{"id":580,"date":"2020-06-15T02:48:11","date_gmt":"2020-06-15T02:48:11","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/?p=580"},"modified":"2020-06-15T19:10:13","modified_gmt":"2020-06-15T19:10:13","slug":"unit-1-assignment-expanding-the-canon-3","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/2020\/06\/15\/unit-1-assignment-expanding-the-canon-3\/","title":{"rendered":"Unit 1 Assignment: Expanding the Canon"},"content":{"rendered":"

To expand the canon adding to the discussion of organizational culture and diversity, I choose the article Disability and employment \u2013 overview and highlight<\/i> from the European Journal of Work and Organizational Psychology. This article includes a wealth of knowledge from the authors Katharina Vornholt, et al. The authors each add value in their way, specializing in Social Psychology, neuroscience, psychosomatic rehabilitation, and more. This article is intended for a small audience of fellow scholars and people who focus specifically on the topics discussed.\u00a0<\/span><\/p>\n

The purpose of this article is to outline how things stand in the existing research on disability and employment. It discusses one section of disabled people, those who have mental disabilities. The authors outline the definition of disability, the legality of legislation regarding disability at work that is already in place in Europe and North America, things that enable employees and act as a barrier to employ the disabled. The authors use the International Classification of Functioning, Disability, and Health (ICF) of the World Health Organization\u2019s definition of disability; defining it as \u201cthe \u2018umbrella term\u2019 for impairments, activity limitations, and participation restrictions, referring to the negative aspects of the interaction between an individual\u2026and that individual\u2019s contextual factors (environmental and personal factors)\u201d.\u00a0<\/span><\/p>\n

The legislation in Europe stems from the U.N. Convention on the Rights of Persons with Disabilities, stating that employees with disabilities have equal rights to work and gain a living, in-job discrimination is not allowed, and that organizations promise workers with disabilities accommodations. In the United States and Canada, the federal law protects those with disabilities rights through The Americans with Disabilities Act that gives those with mental\/physical disabilities equal opportunities to be integrated into places of work and stops all forms of discrimination against employees with disabilities.<\/p>\n

The article presents a plan for how research should continue in the field\u00a0 <\/span>and how these laws can be integrated into the workplace. The plan encourages more research behind the definition of disability, the spreading of knowledge from psychologists (like health campaigns) to change attitudes and behaviors towards those with disabilities, and the increase in public data. The authors also discuss the future of policy encouraging evaluation of the past to see if what has been implemented protects and promotes those with disabilities employment or if they have opposite effects.<\/p>\n

This article adds to the existing knowledge of the class because of its relation to diversity and inclusion. Similar to many of the readings we looked at, this text speaks about the inclusion of disabled people in the workplace and how extremely high the unemployment levels are. This brings awareness to how programs and legislation can be put in place to help incorporate diverse people. Their suggestions mirror what we have looked at with the inclusion of neurodiverse people and adds other strategies and data regarding organizational cultures, such as reassessing the definition and analyzing to see if the programs put in place are working or not.<\/p>\n

This article highlights how each organization caters differently to each diverse group. Similar to past readings it showcases how each diverse group has specific accommodations and should be analyzed on a case by case basis. The existing legislation in “Disability and employment \u2013 overview and highlights\u201d can lead as an example of how to implement systematic changes so that all companies must adhere to a set of rules that promote diversity and inclusion, along with other resources such as media I have found.<\/p>\n

The media I have found to supports my claim shows how to implement the plans that the article outlined and enhances knowledge about disabled people. I have chosen a TED talk from Elise Roy \u201cWhen we design for disability, we all benefit\u201d. Elise Roy is deaf and since she is disabled herself she adds a unique perspective. Her purpose throughout the talk is to promote the use of design thinking to solve problems. Design thinking steps are defining and understanding the problem, observing people and empathizing with them, throwing out hundreds of ideas, prototyping, and finally implementing. That way of thinking could help in how to accomplish the goals of a more inclusive workplace for those with disabilities and create legislation with perspective and empathy in mind. Elise Roy’s insight could be a solution to how we progress within this sphere of disability and life, in general, putting inclusion in front of everyone’s mind when solving any problem.<\/p>\n

Link to article:\u00a0https:\/\/doi.org\/10.1080\/1359432X.2017.1387536<\/p>\n

Citation of article:\u00a0Katharina Vornholt, Patrizia Villotti, Beate Muschalla, Jana Bauer, Adrienne Colella, Fred Zijlstra, Gemma Van Ruitenbeek, Sjir Uitdewilligen & Marc Corbi\u00e8re (2018) Disability and employment \u2013 overview and highlights, European Journal of Work and Organizational Psychology, 27:1, 40-55, DOI: 10.1080\/1359432X.2017.1387536<\/p>\n