Module 7 Assignment

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University of East London *

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Management

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Nov 24, 2024

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1 Running Head: Managing Diversity Managing Diversity Chandrashekhar September 21, 2022

Managing Diversity Introduction Disability inclusion at work involves more than simply engaging disabled persons. An inclusive environment respects the talents of each employee. It gives individuals with disabilities, whether physical or psychological, an equitable chance to succeed, learn, earn reasonable pay, and advance in their careers. The cornerstone to genuine inclusion is embracing diversity. Concept of Diversity Inclusion "Embracing persons with disabilities throughout every facet of daily life" is a legal basis of "disability inclusion." This statement is sadly lacking in context. Disability-related persons are energetic and lively. The inclusion of individuals with disabilities is essential for any company. One in every four adults in the United States has a disability, based on the Centers for Disease Control and Prevention (Suresh & Dyaram, 2020). That relates to both visible and hidden disabilities. There are undoubtedly already a large number of people with disabilities functioning. A business isn't making every effort to help its current employees if it does not include individuals with disabilities. Disability Inclusion in the Workplace All diversity initiatives aim to establish a work environment that matches the communities and customers it serves. The inclusion of individuals with disabilities at work helps achieve this primary objective. Disability-affected workers bring unique perspectives and experiences to the board that can be employed to serve best not only the vast disability community but also every consumer (Bezyak et al., 2020). Disability inclusion is building an inclusive workplace wherein people who are disabled are seen, acknowledged, and appreciated for their contributions. Not really in despite of, but also because of their differences.

Managing Diversity Benefits of Implementing Good Disability Inclusion Plan Practical disability inclusion guidelines have a beneficial influence on the workplace as a whole. Many disabilities aren't apparent, and workers aren't required to notify their employers about them. The unfortunate contradiction that emerges from this is that individuals with hidden disabilities have much more flexibility in selecting whether or not to reveal them, yet cannot advocate for adjustments until they do. A diverse working environment benefits all employees equally, irrespective of whether they have a disability. A diversified workforce will improve a company's appeal to prospective customers, clients, and business associates (Heera & Maini, 2019). Introducing a force of potentially motivated people with disabilities can build an inclusive culture and offer a positive image of the organization or enterprise. Also, by focusing on various skills instead of stereotypes, the employers can access a diverse pool of talents. Employees with diverse expertise and experiences have various approaches to decision-making and problem-solving. Moreover, employees who are likely to feel included possess higher level of enthusiasm and loyalty (Gould et al., 2020). Clients are also more likely to value organizations that exhibit a real commitment towards inclusion. People with a disability can offer organizations a competitive advantage by improving and broadening their workplace by putting a variety of perspectives to focus on how to approach problems and complete the tasks. They contribute to the workplace commitment, originality, innovation, and problem-solving abilities (Maini & Heera, 2019). As per surveys, individuals with impairments remain on the job longer, reducing the time and money required for employee turnover and training. Employers have also reported more workplace diversity, higher efficiency, and higher morale. And these perks may impact a company's bottom line.

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Managing Diversity Conclusion In summary, people know that a successful workforce consists of people with all skill levels. The employer will gain an edge, enhance workplace diversity and efficiency, boost the bottom line, have higher retention rates, and open up their market to fresh consumers by incorporating individuals with disabilities into the employee pool. Employers have various choices to become more inclusive at work, from offering unconscious bias education to increasing office accessibility. It will require more effort and a commitment to modify some policies and procedures. Still, in the long term, it provides more work opportunities for people with disabilities and an all-around healthier, engaged, and dedicated workforce.

Managing Diversity References Bezyak, J., Moser, E., Iwanaga, K., Wu, J. R., Chen, X., & Chan, F. (2020). Disability inclusion strategies: an exploratory study. Journal of Vocational Rehabilitation , 53 (2), 183-188. Gould, R., Harris, S. P., Mullin, C., & Jones, R. (2020). Disability, diversity, and corporate social responsibility: learning from recognized leaders in inclusion. Journal of Vocational Rehabilitation , 52 (1), 29-42. Heera, S., & Maini, A. (2019). Examining the antecedents and consequences of disability inclusion at the workplace: a study of persons with disabilities (PWDs) in the union territory (UT) of Jammu And Kashmir, India. South Asian Journal of Management , 26 (4), 109-132. Maini, A., & Heera, S. (2019). Exploring disability inclusion in organizations through managerial lens. Vision , 23 (2), 144-151. Suresh, V., & Dyaram, L. (2020). Workplace disability inclusion in India: review and directions. Management Research Review .

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