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Barriers to Employment for Disabled People
Finding a job can be a challenge for anyone, but people with disabilities face additional barriers in their search for employment. Physical and attitudinal barriers can make it difficult for them to access the same opportunities as everyone else. This article will look at the key barriers to employment, and ways that these can be overcome.
Employers’ attitudes or assumptions
Employers may have incorrect assumptions about disabled people and how they could perform in a certain role. This can lead to discrimination, which, although illegal, they often get away with during their selection process, by creating other reasons for not choosing someone with a disability.
Employers need to understand and follow the rules on discrimination as well as other disability laws that may apply, to ensure that disabled people have access to the same opportunities as non-disabled people. This can only happen if they change the way they think, to see what applicants can do, rather than what they can’t do. More training which educates them can be helpful, but so can the experience of working with a team of diverse colleagues. Some disabilities are unseen until specific situations, where they become more noticeable, which just shows that they have little or no impact on the applicant’s ability to carry out the job.
Facilities
Another barrier is, many buildings and facilities are not designed with the needs of disabled people in mind, making it difficult for them to access certain places. The employer might be understanding of how someone with a disability can do the job, but lacking in knowledge of how to create a more accessible environment for them.
Ramps and lifts can help people enter the place of work and get around the building, while assistive technology can help with certain tasks that they would otherwise be unable to do. However, this technology can be expensive, which can create another barrier to employment in today’s climate where many businesses are struggling financially. Yet, allowing people to work from home, where applicable, can get around this barrier and open up more opportunities for disabled people.
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Public transport
Public transportation is often not designed with the needs of disabled people in mind, making it difficult for them to get to work or job interviews. Yes, there are several spaces on buses for wheelchairs, but this is also designed for pushchairs and the elderly. If these spaces are already taken, someone in a wheelchair may have to wait. It’s also important to note not all disabilities are physical, and some mental health conditions make it challenging to travel alone on public transport.
The extra expense is another barrier to obtaining and keeping a job. Using taxis rather than buses or trains can cut into a sizable chunk of wages, making it harder to make a living.
Education and training opportunities
Education and training are important for finding a job, but disabled people may have limited access to these opportunities due to physical barriers or a lack of resources. Mentorships and internships are important ways for disabled people to gain experience and stand out in their chosen fields, but these opportunities can be hard to find and expensive to fund.
The extra challenges faced by disabled people looking for work can be addressed by employers educating themselves and their staff, looking objectively at how some people might navigate the workplace with a physical or mental limitation, and more services being funded such as public transport where disabled people can easily travel to work.
In the fast-paced and diverse business landscape of today, inclusivity holds the key to extraordinary achievements, going beyond being just a buzzword. By embracing diversity and harnessing the talents of individuals with disabilities, you have the opportunity to witness a remarkable transformation in your business brand, setting it apart from the competition.
Below are five ways people with disabilities can become powerful catalysts for skyrocketing your business brand:
1. Unleashing Creativity and Innovation: People with disabilities bring a unique perspective to problem-solving and innovation. Their diverse experiences and adaptive thinking can lead to groundbreaking ideas that resonate with a broader audience, elevating your brand to new heights.
2. Cultivating Enhanced Customer Empathy: Employing individuals with disabilities fosters a deeper understanding of your customers’ diverse needs and preferences. This empathy fuels the development of products and services catering to a wider range of individuals, thereby boosting customer loyalty and enhancing your brand’s reputation.
3. Crafting Inclusive Marketing Campaigns: With a diverse workforce that includes people with disabilities, creating authentic and inclusive marketing campaigns becomes second nature. Representation matters, and consumers connect more profoundly with a brand that embraces diversity and reflects the real world.
4. Nurturing an Empowering Workplace Culture: Embracing diversity cultivates a positive workplace culture that encourages teamwork, respect, and open-mindedness. This welcoming environment attracts top talent, boosts employee morale, reduces turnover, and ultimately leads to increased productivity and overall success.
5. Making a Positive Social Impact: Actively promoting inclusivity and providing equal opportunities positions your business as a force for positive social change. Modern consumers appreciate brands that align with their values, and your commitment to empowering people with disabilities will garner genuine support and unwavering loyalty.
Integrating people with disabilities into your workforce is not only a moral imperative but also a strategic decision that can propel your business brand to unprecedented heights. By leveraging their unique talents and perspectives, you have the potential to cultivate a brand that stands out, deeply connects with customers, and makes a meaningful contribution to a more inclusive society.
Hansel Enmanuel is a true embodiment of inspiration, defying all odds to excel. Not only is he a viral internet star, college student, and immigrant to the United States, but he also stands out as a Division I college basketball player, achieving all of this with only one arm.
Born in the Dominican Republic, Enmanuel faced a life-changing accident at the age of six, resulting in the loss of his left arm. Despite this setback, he refused to let it define him and discovered his passion for basketball. Moving to the United States at 16, with limited knowledge of English, presented another challenge, but he tackled it with unwavering determination.
As a tall and gifted athlete, Enmanuel’s talent for dunking caught attention during his high school days at the Life Christian Academy in Florida. His internet fame skyrocketed, amassing over 4 million followers on Instagram and TikTok combined.
Though highly accomplished, doubts from college coaches initially clouded his path. However, he persisted, earning a place at Northwestern State University in Natchitoches. His journey in Division I college basketball started with modest beginnings, but his dedication and hard work were evident in every practice and game.
On the court, Enmanuel’s unique sense of balance and tenacity set him apart from his teammates. His astounding rebound and dunk during a game against the University of Louisiana Monroe left the crowd in awe, but the humble athlete remained focused on his defensive responsibilities.
In the face of success and popularity, Enmanuel’s work ethic remained unshakable. He rejected any special treatment, choosing to be treated like any other teammate when it came to discipline and responsibilities.
Despite not mapping out this extraordinary journey as a child, Hansel Enmanuel has become an inspiration to countless individuals around the world. Through perseverance, resilience, and an unyielding passion for basketball, he has proven that greatness knows no limitations. As his college career progresses, the attention he receives is bound to expand even further, allowing his story to reach and inspire even more people.
Hansel Enmanuel’s tale is a reminder that with the right attitude and determination, anything is possible, and dreams can be achieved regardless of the challenges life throws our way.
Campaigners have faced a disappointing outcome in their High Court battle against the government’s decision not to implement evacuation plans for disabled residents living in high-rise buildings. The Claddag campaign group had hoped for a legal requirement to have escape plans in place for those who might face difficulties in safely evacuating during emergencies.
However, the government’s Home Office conducted a consultation and concluded that the recommendations from the Grenfell Tower Inquiry would be excessively expensive and impractical to put into action. Instead, they are now exploring an alternative solution.
Back in October 2019, the chairman of the Grenfell Inquiry recommended a legal obligation for owners and managers of high-rise residential buildings to create “Peeps” (personal emergency evacuation plans) specifically tailored to residents with mobility issues or sensory impairments, such as visual, hearing, or cognitive impairments.
This recommendation was prompted by the tragic Grenfell fire in June 2017, which claimed 72 lives, with 41% of the deceased being disabled residents of the tower. In response to the inquiry’s suggestions, the Home Office initiated a consultation to consider implementing the Peeps proposals. However, in May 2022, the government decided not to make Peeps a legal requirement, citing concerns about practicality and cost.
Claddag, an organisation founded by two disabled tower-block residents, Sarah Rennie and Georgie Hulme, contested this decision through a judicial review at the High Court in December. The government’s legal representative argued during the hearing that they were still consulting on the proposals, and a final decision had not yet been reached.
Recently, Mrs. Justice Stacey delivered her judgement, stating that the government had indeed decided against implementing the Peeps recommendation. However, she emphasised that the government had the right to make such a decision after carefully considering the fire-safety implications versus the associated costs.
In response to the ruling, the founders of Claddag expressed their disappointment, accusing the government of putting financial concerns above the lives of disabled individuals and leaving them without a means of escape in high-rise buildings.
A Home Office spokesperson welcomed the court’s decision, explaining that it would allow them to move forward with plans to enhance the safety of residents who may have difficulties evacuating during emergencies. They are currently reviewing responses to a public consultation on Emergency Evacuation Information Sharing Plus, an alternative approach to Personal Emergency Evacuation Plans, to determine the best course of action to safeguard those who may struggle to self-evacuate.
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