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L4A
Introduction
Colin Barnes (1991) also stated that when disabled people do find work, the
majority find themselves in poorly-paid, low-skilled, low-status jobs which are both
unrewarding and undemanding. The differences in economic participation between
disabled people and others are so universal and systematic and it is undisputed that
discrimination is the cause. The discrimination experienced by persons with disability
are occurring at three levels. First is direct discrimination, which means treating people
less favorably than others because of their disability. Second is indirect discrimination
which means imposing a requirement for a job which makes it harder for disabled
people to gain access to it and lastly, unequal barriers which means failing to take
reasonable steps to remove barriers in the social environment that prevent disabled
people from participating equally. The barriers commonly reported are those of
transportation to and from work, the physical inaccessibility of the workplace, less
opportunity of PWDs to learn appropriate work skills and the attitude of the people in the
market place. (Neufeldt, 1998)
One way we could diminish this historically social attitude towards people with
disability is to create policies that would respond to the social and economic
environment that will contribute to the employment opportunities and for the economic
inclusion by the person with disability. There were several job creation policies made
historically which is found to be of help in creating opportunities to PWDs. One is the
sheltered workshop which is subsequent to World War II. This created employment for
disable people injured during the war and subsequently was broadened to other groups.
Another is, every employer should do a fair share in providing employment possibilities
for disabled people which varies from country to country. This approach sets targets of
the portion of private sector employees that should be disabled people, ranging from 1
to 6%. Create financial incentives for employers to hire disabled people. Such
incentives might be in the form of subsidies paid to employees directly or through tax
relief was also created and lastly, to involve employers directly in finding solutions to the
employment of disabled people. (Neufeldt, 1998)
With this policies made for the creation of job opportunities for the PWDs, therell
be an increase in the number of disabled persons who are working on a given company
or agency. Only there is a need of compliance and prevention to the misuse of the
definition of disability. There also several policies made by the Government to diminish
the discrimination imposed to the ability and capacity of the PWDs to join the work force
of the market.
Definition
Under R.A. 7277 or the Magna Carta for Disabled Persons, passed into law in
1992, a disabled person is defined as those suffering from restriction or different
abilities, as result of a mental, physical, or sensory impairment, to perform an activity in
the manner or within the range considered for a human being. It also discussed the
meaning of the term disability pertained in this statute. It refers to a physical or mental
impairment that substantially limits one or more psychological, physiological, or
anatomical function of an individual or activities of such individual; or a record of such
an impairment; or being regarded as having such an impairment. It differentiated it from
a handicap that pertains only to a condition which prevents a normal function or activity
of a person (Solidum-Protacio, 2010). The Labor Code also defined handicapped
workers as those whose earning capacity is impaired by age or physical or mental
deficiency or injury (Azucena, 2007; Claudio, 2014). Maalac (2006), reiterates that
age or physical or mental disability is not the factor which will determine who is a
handicapped person, but rather how this disability affects their effectiveness and
efficiency in their earning capacity.
Benefits and Advantages
Despite the support and benefits persons with disabilities receive under the law;
its implementation is not as successful. A case study by Grschl (2004) finds that not all
companies view persons with disability as an important source of labor. The study
focused on Torontos hotel industry, and several respondents have the same perception
in hiring persons with disability. Rather than providing opportunities for these people,
the respondent of this study are more focused in accommodating or even protecting the
image towards able-bodied persons. Persons with disabilities are also considered as a
last resort source of labor which contributes to their small employment rate. Mina (2010)
finds that there are more self-employed persons with disability than those employed in
companies. This gives enough evidence in the low employability rate of these persons.
The Study
Our group wishes to study more about the current conditions of persons with
disabilities in the workplace, determine factors which contribute to their small
percentage the employment rate, and other related areas. Particularly, we would like to
go into the current policies of the government or companies in providing opportunities
for persons with disabilities in employment.