Workplace discriminationBarriers faced by disabled people in the workplaceOne of the barriers facing disabled people in workplace is direct and subtle discrimination in their work place despite having acts that strongly discourage this at the work place. Another relevant concern when it comes to the employment of people with disabilities is the actual situations in the workplace relative to their disability status, typically demonstrated in terms of reasonable accommodation. Employers and employees may treat the disabled colleagues in a different way from how they treat the other employees due to their disabilities (Ashley 713).
Many employers and employees may openly show pity on the disabled persons, making them feel less fortunate and aware of their physical challenges. Indirect discrimination is portrayed through setting up company meetings that fail to consider the disabled employees’ abilities to attend or fail to put into consideration the communication challenges that may be a barrier to the disabled people. Failure to be provided with the necessary avenues for self-improvement is a great challenge in the employment areas of the physically disabled. This makes them feel socially neglected and it could amount to incompetence, as they will have a hard time in adapting to the ever-changing working environment as other group of employees (Roulstone and Warren 121-124).
Managing diversity is becoming an important issue for organizations incorporating physically disabled into the workplace. In the past, diversity was considered a legal issue and discrimination against disabled was against the law. However, organizations have now realized that diversity can help build strong and competitive organizations by making use of the talents of a diverse group of people (Kirton and Greene, 125).
Thus, modifications that allow an employee with a disability to demonstrate that he/she can perform the essential functions of a job are embedded in most of the disability policies. In practice the law provisions to maintain reasonable accommodation for people with disabilities in the workplace (Clark, Linda and Gribling 1058-1059; Barnes and Mercer 528). The first of these aspects include ensuring that there is an equal opportunity in terms of the application process. The second aspect that features reasonable accommodation in the workplace is enabling the qualified individual with disability to carry out the essential functions of a particular job (Williams and Smith 163).
Equality and diversity management and discrimination of lesbians and gay menDiscrimination and prejudice have been formed against various groups in the society. Racism, ageism, sexism or religious persecution though prevalent in the current society, significant measures have been adopted and implemented both socially and legally to ensure that these groups are accepted in the society. However, one group still endures unresolved and disturbing stigma on non-acceptance; not only within the UK but also worldwide, that is gays and lesbians.
This is because discrimination against gays and lesbians stems from beliefs and values held by the society in relation to such social grouping. When an individual does not fit within this schema, the society labels him or her as deviant. They are in turn shunned and subjected to stigmatization, not just by the society but also by the job market (Noon 733).