Managing People at Work

Essay Question:
How does a diversity management approach support and enable workers with a disability? In your answer, consider the link to various HR functions such as recruitment and selection, training and development, performance management and the concept of equal opportunity.

How does the diversity management approach to support and enable workers with a disability?

Diversity management is a process that intends to develop and maintain a conducive working environment that values individual differences and similarities. Studies have perceived that diversity management is based on organizational culture, human resource management, practices, impact in diversity openness, institutional environment, and other organizational concepts to diversity related to expectations, pressure, incentives, and requirements. Diversity management enables companies to enhance equality in employment through hiring and employee management in different time zone around the world. This essay will present a discussion on how diversity management concepts and support help workers with disabilities at the workplace. However, effective diversity management will enable workers with a disability to gain equal treatment and opportunities within the company. The following discussion will expound on the same.

Generally, diversity management entails respect and acceptance. Meaning each person is unique by observing the individual difference. It can be recognized through the dimension of ethnicity, race, sexual orientation, age, gender, socioeconomic status, ideologies, physical abilities, and others (Cletus et al, 2018, 40). Diversity management can be illustrated through the exploration of these differences in a positive, safe, and fostering an environment (Singh, Winkel, and Selvarajan, 2013, 245). Therefore, it entails a clear understanding of each other and proceeding beyond minor tolerance to celebrating and embracing the dimension of diversity that each individual possesses in themselves. Equality is paramount where all employees in the workplace should be given equal opportunities whether employees in a very small staff or hundreds of employees in an office shop or even a warehouse.

Each individual should be provided with an opportunity to undertake and fulfill job responsibility regardless of impediment or disability. Diversity is not just a checking box but a business concept that brings together ethical management and organizational high performance. Business leaders within the economy recognize the significance of a diverse workforce and view it as a company strength than a form of regulatory compliance. They understand that diversity can facilitate performance and promote innovation by adhering to traditional business activities which can cost them loyal customers and talented employees (Ford, 2014, 1381). Implementation of diversity management will contribute towards the elimination of these traditional practices which are bias and facilitate discrimination among the workforce.

Effective diversity requires the attraction of individuals who are different from others. This is the first step in attaining successful diversity management. However, this is not the final stage for managers to settle upon. Their goals and objectives must also include employee engagement in the organizational corporate culture. Diversity is more of the ingredients and mix of different perspectives and people whereas being included is more of to be contained (Mousa, Massoud, and Ayoubi, 2020, 24). An avenue that allows employees to feel accepted, they belong, and different. Through diversity management, the workforce with a disability will feel they belong and are accepted the way they are. It will act as a motivational factor in their job performance and general development.

Additionally, diversity management help in the identification and changing practices that support unconscious bias. The concept ensures that recruiting and the hiring process is conducted in line that encourages applicants with disabilities and does not limit their ability to showcase their strengths. This will promote equal employment opportunities for all applicants despite the nature of their health. Although hiring a disabled workforce is expensive, they also have different talents and skills which can contribute towards high organizational performance (Bonaccio et al., 2020, 140). Thus, diversity management supports and enable disable workforce to apply for the different advertised post within a company to demonstrate their strengths and abilities in undertaking a particular job. The recruiting and hiring procedures are also designed in a manner that can accommodate them.

On the other hand, through diversity management, employees can have a clear understanding of the challenges that individuals with disabilities undergo. They take initiative and contribute different opinions and find a solution for the challenges (Mejias, Gill and Shpigelman, 2014, 208). This will enhance a working environment where each employee can contribute their best when dealing with different challenges within the company. Moreover, the disabled workforce will be to overcome their challenges with the help of their colleagues. This will contribute towards self-development since they learn how certain things should be done when faced with various challenges at the workplace. They will also learn that everyone is important despite the nature of their health conditions and are treated equally like any other employee within the organization (Lindsay et al., 2018, 639). This will help them to improve on their self-esteem and realize that each individually important and if affected in one way or the other it is the role of the other party to help out.

 Diversity management develops a mutual and supportive community. Organizational training programs are opportunities that enable employees to connect with other employees from different companies (Cloutier et al., 2015, 67). Such occasions enable individuals with a disability to learn, develop and succeed. These programs expose these individuals to an environment that enables them to acquires new ideas, knowledge, and skills without being discriminated against. They are offered an equal opportunity to interact with others at all angles to learn and also express their opinions without biases. For organizations to attain effective human resources, they need to take responsibility for creating and developing organizational values on the significance of respecting differences among employees (Meacham et al., 2017, 23). It enhances the breakdown of barriers to accessing knowledge and skills through training programs where all employees are offered equal opportunity to participate in the training activities without discrimination of any employee to enhance their development within the firm.

Another support of diversity management is strengthening the hiring process through engagement with community groups. Most organizations face challenges reaching out to the talent pool of individuals with disabilities during the initial recruitment phase of the identification of candidates (Meltzer et al., 2020, 904). Through diversity, management disabled individuals can easily be identified through community groups and stand a chance to be hired. The disability workforce can get a chance to hair out their problems and views through community groups so that they can be heard by various employers (Asch, 2017, 151). Thus, they can easily access employment since employers can easily identify candidates to participate in the recruitment and hiring process where successful individuals become hired.

Furthermore, diverse employment within the organization enables the disabled workforce to stand a chance of serving diverse external customers within the competitive global market. This is only effective through diversity management which supports equality among employees. Such companies have an in-depth understanding of the requirement surrounding political-economic, social, legal, and cultural environments. This benefits the disabled workforce since they will be part of the organization’s performance management team that will drive the company towards achieving its goals and objectives within the global market (Vecchio, 2015, 6). Their roles and contributions will be highly regarded within the enterprise. This will also contribute towards equality in service provision within the firm which facilitates the contribution of different talents and skills which is effective organizational performance.

Therefore, I agree that diversity management is an essential tool in the workforce with a disability. However, it also contributes to organizations’ performance through equal opportunities to all individuals and the workforce at large. The disabled workforce is advantaged through the emergence of diversity management. They can receive equal employment opportunities, treatment, acceptance, and respect. Through this approach, companies are also able to easily identify a pool of talented individuals for the recruitment and hiring process which was a challenging task in ancient days. Elimination of traditional business practices is another supportive role of diversity management to the disabled workforce. It provides a conducive working environment free from discrimination and bias practices on unequal individuals. Moreover, diversity streamlines the recruitment and hiring process and human resource practices which enable these individuals to stand a chance of equal participation in various activities within the firm. These activities include training and development programs, recruitment and selection processes, management and organizational performance, and an approach to equal opportunities. Thus, it also eliminates that might hinder effective functioning or performance of the disabled workforce within the company. They get the opportunity to learn from other employees and contribute their opinions without facing any discrimination from colleagues or the management. Companies should promote diversity management to enhance equal opportunities to the disabled workforce to motivate and encourage them in their job duties.  

Bibliography

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