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Promotion and implemetation of inclusion and diversity
Promotion and implemetation of inclusion and diversity
Diversity and inclusion esay
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INTRODUCTION
Walgreens is the first company ever to introduce a diversity and inclusion program within their company, which gives them a first mover advantage in the market. With this strategy, the company was able to gather a variety of skills and knowledge that competitors didn’t have in their distribution centers, well increasing their efficiency and productivity. This paper, will discuss the advantages and disadvantages that comes with hiring people with disabilities. And how, these disadvantages are not as problematic as perceived, as well as how some risk associated with these disadvantages can be mitigated. Furthermore, this diversity and inclusion program should be included in Proctor & Gamble, since their purpose and core competency are perfectly align with the objectives of the program.
ADVANTAGE
Oftentimes, people are reluctant and hesitant in recruiting disabled people for the following reasons:
1. Disabled employees have higher absentee rates than those without disabilities
2. Individual with disabilities are not reliable
3. Disabled employees will need assistances in completely the job/ task
4. Company will incur additional expenses to accommodate disabled employees
5. Accident rates will increase due to hiring disabled employees
6. Individual with disabilities are less productive at work
However, these perception regarding to hiring employees with disabilities are all myths. The inclusion program introduced by Walgreens demonstrated that hiring employees with disabilities does not correlate in any way to the perception/belief that people have regarding to disabled employees. A study conducted in Walgreens’ distribution centers by the American Society of Safety Engineers showed that not only was the turnover...
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...tp://bloom-parentingkidswithdisabilities.blogspot.ca/2014/03/walgreen-proves-business-case-for.html http://smallbusiness.chron.com/disadvantages-disabled-persons-workplace-13485.html http://smallbusiness.chron.com/advantages-hiring-disabled-people-company-11233.html http://www.gnb.ca/0048/PCSDP/PDF/Myth%20Busters%20ENG.PDF http://www.mondaq.com/unitedstates/x/268416/employee+rights+labour+relations/New+Affirmative+Action+Requirements+For+Federal+Contractors+And+Subcontractors+Regarding+Veterans+And+People+With+Disabilities http://smallbusiness.chron.com/workplace-effects-disabilities-18771.html http://www.forbes.com/sites/billfrezza/2012/03/06/is-your-company-ready-to-meet-its-new-disability-hiring-quota/ http://www.walgreens.com/pdf/diversityreport2013.pdf http://www.pg.com/en_US/company/core_strengths.shtml
http://www.pg.com/en_US/company/purpose_people/index.shtml
Moran, John Jude. "Disability Discrimination." Employment Law: New Challenges in the Business Environment. Upper Saddle River, NJ: Prentice Hall, 2014. 413-14. Print.
Walgreens states that they will treat each other with respect and dignity and do the same to all served. They will offer employees of all backgrounds a place t...
Nancy Mairs article, “Disability” (1987), explains that the world is trying to block out the fact that disability is known to be everywhere and how companies and commercial advertisers are trying to not show disabled people on their commercials so that is shows that everyone can use their product besides disabled persons. Mairs doesn 't believe this though, she believes that advertisers are scared to depict disabled people in the ordinary activities of daily life is to admit that there is something ordinary about disability itself, that it may
The movement continues to make great strides towards the empowerment and self determination ("Disability rights movement," 2005, p. 3). On the other hand, it has not completely broken down barriers that continue to create the dynamics of oppression among such individuals. For instance, WIOA can be harmful to individuals with disabilities because there are still societal prejudices and biases associated with the stereotypical portrayal of people with disabilities and WIOA has played a role in it. For example, WIOA networks with employers to hire individual’s with disabilities and place them in conventional settings, where they work with others who have disabilities, for example, Walgreen’s and in fact, these participating organizations have also increased their pay. In my opinion, individual’s with disabilities should be able to work with individuals who are not disabled, as well. Furthermore, pay for those individuals who are still considered to be in “sheltered” work programs have not received an increase in pay. Additionally, according to my studies, in 2012, less than 30 percent of Florida’s civilians with disabilities between age 18-64 living in the community were employed. There is a greater priority focused on young people who are disabled. This is an additional issue in my opinion which can be considered discrimination, because, the focus leaves out middle aged individuals as well as,
Historically, we have been taught that people with disabilities are different and do not belong among us, because they are incompetent, cannot contribute to society or that they are dangerous. We’re still living with the legacy of people with disabilities being segregated, made invisible, and devalued. The messages about people with disabilities need to be changed. There needs to be more integration of people with disabilities into our culture to balance out the message. Because of our history of abandonment and initialization, fear and stigma impact our choices more than they would if acceptance, community integration, and resources were a bigger part of our history.
The Americans with Disabilities Act (ADA) is one of the most significant laws in American History. Before the ADA was passed, employers were able to deny employment to a disabled worker, simply because he or she was disabled. With no other reason other than the person's physical disability, they were turned away or released from a job. The ADA gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. The act guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, State and local government services, and telecommunications. The ADA not only opened the door for millions of Americans to get back into the workplace, it paved the road for new facilities in the workplace, new training programs, and created jobs designed for a disabled society (Frierson, 1990). This paper will discuss disabilities covered by the ADA, reasonable accommodations employers must take to accommodate individuals with disabilities, and the actions employers can take when considering applicants who have disabilities.
The ADA prohibits employer discrimination against qualified individuals with a disability in regard to application procedures, hiring and firing, promotions, pay, training, and other terms, conditions, and privileges of employment (Hernandez, 2001). This applies to the entire range of employer-employee relationships, including testing, work assignments, discipline, leave, benefits, and lay-offs. In addition, the ADA prohibits retaliation against individuals w...
This research paper is a case study focusing on the discrimination of workers living with a disease or illness. I chose this topic based on the need to educate others on the signs of workplace discrimination. Job discrimination in the workplace can effect many people in many different situations. This particular study chooses to focus on those individuals living with a terminal illness.
“The earth is the mother of all people, and all people should have equal rights upon it” -Chris Joseph
There has always been a certain status quo when it comes down to getting hired in todays’ society. Many people do not realize that there can be many qualities derived from those who are different than the “norm”. With the workforce rapidly growing there is a demand for acceptance that can no longer be avoided. America has become the melting pot of the world, but there is still a lot of resistance against people who do not look like the average worker. In this paper, I will analyze the different barriers faced by the “outcasts” and how companies should approach these situations.
Intellectual disability (ID) and related terminology have evolved over time to reflect the legal and social gains made by individuals with such a disability and their families. ID is characterized by significant limitations in intellectual functioning (e.g., reasoning, learning, and problem solving); significant limitations in adaptive behavior (i.e., conceptual, social, and practical skills in everyday life); and onset in childhood (before the age of 18 years; American Association on Intellectual and Developmental Disabilities (Disabilities, 2017). Intellectual disability is a particular state of functioning that begins in childhood and is characterized by limitations in both intelligence and adaptive skills (Janet W. Lerner, 2015).
Physical barriers can happen in many places from offices to health care organisation, this can affect people who may have a disability and may need to use ramps, may need wide doors or may even need lifts in certain areas for example in schools they would need to have wide doors, ramps and lifts. But this can also be a barrier if the building were built from a long time ago but it can be overcome is in school they rearrange the time table and have the lesson in a different area of the school building where the wheelchair can access.
Living my life with a brother with disabilities has never been easy. It has been difficult throughout my life watching him grow up and encounter more and more struggles in life because of his disabilities. Our biggest question throughout the years, though, has been what our plan will be for him later in life. How will he live his life as an adult? Will he work? Where will he live? Will he have friends? How happy can he be? People with children with disabilities have to explain, “How do people with disabilities really fit into American society”? It’s not just families discussing this question; experts as well are debating this unknown by looking at the same questions I mentioned before. Looking at where disabled people are living, whether they are working, and the relationships they have with other people are ways to understand how disabled people fit into American society. This topic should not only matter to people close to disabled people, but to everyone. In some way, every one of us is affected by this topic; we want everyone in our family to lead “successful” lives (have a job/have somewhere to live). The same goes for families with people with disabilities.
Every day in America, a woman loses a job to a man, a homosexual high school student suffers from harassment, and someone with a physical or mental disability is looked down upon. People with disabilities make up the world’s largest and most disadvantaged minority, with about 56.7 million people living with disabilities in the United States today (Barlow). In every region of the country, people with disabilities often live on the margins of society, deprived of some of life’s fundamental experiences. They have little hope of inclusion within education, getting a job, or having their own home (Cox). Everyone deserves a fair chance to succeed in life, but discrimination is limiting opportunities and treating people badly because of their disability.
Employee stakeholders have another story. The discrimination lawsuits ranging from female employees not getting equal pay or equal positions, to disabled employees, class-action lawsuits stating that Wal-Mart doctors questionnaires to prevent disabled workers from applying, Wal-Mart does not rank very high with these employees. Lawsuits stemming from Wal-Mart’s failure to monitor labor conditions at oversea factories and hires illegal immigrants add to the rift in relations between the employees and the company. Wal-Mart continues to deny charges...