Acceptance of individuals in organization post disability

Abstract

Incidents of disability is increasing at global level. Disable forms the largest minority in the world. Many laws have also been worldwide in the past to reduce discrimination against the diverse workers. Mainstream workforce is including the people with disability, which is gathering attention worldwide. In forming an inclusion society employment plays a significant role, as it contributes towards social as well as economic inclusion. Although HR practices have improved significantly but there is still discrimination and disadvantage that is experienced by Disabled people. Looking at the figures there is still 34% employment gap between the employment rate of disabled and non-disabled. Even if employed they are mostly engaged in precarious work. Given this employment disadvantage, if they feel discrimination where should they turn for representation. The earnings are also not at par with the non-disabled. There is evidence of it even when there is an evidence that people with disabilities are more committed and have performance comparable to non-disabled workers. Also, the don’t require expensive accommodations at workplace. Organizations are increasingly facing shortages of skilled and thus employing them covers some shortage of workers. However, these benefits can be tempered by how well they are treated by their co-workers, as it leads to commitment and satisfaction at work. Acceptance is important for them to socialize. This article tends to study the change of behaviour of peers and managers once an abled person had some injuries and becomes disabled.