Salience And Relevance Of Accommodation: A Psychosocial And Economic Perspective
Providing gainful employment opportunities to the people with disabilities would literally mean untapping of the latent pool of resources. Positive outcomes are bound to trickle down for the government agencies, for the companies, for the society, for the individual himself and for the economy as whole.
The problem
Provision of employment opportunities to the PwDs mainly rests with the State in countries like India where policies are highly impacted by the financial constraints of an ever dwindling economy. The policy makers are mainly stuck with the medical model of disability, according to which disability is regarded as a health or rehabilitation issue. It only targets to provide the care and services to support the individual with a disability. Quota system, compensation policies, sheltered employment are outcomes of such a model but our policy makers are completely oblivious of its psychosocial implications as these perpetuate negative perceptions about disabilities. They are considered unable, unproductive, dependent, a burden and in need of protection. The attitudes towards them become patronizing. Emphasis on disability certificates leads to further stigmatization resulting in marginalization and segregation of this minority group.
The private sector also hypothesizes and starts believing that hiring PwDs is associated with costs and liability rather than assets. PwDs are regarded as the worst job seekers or job candidates by employers and they thus are prevented from making their own choices and become economically independent.
Cost-Benefit Analysis
The financial costs of excluding disabled persons from the active labour market are staggering high as compared to the expenditures incurred on removing various barriers which limit their potential. Three forms of capital which are needed for the employment of the PwDs are human capital like education and skills, material capital like transport, tools etc and social capital like opportunities, peer support, trust, tolerance and social acceptance.
According to an estimate nearly 20% of accommodations cost nothing, and another 50% cost less than $500. This is negligible as compared the cost it takes to find and train new employees that would leave for another company. Thus hiring PwDs is a good solution for high turnover rates. Reliability and longevity equals better productivity which in turn means greater profitability and economic gains. The government can too save social welfare expenditures.
Accommodation and Integration: A way ahead
Some typical accommodations for workers include:
- Flexible scheduling
- Support during “Learning Curve” periods
- Extra breaks
- Job coaching
- Commensurate wage pay system
- Increased In-Depth Training
- System for Emergency Evacuation
- Alternate sitting arrangements
- Keyboard and table height adjustments
- Trainer support for competitive placements
Policy formulations, if done, on the basis of social model of disability, which holds to the premise that PwDs are entitled to the same rights as other human beings, would produce commendable psychosocial rewards like:
- Self-sufficiency and social empowerment
- Development of new skills
- Heightened self-esteem and dignity
- Self Actualization
- Higher degree of integration
- Opportunities for advancement
There are no two opinions that people with disabilities can rise to the challenge of a demanding employment. A strong commitment exhibited by top management and a positive attitude among co-workers are the best ways to remove employment barriers for PwDs.
Abha Khetarpal
President
Cross the Hurdles
- Published in the Research Study on Employing Persons with Disabilities by PHD Chambers of Commerce and Industry
