Question

Assume you are an HR Specialist at a start-up company. An operations manager has approached you to discuss how diversity can improve with the department. In at least 3 full pages, prepare a memo addressing the following topics in order using the prescribed section headers in bold.

Section 1- Tangible Benefits of Diversity- In this section, identify the tangible benefits the department may receive by being a leader in hiring employees with disabilities. Section 2- Intangible Benefits of Diversity. In this section, identify the intangible benefits that the department may receive by being a leader in hiring employees with disabilities.

Section 3- Barriers for Individuals with Disabilities. In this section, identify the political, economic, social, physical and/or environmental barriers people with disabilities face in obtaining employment that are not concerns of other groups protected by the EEOC, such as minorities, women, or senior citizens.

Section 4- Creating a Culture of Reasonable Accommodation. In this section, identify ways the operations manager can foster a workplace culture that provides reasonable accommodations for current employees with disabilities in the workplace or during the hiring process.

Section 5- References. In this section, provide the full citations for 2 credible sources

Answer 1

Section 1- Tangible benefits of hiring employees with disabilities:

• ROI - Including productivity benefits, taxation, and other incentives.
• Reduced available employee benefits rate.
• Meets government guidelines and programs.
• Growing demand and sales.
• Productivity will be growing the business.
• It can reduce employee turnover.

Section 2- Intangible Benefits of hiring employees with disabilities:

• Most disabled employees show a high quality of work.
• Diversity increased.
• Aging workforce response.
• Increased ethics/dedication work.
• Increased workers' productivity.
• A new understanding of creativity and problem-solving.
• Get chosen for future government procurement.
• It can reduce employee turnover.

Section 3- Barriers for Individuals with Disabilities:

• A physical world, inaccessible or impossible to traverse.
• Lack of aid tools or technology to help the person be successful.
• No proper equipment and infrastructure to accommodate them at the workplace.
• Lack of confidence by employers in terms of productivity.
• Negative attitudes within the background of work.
• Lack of appropriate programs, facilities, and policies

Section 4- Creating a Culture of Reasonable Accommodation:

The State has clear guidelines, and the Federal Office for Disability Rights (ODA) describes the following reasonable accommodations:

• No-Tech: The business has no or low accommodation costs. The employer needs additional time, strength, flexibility, and innovative thinking. For eg, because they have sight problems, you will spend time with your recruit to color-code a filing system.
• Low-Tech: This lodging type needs less equipment. Simple changes help people with certain impairments a long way. Several examples involve removing a doorknob with an open handle or incorporating another table and chair for relaxation during preparation.
• High-Tech: This type of housing needs access to specific software or facilities, such as with a synthesized speech screen-reader.

Other types of devices and equipment are available which help employees overcome barriers, including:

• Braille or enhanced appliance and manual copying.
• Improved wheelchair staff chairs.
• Electronic phones (TTs) or TTYs for listening or voice disability workers.
• Calculators ' speak to' men.
• Customizable light switches, earphones and speakers, and adaptive arm and feet control systems for physical disability