Ethics and Contemporary Issues Project: Solutions and Conclusion

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Topic: Providing People with Disabilities Reasonable Accommodations in the Workplace.

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Topic: Providing People with Disabilities Reasonable Accommodations in the Workplace.

Introduction:

The study’s main objective is to engage disabled workers since many organizations are currently embracing their input and promoting equality and inclusion. This does not mean that disabled employees need special treatment, but be supported and provided with the necessary facilities to assist and help them perform their daily duties. This is true because some organizations are recruiting based on individual qualifications without considering if the potential candidates are disabled or not. Business & Legal Reports (2001) suggests that a productive workplace has an inclusive culture. Therefore, the study acknowledges that providing people with disabilities reasonable accommodations in the workplace is a smart move because it will make them productive.

Background:

Weber (2010) suggests that accommodation is considered reasonable if it does not create an undue hardship or a direct threat. Therefore, employers need to consider the request made by a disabled employee to provide reasonable accommodation. Some of the major factors that shaped attitudes toward this topic include, first, the physical environment since sometimes it is not accessible. Second, technological because some organizations lack assistive, adaptive, and rehabilitative devices. Third, social since some community members have a negative attitude toward disability. Fourth, political because many organizations have policies that don’t exist or that hinder the involvement of disabled employees. Therefore, this topic is relevant today because it aims to promote equal opportunity in recruitment and make it possible for qualified individuals with a disability to enjoy equal employment opportunities.

Ethical Challenges:

One of the major ethical dilemmas for disabled workers is performance problems. The dilemma is whether to punish them when they fail to meet performance expectation or to leave it just because they have a disability. Cavanagh et al (2017) argue that despite the good track record kept by an employee with a disability, they are more likely to experience job performance problems. Sometimes supervisors or human resources staff get confused when trying to handle disabled employees legally and ethically. Employment Opportunity Commission expects employers to hold disabled employees to the same performance standards as any other employee. Therefore, the study recommends that the best way to handle any dilemma at work involving workers with a disability is to provide them with necessary needs and treat them equally. For instance, provide disabled employees with reasonable accommodations for them to meet the regular performance standards and question them when they underperform.

References

Business & Legal Reports (2001). Managing disabilities in the workplace.

Cavanagh, J., Bartram, T., Meacham, H., Bigby, C., Oakman, J., & Fossey, E. (2017). Supporting workers with disabilities: a scoping review of the role of human resource management in contemporary organizations.  Asia Pacific Journal of Human Resources,  55(1), 6-43.

Weber, M. C. (2010). Unreasonable accommodations and due hardship.  Fla. L. Rev.,  62, 1119.