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1 Human Resources Management Student’s Name Institutional Affiliation Course Name Professor’s Name Date

2 Human Resources Management Introduction People with disabilities face unique challenges in securing and maintaining employment, often encountering barriers related to social acceptance, stereotypes, and a lack of inclusive practices. This essay explores the factors that constrain the employment engagement of individuals with disabilities, drawing from existing literature. Additionally, it examines an exemplary HR practice implemented by the L'Oréal Group to accommodate the needs of people with disabilities, focusing on recruitment and selection, training, development, motivation, and health and safety. Constraints in Employment for People with Disabilities From research by Vornholt et al. (2018), the employment engagement of individuals with disabilities is frequently hindered by a lack of social acceptance from their non-disabled co- workers. The author also posits that acceptance is influenced by three main variable groups: characteristics of co-workers, of the persons with disabilities, and of the employers/organizations ( Vornholt et al., 2018). Factors influencing co-workers' or employers' attitudes toward employees with disabilities include demographic variables, stereotypes, and misconceptions. Additionally, Bonaccio et al. (2019) show that co-worker characteristics play a significant role in social acceptance. In many cases, lack of awareness and understanding about disabilities can lead to discomfort and prejudice among non-disabled colleagues. The presence of negative stereotypes and misconceptions further exacerbates this issue ( Ameri et al., 2018). Negative stereotypes and misconceptions further compound the problem, leading to biases in hiring and promotion decisions. These biases limit opportunities for individuals with disabilities, hindering their professional growth and contributing to their social exclusion within the workplace.

3 Vornholt et al. (2018), further reveals that people with disabilities often face challenges related to social acceptance due to the nature of their disabilities. Some disabilities are not immediately visible, leading to misunderstandings or discomfort among others who may not recognize these conditions ( Vornholt et al., 2018). Additionally, communication barriers can hinder individuals with disabilities from building relationships with co-workers effectively. This lack of understanding and limited communication can isolate them from the social fabric of the workplace, making it difficult to integrate fully into the team. Lasty, Ikutegbe et al. (2023) argues that employers and organizations play a pivotal role in shaping an inclusive workplace culture. When employers prioritize diversity and inclusion, it fosters a more accepting environment. Disability-friendly policies and practices, such as reasonable accommodations and accessible facilities, are key in promoting social acceptance. These measures create an atmosphere where individuals with disabilities feel supported and valued, allowing them to contribute meaningfully to the organization. By embracing these practices, employers not only enhance the social acceptance of employees with disabilities but also enrich the overall workplace environment, fostering collaboration, understanding, and empathy among all employees (Ikutegbe et al., 2023). Nevertheless, while research has made strides in understanding the factors that affect the acceptance of employees with disabilities, gaps remain. Addressing these factors is essential to improving the employment engagement of individuals with disabilities ( Vornholt et al., 2018). Exemplary HR Practice L'Oréal Group's "Break The Silence" campaign is an exemplary HR practice that demonstrates the company's commitment to inclusion of people with disabilities (L'Oréal, 2023). This campaign promotes open conversations about disability and reaffirms the organization's

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4 dedication to diversity and inclusion. L'Oréal's CEO, Jean-Paul Agon, emphasizes the importance of disability inclusion as a key priority, essential to pushing the business and driving company performance (L'Oréal, 2023). By focusing on five pillars – allowing employees to continue working after accidents or illnesses, recruiting people with disabilities, ensuring accessibility, collaborating with the adapted and protected sector, and raising awareness among employees – L'Oréal has set a high standard in accommodating the needs of individuals with disabilities (L'Oréal, 2023). Through this campaign, L'Oréal demonstrates its commitment to creating a diverse and inclusive work environment, emphasizing the importance of integrating people with disabilities into the workforce In employee recruitment and selection, L'Oréal actively recruits people with disabilities and provides support to interns, ensuring a pathway into the job market. This inclusive approach starts at the very beginning of the employment process, ensuring equal opportunities for all applicants (L'Oréal, 2023). Moreover, the company trains, motivates and support development for all its employees including the disabled ones. L'Oréal emphasizes the importance of awareness and education among employees. By fostering an inclusive work environment and offering training programs, L'Oréal motivates its workforce to be empathetic and supportive, creating a workplace culture that values diversity. Lastly, the company promotes the safety and health of its workers (L'Oréal, 2023). The company entirely prioritizes accessibility, both in physical spaces and information dissemination. By making their premises accessible and ensuring easy access to information for employees and consumers, the company promotes a safe and inclusive environment for everyone. As stated by Jean-Paul Agon, the company’s CEO, L'Oréal's commitment to disability inclusion extends beyond its employees to consumers and

5 communities worldwide. By joining initiatives like the Valuable 500, L'Oréal showcases its dedication to making disability inclusion a part of the "new normal" (L'Oréal, 2023). Conclusion From the above analysis, it is evident that people with disabilities continue to face challenges in employment engagement, primarily stemming from social acceptance issues, stereotypes, and a lack of inclusive practices. However, the exemplary HR practice of L'Oréal Group, as demonstrated by the "Break The Silence" campaign, highlights the significance of proactive measures to accommodate the needs of individuals with disabilities. Such initiatives not only benefit the workforce but also contribute to creating a more inclusive society where diversity is celebrated and valued.

6 References Ameri, M., Schur, L., Adya, M., Bentley, F. S., McKay, P., & Kruse, D. (2018). The disability employment puzzle: A field experiment on employer hiring behavior. ILR Review , 71 (2), 329-364. https://doi.org/10.1177/0019793917717474 Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., & Martin Ginis, K. A. (2019). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology , 35 (35). https://doi.org/10.1007/s10869-018-9602-5 Ikutegbe, P., Randle, M., Sheridan, L. W., Gordon, R., & Dolničar, S. (2023). Factors and key interactions influencing successful employment outcomes for people with disabilities. Asia Pacific Journal of Human Resources . https://doi.org/10.1111/1744-7941.12377 L'Oréal. (2023). L’Oréal: number of disabled workers 2020 . Statista; Statista Research Department. https://www.statista.com/statistics/1126221/loreal-number-of-disabled- employees/ Vornholt, K., Villotti, P., Muschalla, B., Bauer, J., Colella, A., Zijlstra, F., ... & Corbière, M. (2018). Disability and employment–overview and highlights. European journal of work and organizational psychology , 27 (1), 40-55. https://doi.org/10.1080/1359432X.2017.1387536

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