People with disabilities deserve better employment opportunities. Forward-thinking employers have discovered this community and evaluated the strong business case for hiring people with disabilities. Not only is it the right thing to do, but it makes them money. Despite articles about the benefits that people with disabilities can offer employers, too many companies are holding back from hiring people with disabilities.
They consider hiring (some) people with disabilities to be “the right thing to do”, but they don't see it as part of a talent strategy that benefits the company and exceeds what they consider possible costs and risks. In fact, a recent study by the National Organization on Disability indicates that only 13% of companies in the United States. UU. They have achieved the Department of Labor's goal of having 7% representation of people with disabilities in their workforce.
This mentality puts companies at a disadvantage when it comes to acquiring and taking advantage of the talent they need in today's tight labor market. How can a company update its way of thinking and its strategies in relation to this forgotten category of talent? There are four ways to make it happen. Four years ago, T-Mobile began sponsoring the National Wheelchair Basketball Association. As Bri Sambo, senior program director at Military %26 Diversity Sourcing, told us: “Youth tournaments allow us to be present among the public under 18 and their parents.
We talked to them about what it's like to work at T-Mobile. Many of them have never considered that they have an independent living option. For example, Spain is creating “enclaves” of open employment with the aim of regulating protected employment. Many may prefer gradual incorporation into employment, but it is often difficult because of employers' practices and the structure of disability rights.
In the light of the European Employment Strategy and based on the analysis of some key elements of the Member States' 1998 national action plans, this document seeks to establish a set of fundamental political issues in relation to employment and disability. The current four-pillar structure of the 1998 Employment Guidelines has proven to be a valuable and comprehensive framework within which a comprehensive employment strategy for people with disabilities can be framed. States are seizing the opportunity to promote the inclusion of people with disabilities in the workforce through a wide variety of policy approaches, both indirectly, by encouraging their employment in the private sector, and directly, through their own work practices. The Disabled Worker Reintegration Act of 1998 gives employers more financial obligations to employees who become ill or disabled in their workplace, while employers who hire people with a previous history of disability at work will be exempt from those financial risks.
The National Disability Authority of Ireland, created by law to replace the National Rehabilitation Board, will have the effect of integrating the training and employment services offered by the NRB for people with disabilities into the Department of Business, Trade and Employment. One of the most important measures of positive discrimination is the quota system, which seeks to achieve the employment of disabled people through the obligation to employ a proportion of disabled people. Employers should include people with disabilities in their definition of a diverse workforce and take advantage of everything that technology can offer to support proactive efforts to increase employment for people with disabilities. Although the overall employment rate of the EU population of working age is, on average, 60 percent, data from the National Action Plans (NAPs), although limited, show that the employment rate of people with disabilities is considerably lower.
Fortunately, the human resources field has ways of collecting important employment data without violating the privacy interests of individuals. Although diversity and inclusion (D%26I) are one of the main objectives of employers today, most of the time, D%26I does not include the employment of people with disabilities. The Belgian report noted that disabled people employed in protected employment were paid below the guaranteed minimum wage. Employment specialists for people with disabilities often develop a network of external organizations for people with disabilities at the local level, but it is difficult for them to have the same resources to support the myriad of remote locations for which they are also responsible.
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