Article 5 - Employment Inclusion for the disabled

Introduction

Available at CANVA

According to Mendis, P. (2004), The following is the legal definition of disability as stated in the Protection of the Rights of Persons with Disabilities Act: “A person with disabilities means one who, as a result of any deficiency in his physical or mental capabilities, whether congenital or not, is unable by himself to ensure for himself, wholly or partly, the necessities of life.” and The National Census 2001 definition of a handicapped individual is “a person who is limited in the kind or amount of activities that he or she can do because of ongoing difficulties due to a long-term physical condition, mental condition or health problem. Short-term disabilities due to temporary conditions such as broken legs and illness are excluded. Only disabilities lasting for more than six months should be included.”

It is critical to build an inclusive workplace where everyone, regardless of handicap, feels welcome and respected. Research published by Jetha et al., (2023) in Emerald Publishing Limited, states that few studies have looked at how the future of work provides obstacles and opportunities for vulnerable categories of employees, such as people living with impairments/disabilities. 

According to Jetha et al., (2023), The digital transformation of the economy, which refers to the advancement and implementation of various digital technologies, is the future of employment. Compared to previous periods of technological adoption, the digital transformation of the economy is occurring faster, which can contribute to the automation of work, changing the job task composition of occupations, and evolving employer demand for workers with specific technical and soft job skills. According to Morris et al., (2018), Young adults with impairments are one group that has historically been disadvantaged in the job market and may be disproportionately affected by changes in the future of employment. Nearly two million kids and young people in Canada, where the current study was done, have a handicap.

Disability statistics of Sri Lanka

Disability in Sri Lanka Department of Census and Statistics (2012), 9

Disability in Sri Lanka Department of Census and Statistics (2012), 10

Disability in Sri Lanka Department of Census and Statistics (2012), 14

Environmental factors that act as a barrier for the disabled to be employed (Mendis, P. 2004).

Environmental factors that act as a barrier for disabled to be employed

·         Environmental and Transportation accessibility/barriers

Most public buildings are inaccessible to wheelchair users and other physically challenged people who use walking aids. Most metropolitan enterprises, vocational training institutes, and public buildings have steps at the entry, are often multistory, and lack elevators. As a result, people in wheelchairs are unable to use public transportation. Many roads in rural areas are unpaved and have very uneven surfaces. Bus services are limited. Some rural communities can only be reached via pathways that wind through fields or forests. All of these obstacles substantially limit work options for this group of people.

·           Communication accessibility barriers

Because staff members do not know fundamental signing, people who use sign language for communication are refused mainstream vocational training and employment. People with visual problems are often barred from jobs because companies believe that being blind implies they are incapable. Although visually impaired people learn the use of Braille at school, they are unable to use it later due to the shortage of Braille equipment and the unavailability of written material in Braille. Vocational training materials and instructions are not available in Braille.

Environmental factors that act as a barrier for disabled to be employed

·           Environmental and Transportation accessibility/barriers

Most public buildings are inaccessible to wheelchair users and other physically challenged people who use walking aids. Most metropolitan enterprises, vocational training institutes, and public buildings have steps at the entry, are often multistory, and lack elevators. As a result, people in wheelchairs are unable to use public transportation. Many roads in rural areas are unpaved and have very uneven surfaces. Bus services are limited. Some rural communities can only be reached via pathways that wind through fields or forests. All of these obstacles substantially limit work options for this group of people.

·           Communication accessibility barriers

Because staff members do not know fundamental signing, people who use sign language for communication are refused mainstream vocational training and employment. People with visual problems are often barred from jobs because companies believe that being blind implies they are incapable. Although visually impaired people learn the use of Braille at school, they are unable to use it later due to the shortage of Braille equipment and the unavailability of written material in Braille. Vocational training materials and instructions are not available in Braille.

Social factors that act as a barrier for disabled to be employed

·           Religious beliefs

There is no place for rejection or stigmatization in real Buddhist thought since persons with impairments are accepted. Communities stigmatize and reject persons who they believe committed misdeeds in a previous life. At the same time, there is a belief that giving charity to persons with impairments (who are thus deemed to have sinned in the past) might earn one merit. However, this philanthropy is frequently conducted with the notion that the provider is more fortunate than the recipient, reinforcing negative views of inferiority toward people with disabilities and excluding them from the social mainstream.

·           Cultural attitudes

Many superstitious beliefs stigmatize people with disabilities and, in some cases, their families. Some people believe that encountering a disabled person when beginning a journey, for example, will bring bad luck. People with impairments are not welcome at weddings since it is believed that they will bring bad luck. Marriage prospects for people with impairments are dismal, and they must find spouses with disabilities. Because of the link between disability and misfortune, even siblings, particularly sisters, of disabled people have trouble finding marriage partners. Females are subjected to more negative sentiments. Families prefer to shield their disabled female relatives from a society that rejects and stigmatizes them. In addition to social maltreatment, females require. 

·           Societal and family expectations for people with disabilities

Individuals with disabilities are sometimes perceived as helpless or as people who should be helped by family and society. Services for people with impairments are provided as acts of charity in order for the providers to achieve merit in the hereafter. These beliefs and attitudes deprive disabled children and adults of stimulation and provide little opportunity for them to develop their self-reliance and potential. Adults are cared for at home. It is rarely recognized that persons with disabilities may wish to work and contribute to the family income, or that they may prefer to marry and have their own family.

Conclusion

There are five principles that form the basis of the policy. “Equity as Citizens of Sri Lanka, Inclusion as a Democratic Right, the Responsibility of Government, Empowerment of People who have Disabilities and their Organizations and Parents Organizations, and the Participation of Civil Society, Mendis (2004).” There are people with disabilities who have changed the world. Stephan Hawking the greatest scientist, and Stevie Wonder one of the greatest singers. When we don't give the opportunity to a person, there's no way we can identify their potential. It is important to treat disabled people and recruit/give job opportunities to disabled people. Diversity in Inclusion implies not only for the people who were perfectly formed but for the disabled as well. There should be equality, Democratic rights, empowerment, etc. in the workplace. It is rare to find a disabled employee in our workplaces. It's time to give opportunities to the disabled to see their potential and help them to earn a living like normal people do. 

List of references

Department of Census and Statistics (2012) Disability in Sri Lanka. [Online] Available at: https://unstats.un.org/unsd/demographic-social/meetings/2016/bangkok--disability-measurement-and-statistics/Session-6/Sri%20Lanka.pdf [Accessed: 28th August 2023].

 Jetha et al., (2023) The future of work in shaping the employment inclusion of young adults with disabilities: a qualitative study. 91 Emerald Publishing Limited, 42(9) 75-91. Available at: https://www.emerald.com/insight/content/doi/10.1108/EDI-06-2022-0154/full/pdf?title=the-future-of-work-in-shaping-the-employment-inclusion-of-young-adults-with-disabilities-a-qualitative-study [Accessed: 28th August 2023].

 Mendis, P. (2004) Training and Employment of People with Disabilities: Sri Lanka 2003, International Labour Office. Available at: https://ilo.org/wcmsp5/groups/public/---asia/---ro-bangkok/documents/publication/wcms_113197.pdf [Accessed: 28th August 2023].

 Morris, S et al., (2018), A Demographic, Employment and Income Profile of Canadians with Disabilities Aged 15 Years and over, 2017. Statistics Canada, Ottawa, ON. Available at: https://epe.lac-bac.gc.ca/100/201/301/weekly_acquisitions_list-ef/2018/18-48/publications.gc.ca/collections/collection_2018/statcan/89-654-x/89-654-x2018002-eng.pdf [Accessed: 28th August 2023].