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Job Opportunities Among Disabled People - Draft Paper

Name :
1. Nasrun Wajihah Binti Azharis // A17HA0119 (017-2609516)
2. Syahnaz Binti Khairul Anuar // A17HA0258 (011-26393959)
3. Chew Xiao Shian // A17HA0022 (012-2896910)

Unemployment occurs when a person who is actively searching for employment is unable
to find work. (Investopedia, n.d.) Unemployment commonly happen to people with disabilities.
Individuals with disabilities are someone that share much practically speaking with non-
incapacitated people yet has a physical or mental hindrance that has a generous impact on their
capacity to complete ordinary everyday exercises (Heron and Murray, 2003). There are a few
types of disabilities such as hearing disability, visual disability, physical disability, learning
disability, and speech disability. Data has proven that the employment-population for persons
with disability in 2017 were 453,258 persons. The highest recorded number which is was 35.2
per cent are categories in physically disability, followed by learning disability category which
was 34.8 per cent, visually disability category as 8.9 per cent and for hearing disability category
recorded as 7.6 per cent. The lowest recorded number which was 0.5 per cent are category as
speech disability as per registered (Social Statistics Bulletin Malaysia, 2018). Hence, it is evident
that the job opportunities for the disabled community should not be taken lightly. As this paper
looks into the factors and outcome of low employment among disabled people, a few solutions
are also presented to curb the issue.

There a various main causes of low employment among disabled people, to give an
example, workers fear of having the need to provide extra supervision (Peck and Kirkbride,
2001, p. 71-75). While then fear is commonly take it as given to robust limit of employees voice,
a functional view of feelings proposes that to fear vary. Aquire a functional view of feelings, I
figure that fears from external sources emphasis attention on shared threat to the organization
and might be emphatically connected with employee voice. Thus, perceptions of supervisor
transparency can help change other-focused cause emerge from fearing external threat into
information-sharing. Sometimes, this is significantly more inconspicuous and can be more hard
to overcome than other work related concerns as the employers are worried about the exceptional
consideration that may should be dedicated to workers with disabilities. As a results, They are
concerned about the measure of time the manager would need a commitment to a disabled
employees and in this way keep them from their different obligations and potentially to spending
more money on training them.

The next reason is the fear of loss of productivity faced by the employer. (Peck and
Kirkbride, 2001, p. 71-75). Most employers set a high value on productivity underlining the need
to support it to ensure continuity of the business. Be that as it may, supporting productivity
require the employers to maintain conducive working environment for its employees. On other
regards, the employers should not taking an advantage towards employees with disability just
because they incapable like a ordinary people, there are several factors that may impact from
employers lack awareness that may lead to a decline of productivity. These factors negatively
impact work environment efficiency so that it influenced unit exhibit reduced performance and
an overall reduction on the output. Now that, employers are concerned with having disabled
employees that might potentially affect their company’s productivity as it may due to less
capable in terms of skills, having lower competency and efficiency. Because of this, it would
cause a difficulty to cope with other employees.

And lastly, another cause of low employment among disabled people is fear of damaged
goods (Peck and Kirkbride, 2001, p. 71-75). Most employers make a move on strategic
agreement as a business proposal. When in general rules, employers won’t search for the
charitable side while considering a strategic agreement of business proposal. Therefore,
companies would prefer not to be included with things that could risk the productivity of the
business. At the point when representatives talk about employing individuals with disabilities,
they may specify that they contract from a specific enlistment pool since it's the right thing to do.
Thus, they making this statement since they comprehend the business explanations behind
procuring individuals with disabilities, not to a noble cause they have undertaken. Therefore, it is
an advantage placement professional market of people with disabilities.

While the first effect of low employment among disabled people is prejudice and
discrimination in society. This lead to a segment of employment and earning gaps is presumably
because of lower profitability related with numerous of disabilities people (Baldwin, 1997).
There are three different types of direct discrimination of treating someone ‘not looking normal’
which is because of their own disability (ordinary direct discrimination), a perceived disability
(direct discrimination by perception) and their associations with someone who is disabled (direct
discrimination by association). Indirect discrimination shows that in some limited circumstances,
it may be justified if it is necessary for the obligations. Therefore, prejudice and discrimination
also plays a role in the employment rate and earning gaps for the disabled community. As
prescribed by the finding that the compensation holes are higher for people who have disabilities
that evoke the most adverse mindsets (Baldwin, 1997). Thus, a few people with disabilities have
low self-expectations regarding their potential to be employed and may not even try to find
employment. The social isolation of individuals with disabilities limits their access to social
networks, especially of loved ones or people that near to them, that could help in discovering
engagement with any organizations.

A further effect on the low employment among disabled people is social isolation. Due to
that, most disabled persons who faced unemployment in general tend to live alone, and are less
inclined to associate with companions outside the home or to be engaged with get-togethers.
(Harris and Associates, 2000). People with disabilities are enormously anxious on regards the
lack of opportunities and the barriers to companionships – whether it is conversation issues,
shortness of transport or social groups to connect. For this reason, the low asset levels and more
big isolation add to bring down life fulfillment levels (Harris and Associates, 2000). As a
consequences, “Not having work implies managing without a portion of the basics you need and
settling on your sense of pride when another person offers to get them for you.” (Disabled
worker, 2000). Although the people with disability possibly inadequate to do certain things, with
desire and motivation the hindrances to purposeful connections are conquerable.

Fall in social capital also is one of the causes of low employment among disabled people.
Unemployment may furthermore make greater gaps between individuals with and without
disabilities, yet additionally increase the gaps in social and psychological measures. Hence, when
people with disability are unemployed, they’ll be missing out on jobs that mostly involve
cooperations with associates or individuals from general society, which will cause an increase in
social isolation and a decrease in social capital (Putnam, 2000). This resulted in, employment
regularly increases civic abilities and exposure to political enlistment and has other resources and
mental impacts that can make greater the probability of political involvement (Schlozman et al.
1999).

Despite the effects of low employment among the disabled community, there are a few
solutions available to curb the issue. Firstly, full-scale inclusion initiatives should be launched
for people with disabilities (Barker, R. et al, 1953). To elaborate, the persons with disabilities
will have equivalent access to public facilities, services, public transport, education,
employment, information, communication, technology, cultural life, amusement and leisure as
indicated by a disabled-friendly organization in Malaysia. In addition, companies and the public
should join hands and create awareness from companies and public as well, for a normal
requirements of an individual with disability to participate fully in the community as well been
recognized and treated with dignity. Lastly, the Government and voluntary organizations should
offer similar advantages and equivalent opportunity for progression and socially responsible in
term of employment to disabled workers to develop skills, experiences, and face practical
obstacles.

Secondly, every member of society should develop and support the understanding of
disabled people. Overall, work performance of disabled workers, to give an instance their
abilities skills and potentials in accomplish their task that have an effect on companies’ outlook.
For example, giving encouragement for the work performance of disabled workers abilities in
performing their task. Government to work on putting up a strong talent base that comprise
people with disabilities positions have similar advantages and equivalent chance for development
and socially responsible in term of employment to disabled workers to develop skills, education
and experience level. In this era of globalization, disabled people are required for a reasonable
job and treat them justly with the ‘ordinary’ candidates as including them in the community.

In a nutshell, people with disabilities are continuing to grow in numbers, to an extent


where they should not be ignored or seen as further problems in the future. They should be given
equivalent employment-related services and opportunities to break the common barriers that
occurred among them. Persons with disability essentially possess of human rights simply like
any ordinary person, while they also rightfully earn the acceptance and courtesy as they can
convey their focal point when it comes to communicating with other people, conscientious and
trustworthiness, and overall good work ethics.
References:

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