Disability - The Red Flag!
Incapacity - What Do We tend to Mean?
The term "disability" is widely, and loosely used, to cover a range of functional impairments, injuries or loss of function. Some disabilities (like short-sightedness) are quite socially acceptable and offer no barriers to social interaction, services or employment. Different disabilities, like gentle hearing loss, aren't apparent to others and can be managed with no less than difficulty.
Sadly the word disability suggests high dependence and a lack of competence in the minds of some. Underlying prejudice typically focuses on the "distinction", rather than the talents and capacities of these plagued by a disability. Employers mirror the vary of beliefs and prejudices evident in the wider community.
When it comes to accessing services and work opportunities, perceptions about incapacity are as vital as the incapacity itself.
Legislative Issues
Legislation in many jurisdictions seeks to stop direct or indirect discrimination on the idea of disability, often around a vary of prescribed disabilities.
For example, Australia includes a vary of Commonwealth and State legislation that addresses discrimination on the idea of disability. A number of this legislation is framed as Equal Chance (EO) legislation which identifies several types of discrimination, whilst alternative legislation is terribly specific to disability (e.g. Commonwealth Incapacity Discrimination Act 1992).
The Disability Discrimination Act requires employers to create "affordable changes" for people with a incapacity, who in all different respects are competent and qualified to undertake the work. The definition of "cheap changes" is somewhat unclear, however the intention is very clear that employers are required to recruit candidates on merit.
Such legislation provides a framework for the individual to assert their right to access services and employment, although the practicalities of asserting these rights can create it a major challenge.
Incapacity and also the Workplace
Increasingly, organisations are recognising a social and ethical responsibility to get rid of discriminatory practices with regard to a number of issues. This can be true of disability. There's a growing recognition that a healthy work place is one that encompasses diversity and capitalises on the power of staff.
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