Question 1
The three main populations that were studied in the research
Successfully employed people with disabilities
Employers that have successfully hired and integrated people with disabilities into their workforce
Placement providers who have worked closely with employers and also successfully placed individuals with disabilities into the workforce.
Question 2
The researchers used qualitative research. That is proven by their use of a small sample size, and the respondents were selected to represent the larger population, and they had to fit into an individual quota. Also, the research was focused on understanding the reasons, opinions as well as motivations of the employment patterns of people with disabilities.
Question 3
Work cultural issues
Job match
Employer experience and support issues
Question 4
Characteristics of employers who are at ease people with disabilities
Work cultural issues
All employees, even those with disability are treated the same
Diversity is appreciated, and a culture of inclusiveness is cultivated
Employers have a personalized management style that accommodates everyone
Employers ignore disabilities and focus on performance
Diversity is rewarded
Employers accommodate everyone including people with disabilities
The employers have structured incentive and benefits for employees
Job match
Employers match the capabilities of the employees with the job requirements so as to factor in those with disabilities
Employer prioritize on the needs of persons with disabilities by listening to their input
Employer looks at the essential needs of persons with disabilities
Employers provide internship programs to people with disabilities, these opportunities then lead to jobs.
Employer experience and support issues
Employers accommodate diverse workforce that includes people with disabilities
Employer values and uses the input of rehabilitation agencies
Question 5
I have seen employers look at employee capabilities beyond their inadequacies as long as they perform their duties as expected. Many are the times when the input of employees with disabilities is given a lot of importance as a way of taking care of their needs.
Perhaps the most important policy on inclusion and diversity is achievable through providing various channels of feedback and communication that make employees feel at ease in giving their input. That will only mean that employers become flexible and”sensitive to the employee’s specific situation” (Gilbride, Stensrud, Vandergoot & Golden, 2003). The best thing about that is that employers become flexible and accommodating of everyone irrespective of their disabilities as long as they can work and perform optimally to the best of their abilities.
Question 6
Diverse populations and perspectives are beneficial to an organization in a number of ways. First of all, that helps an organization have different people with diverse capabilities who will come with different experiences that will be beneficial to the organization. Diverse populations and perspectives assist in devising consumer products that are equally beneficial to a wide customer base that is also diverse (Gilbride et. al, 2003). Failure to handle a diverse customer base can be very costly.
Question 7
Also, lack of diversity in the workplace can negatively affect organizations especially when it creates an isolating work environment where no one is comfortable around others. Bonding along disability cultural, racial or gender lines will bring a rift between employers and employees as well as between the employees. That will hinder job performance and in the end bring a rift that will negatively affect job performance.
Reference
Gilbride, D., Stensrud, R., Vandergoot, D. & Golden, K. (2003). Identification of the Characteristics of Work Environments and Employers Open to Hiring and Accommodating People with Disabilities. PDF File
