Disability Management as Company Edge

gabrielakvisionfac
6 days ago
2 min read

The term “different” comes from the Latin word diversus, “face elsewhere.” In particular, this refers to someone who feels, thinks, and lives differently from others. So, they have different experiences and perspectives. Moreover, unrecognized and unincluded diversity is a limitation towards the recognition of the resource aspect, the difference. So, in order to be open to diversity, we have to be open to change. Let’s say that we need to generate something new, a new corporate vision that includes disability management.

Two men in a bright office. One in a wheelchair with prosthetic arms is adjusting his arm, assisted by the other. A laptop is on the table.

Disability Management theme

The issue of disability is of fundamental importance and is a highly topical focus. In fact, it is a company-wide response that is married with a range of actions and interventions. So, when talking about the enhancement of differences in the workplace, people’s abilities must also be taken into account. Anyway, diversity also includes disability. What’s more, disability management in business concerns both the disabled and the prevention of workplace accidents. Besides that, it has to do with the management of workers who have developed forms of physical and mental disabilities in the course of their careers. According to the United Nations, disability is “the result derived from interactions between persons with attitudinal limitations and barriers. That prevents full and effective participation in social life on the basis of equality with other persons.”

Disability Management

Interest in Disability Management arose in the late 1980s, mainly in Canada and the United States. This was followed by the development of the first workplace protection measures and the first Equal Employment Opportunity laws. In general, we can say that disability management is a strategy that aims to prevent or reconcile disability in the workplace. Actually, the purpose is to promote within the corporate world a work culture aimed at valuing diversity. Thus, we could turn them into opportunities for professional consolidation and organizational development. All this leads to a progressive increase in creativity, innovation, and productivity within the company. For example, there are some elements of improved performance of diverse groups:

increased creativity,
problem solving,
adaptability,
understanding,
attention and
assistance

Two people seated indoors, engaged in discussion. One in a wheelchair holding papers. Bright light from window creates a warm atmosphere.

It’s a work step

Therefore, it’s significant to work on the process of inclusion and integration into the work team. This is because the processes of selecting, inducting, and managing employees affect collaborative and even conflict dynamics. The workforce is increasingly composed of people characterized by high diversity. More and more companies are experimenting with the figure of the Diversity Manager within the HR department. Whoever follows the value of equity puts all workers in the same conditions to perform at their best. In general, disability management is a change of perspective. It can enrich not only the corporate but, first of all, personal. So, somehow our views are broadened. The world is constantly changing, and we cannot stand still. Above all, the normality of today is no longer the same as that of the past. For this reason, work practices also need to be changed. However, these are not quick and easy processes to implement. Already, the first thoughts and attempts are a step towards change.