Pre-Class Question #6
docx
keyboard_arrow_up
School
Queens University *
*We aren’t endorsed by this school
Course
360
Subject
Communications
Date
Apr 3, 2024
Type
docx
Pages
1
Uploaded by baileighmallory5
Pre-Class Question #6:
How can the “3Cs” framework in Tompa et al. (2022) be applied in the
federal government’s plan to hire 5000 persons with disabilities by 2025?
Response:
The article by Tompa et al. (2022) acknowledges the diversity and complexity of disabilities especially in the workplace. They aim to outline how incentives, such as financial or other, provided through employment service funding packages can influence the behaviours
of third-party service providers, employers and persons with disabilities alike. They posit that incentives can be used to increase opportunities in a variety of ways and in a variety of contexts. Given the diversity of the field, the authors provide insight on the success of incentives in certain contexts to inform administration of funding for employers. This is explored through the “3C’s” of funding design for sustainable employment. Applying these to the situation with the federal government, the first step I would take is capacity building to develop skills and resources that would effectively support the initiative. More specifically, this could include training programs to sensitize and educate staff about disability inclusion, ensuring that the workplace is physically accessible or using technology to accommodate or facilitate persons with disabilities. Keeping in mind Tompa et al. (2022)’s suggestion of flexible funding these ideas could be utilized in unique, specific circumstances. For example, training on a specific disability could be offered if someone with that disability was hired. A second way to apply the 3Cs would be to ensure that the government is committed to the initiative. This can be most importantly at the level of the C-suite as I learned in another one of my courses on disability that an initiative is most likely to succeed if it has the attention of those at the highest level. This could include those at the highest level of government publicly
supporting and advocating for the initiative. This will help to cultivate a culture of inclusion as the values will trickle down from the top. Another important aspect of commitment in to establish a metric for success and accountability. Clear, measurable goals need to be set. If these are not attained, who is responsible for that? How is it going to be improved? Making these aspirations public will help hold the government and its leaders accountable. Using Tompa et al. (2022)’s suggestion these metrics should be longer term to ensure both clients and persons with disabilities needs are supported and addressed throughout the employment process. A final idea, similar to that discussed in Tompa et al. (2022)’s article, is to involve other organizations. This could include partnering with disability advocacy groups or educational institutions. In the case of educational institutions, the government can create pipelines for students with disabilities into government employment through internships and other recruitment initiatives. Collaborating with other partners will facilitate knowledge sharing, allowing government agencies to gain insight on best practices, possible challenges and solutions related to disability inclusion in the workplace.
Discover more documents: Sign up today!
Unlock a world of knowledge! Explore tailored content for a richer learning experience. Here's what you'll get:
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help