In the background of business administration, the discourse around disability demonstration has often been relegated. However, with a growing prominence on diversity As well as inclusivity, it is imperious to reconsider how individuals with disabilities are included in the business scope. This paper explores past experiences, current descriptions, as well as future possibilities within the ground, aiming to reveal the barriers, recommend solutions, and visualize a future where disability is involved as an essential phase of workplace diversity.
Part One: Reflect on Your Past
Discussing disability matters within the scope of business practice never stirred my particular interest before this course. By chance, my understanding of the history of disability, various sets of theories, ableism, accessibility, and well-being in disability life was a sliver. In the past, there was a predominance of cultural narratives around disability. Ordinary people’s views towards it primarily formed these narratives and how it was presented through media, highlighting either the pity or inspiration factors. The primary model of disability I was acquainted with was the medical model. This model viewed disability as the person’s fault because the person is considered incapable rather than to be a social architect.
The meaning of culture and society acted as the primary stimulant of my disclosure of the social role of disability. Traditionally, it has been thought that the terrible obstacles to realizing success faced by people with disabilities have minimal chances. This underlying belief was never explicitly shared but gradually trickled into my understanding of the relationship between disability and ability. Through this, I almost assumed that individuals with disabilities are dependent and incapable.
Part 2: Analyzing the Present
Field of Interest and Future Career
As a General Business Administration major, my passion is strategy, organization management, and sensitivity to inclusivity. My future career is either a role in human resource management or a management consultancy position after college; in either way, I could apply my knowledge in the service of company transformation. In my roles, I will influence company policies and practices that will affirm diversity, equity, and inclusion and prioritize the same. To create an area where everyone, regardless of origin and aptitude, is recognized and feels valued and in power, businesses can unlock a higher level of success and achievement. My goal is not merely to clamp down on discrimination and bias but also to advocate for structural change. The change will cause a shift in long-standing norms that give all affected employees equal chances. I want to contribute through my work by helping to create a more equitable and diverse business landscape. This landscape will include people with disabilities valued for their skills and competencies.
Narrative Around Disability in Business
The discourse on disability through the lens of business studies is being mostly ignored and places barriers to representation. Disabled individuals are usually represented by invisibility or pushed to the periphery while debating variations and inclusion among people. Recent research into the experience of individuals with disabilities in business schools has shown that very few disabled students can attend business schools. This is due to the lack of accommodations and support that disabled students usually need to succeed(Samosh and Breward 1). The existing narrative deviates from what I understand to be the reality of the case. Even though businesses are now increasingly integrated, and most companies are all for diversity and inclusion, disability is still not that much in the limelight. Wondering about the discourse that targets how to help or support people with disabilities in the work environment, there is a lack of dialogue.
Impact of Ableism
Ableism in the realm of business administration generates discriminatory systemic barriers to the disabled population(Lindsay et al. 1). These barriers of physical matters, e.g., unreachable workplaces, confine equal participation with disabled individuals. Alongside the subconscious biases and discrimination, which cannot be held back, are created by such terrible worlds where employees with disability are deprived of career promotion, which is a severe problem. Considering existing organizational arrangements, accessibility to the workplace is essential for people with disabilities. Policies mostly lack the means to cover the minor aspects, and efforts to improve the work environment and life balance may have the opposite effect on disabled workers. As stigmas and biases are the main barriers to integrating people with disabilities in society, lack of self-confidence and dissatisfaction, at times, may also affect the integration.
Evaluate Life Quality
The state of well-being of people with disabilities in the business world is mostly at risk due to the constraints that already exist in their structures. Since policies are likely not comprehensive enough, work-life balance programs could overlook their needs, and pervasive prejudices and stereotypes can lead to poor social relations and unsafe working environments(Worthy et al. 1). This is one of those issues that is usually behind the idea of discrimination one feel not liked and not welcomed, which hinders their chances to be involved more and to achieve more in any way. The emotional sphere as well is affected, with people with disabilities often having to deal with loneliness and lowered self-esteem as a result of the widely-accepted social stereotyping. Addressing these issues would not only promote but also create an inclusive and equitable system where all individuals can live a better life and have higher job satisfaction.
Part Three: Reimagining the Future
Solutions for Disability Representation
Inclusive Hiring Practices: Achieving inclusion in the candidate selection procedure, which is the topmost priority for people with disabilities, will lead to a better representation within the business sector through diversity. Companies are advised to use the employment opportunities that disability presents, ensure that candidates are treated somewhat before, during, and after recruitment, and support employees with disabilities to achieve their workplaces’ objectives.
Accessible Workplace Design: The redesign of physical and digital workspaces should be done to be more accessible for individuals with disabilities so that the workplace becomes more diverse. Such entities must have wheelchair-accessible ramps, bathroom facilities, and screen reader-friendly software. Besides encouraging a culture of accessibility through training and providing resources on disability awareness and inclusion, we can further increase workplace accessibility.
Promoting Disability Visibility and Advocacy: Conducting open discussions and advocacy on business administration about disability will facilitate the change in existing ways of thinking and perception. The process of organizing meetings where people with challenges could express their experiences and perceptions will give people awareness and increase the empathy level in the business community(Bill 1). Also, teaching students disability studies through business curriculum and inclusion training will, in turn, raise a new generation of business leaders who will incorporate disability inclusion and equity in their operations.
Conclusion
In conclusion, there is a need to take proactive measures that will lead to the abolition of ableism, the removal of restrictions, and the ending of discrimination in the business administration. By utilizing innovative tools emphasizing diversity and inclusiveness, companies can promote settings where individuals needing assistance can thrive. With the missionary soul toward systematic reforms and the realization of participation of all individuals, with or without any disabilities, to the same status in the workplace, we can imagine a future where every employee enjoys an equal breeze of opportunity. This vision improves the company culture, including the unique perspectives and talents of individuals with disabilities, which builds collective team success.
Works Cited
Bill, G. “The Importance of Empathy in the Workplace.” Center for Creative Leadership, 28 Jan. 2023, www.ccl.org/articles/leading-effectively-articles/empathy-in-the-workplace-a-tool-for-effective-leadership/.
Lindsay, Sally, et al. “Ableism and Workplace Discrimination among Young Adults with Disabilities in the Workforce: A Systematic Review.” Archives of Physical Medicine and Rehabilitation, vol. 103, no. 12, Dec. 2022, p. e209, https://doi.org/10.1016/j.apmr.2022.08.055. Accessed 16 Jan. 2023.
Samosh, D., and Breward, K. “How MBA Programs Can Remove Disability-Related Barriers.” The Conversation, theconversation.com/how-mba-programs-can-remove-disability-related-barriers-176651.
Worthy, L. D., et al. “Stereotypes, Prejudice and Discrimination.” Open.maricopa.edu, 27 July 2020, open.maricopa.edu/culturepsychology/chapter/stereotypes-prejudice-and-discrimination/.
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