It
is very important to divert attention of the people towards this issues so that their situation could
be improved. I have been working with disabled people for quite a few time and is now familiar
with the challenges and social injustice to which they are being exposed to within their
professional environment. Undertaking, this analysis I have tried to identify ways through which
better treatment could be offered to them along with provision of better opportunities for holistic
development.
Yours Truly,
…...................................(Insert Name)
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The Problem
The problem encountered in this scenario is that physically disabled workforce who is
being a part of this organisation are subjected to social injustice and are not provided with equal
opportunities to enlarge their professional skills. This situation have not only taken a toll on their
professional career but are also experiencing psychological breakdown. This practice is not new
as it is being continuing in the organisation for quite a while now. There is an employment rate
of 53% for physically disabled people which is being clear enough to justify their position in the
community (Australia's disability discrimination problem in three charts. 2017). The lack of
adjustments at work have emerged to be the biggest problem which is being encountered by
physically disabled people in the country. It is mainly due to pressure of the governmental
authorities that organisation have agreed upon to hire disabled workers in the organisation but
even still they are being exposed to discriminatory practices. There have been instances within
which their professional capabilities are being overlooked due to their physical circumstances.
The improper development of infrastructure is being helpful in further worsening their
circumstances as it takes twice the amounts of efforts to reach the workplace (Fevre and et. al.,
2013). The lack of their immobility is being considered on the basis of their decisions which is
morally and socially incorrect.
Assessment of the policy Field
The United Nation convention have said that human rights are also applicable on the
disabled people as well. They are entitled to have access to the same physical, social and
cognitive environment which is being experienced by physically fit person. The disabled can live
independently in the community and are to be included in the all the undertaking on personal and
professional activities. The provision of recognition and opportunities are also undertaken in the
human right convention. But all these convention and laws had a nominal impact on the life
which is being lead by a physically disabled individual in the professional or personal
environment. The disability in context of Australia can be referred to as one of the underlying
problem which is still not dealt effectively by the governmental agencies and commissions
(Certo, 2018). Only half a number of the person with disability are employed in comparison with
83% of other employable workforce in the country. The complaints of discrimination by the
disabled people is still growing and emerged to be highest amongst the world with Australian
Human rights commission. The lack of employment directly affects their economic
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circumstances and further their access to basic services and facilities which are essential
considering their difficult circumstances.
The people who are disabled on psychological grounds have an employment rate of a
surprising 29% which provides to clarity to circumstances in which they are leading their life.
The statistics related to disability complaints related to employment have risen from 31% in 2011
to 35% for the year 2015 (Moore and et. al., 2011). One of the major reason which have stated
by the employer for not hiring physically disabled people is that believe that there is a higher
costs associate with recruiting people with disability. There is negligible awareness of
programmes and schemes which have been introduced by the government which provides
assistance in marking adjustment which are directed towards making it convenient for the
disabled workforce (Australian Human Rights Commission, 2016). There have been instances
when a manager is too quick to terminate services of people who have encountered with a
disability. There have been no counter reaction of human rights commission or governmental
organisation. The technologies may be revolutionising but the mega corporation have yet to
make use of assistive technology which will cater a certain degree of ease while accomplishing
provided work. The people who immobile have complained higher than anyone else and
aggregates into 39.22% complaints. The hostility which is being shown by the Australian needs
to be dealt with so that social and professional justice is being offered to people and they are
provided with equal instances to nurture their skills and knowledge. On the personal grounds,
psychological and social torture which is being encountered by them is to be eliminated so that
they are provided with similar circumstances as remaining Australians.
Development of policy
The above description is enough to state that there is a need to undertaken formulation of
new policies so that disabled population in the country is provided with a better environment to
grow and prosper. Some of the policy options are as follows:
Option 1: Increased government Intervention
The primary approach which has been determined to counter this situation is to plan a
systematic intervention which is helpful for disabled person to deal with challenges which are
being faced by them. The enactments such as Disabled person act and mental health are to be
revised so that they are more suitable to the contemporary business environment. The similar
approaches are being undertaken in the economies of Denmark and Switzerland and have shown
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an improved level of success rate. The planned interventions for people with disability and
medical conditions have been benefited as they are emerging to be more employable and are to
able to work well in the provided working environment (Barak, 2016). The formulation of laws
and regulatory practices is a time consuming process instead government should focus on
planning intervention approaches as they can be beneficial to people in the longer run. These
measures should be provided with right exposure on the media platforms so that more and more
people could be more concerned rather than be sympathetic towards them. The positive media
exposure will be helpful in changing perception and attitude of people towards the media. It is
very important for the intervention approach to include a range of enforceable measures for
organisation and enterprises who are not making any efforts in the development of disabled
person in the organisation. The framework which has been offered by the government in terms of
human resources protection is further strengthened so that there are minimum instances of
discrimination amongst disabled people in the organisation (Baird, Williamson and Heron,
2012). The failure of Australian human rights commission is to deal with instances of
discrimination at workplace is to be replaced with pro-activeness so that there is a provision of
right environment to disabled individuals working with the organisation.
Option 2: Incentivise organisation to hire disabled employees
The another approach which can be considered by the government is to incentivise
organisation and companies who possess a inculcation of disabled people in their workforce
(Disabilities in the workplace: are we failing our disabled workforce?, 2017). Presence of more
large number of people with disability will provide a sense of sense of company will result in
reducing instance of discrimination within an organisation. They must be provided with an
opportunities to share their views whenever desired. It is not only confined to employers, there is
a needs to provide coordinated support to disabled members of the organisation through
provision of proper care and support through colleagues and customers so that they are able to
succeed in an organisation. The government can persuade organisation in making sure that
assistive technology are utilised along with development of infrastructure which is supportive to
disabled employees. The erection of ramps in business corporation is the primary approach
through which mobility and accessibility of such staff could be improved (Geisen and Harder,
2011). The provision of visual and hearing impairment will be assistive to disabled workforce so
that better results are achieved. The government should make sure that products and services will
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are required by the disabled population are sold at subsidised prices so that it can be availed by
organisation with minimal funds. The Job Access is a government subsidiary which is working
in identifying the manner through workplace can be made more accessible to people with
disability. This institution is helping people in identification of right jobs for people on the basis
of their disability along with making them capable to get promoted on the jobs as well. This
initiative by the government is to be popularised so that more and more people are aware about
this programme. There is a lack of popularity attached to this initiative which is hindering its
capacities to achieve its determined goals. The increase in employment rate for the disabled
people will be helpful in overcoming their economic and psychological challenges which are
being encountered by them (Gold and et. al., 2012).
Recommendation
The lack of attention and poor attitude of people towards the disabled are amongst the
major cause which are responsible for discrimination which is being encountered by them. The
intervention programme will be helpful to them in voicing out their challenges and concerns
which can later be utilised to support and assist them at the workplace. Another recommendation
is that use of assistive technologies and disability oriented infrastructure will cost nominal to an
organisation but will results in uplifting stature of infinite disabled people within the country.
The Australian human right commission have to redefined redressal approaches so that grievance
of disabled people could be addressed in the right manner.
Implementation Limitations
There are certain limitations as well when it comes to implementation of improved
policies for welfare of employees. The intervention which is to be carried out by the government
will be helpful for disabled people in making their life easier. But will not carry any major
impact on the attitude of people and manner in which they perceive disabled people in the
organisation. The subsidies and incentives which will be offered to business organisation will be
utilized for wrong reason and may not be helpful in attaining of objectives for which they are
being launched by the government.
Conclusion
It can be concluded from the above report assignment that disabled people working in the
organisation are subjected to a significant discrimination which tends to affect them on the social
and psychological grounds. There are only 53% of total disabled people employed in the country
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which justifies that humiliation which is being encountered by them on the economic and
psychological grounds. Therefore it is very important for government to intervene in the situation
and undertaken initiatives which assures that they are able to make best use of opportunities
which are provided to them on the professional grounds.
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References
Books and Journal
Fevre, R. and et. al., 2013. The ill-treatment of employees with disabilities in British workplaces.
Work, employment and society. 27(2), pp.288-307.
Certo, S.C., 2018. Supervision: Concepts and skill-building. McGraw-Hill Education.
Moore, M.E. And et. al., 2011. The vocational well-being of workers with childhood onset of
disability: Life satisfaction and perceived workplace discrimination. Journal of
Vocational Behavior. 79(3), pp.681-698.
Australian Human Rights Commission, 2016. Willing to work: national inquiry into employment
discrimination against older Australians and Australians with disability (2016).
Barak, M. E. M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Gold, P. B. And et. al., 2012. Negotiating reasonable workplace accommodations: Perspectives
of employers, employees with disabilities, and rehabilitation service providers. Journal
of Vocational Rehabilitation. 37(1), pp.25-37.
Geisen, T. and Harder, H. G. Eds., 2011. Disability management and workplace integration:
International research findings. Gower Publishing, Ltd..
Baird, M., Williamson, S. and Heron, A., 2012. Women, work and policy settings in Australia in
2011. Journal of Industrial Relations. 54(3), pp.326-343.
Online
Australia's disability discrimination problem in three charts. 2017. [Online]. Available through:
<http://www.abc.net.au/news/2017-10-12/disability-discrimination-in-the-workplace-in-
three-charts/9038178>.
Disabilities in the workplace: are we failing our disabled workforce?. 2017. [Online]. Available
through: <https://jobs.theguardian.com/article/disabilities-in-the-workplace-are-we-
failing-our-disabled-workforce-/>.
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