What Social Values Are Threatened by Disability Discrimination?
Threatened by Disability Discrimination
Disabilities are a part of every society, but we often overlook them and our social construct of normality. We may be blind to our differences, but that does not mean we have to ignore the social construction of normality. Disabilities are not the result of a lack of abilities, they are simply the result of a social construct that is incompatible with our values. We should value the different aspects of our identities and encourage diversity and inclusion in society.
Some of us have an innate bias against people with disabilities. We tend to prioritize the health and independence of non-disabled people over the needs of people with disabilities. This can have disastrous consequences. In fact, the recent COVID-19 pandemic shows how our society doesn’t value the needs of people with disabilities. But how can we change our society to make it more inclusive? We need to start by examining our own biases.
In the workplace, discrimination against people with disabilities can take many forms. It may be based on relationship, association, or unfounded assumptions. For example, if a disabled person works at a restaurant, the restaurant may not allow them to use the family room. But if the employee is persistently teased because of their disability, this may be harassment. disability discrimination is illegal in all areas of employment, including hiring, compensation, job training, public accommodations, and even public transportation.
The American With Disabilities Act was signed into law thirty years ago and has improved the lives of one in four Americans. It also prohibits discrimination in public life. Yet, despite the benefits of these laws, true equality for people with disabilities is elusive. And people with disabilities, especially those of color, face systemic barriers that were not designed to accommodate them. This lack of equality threatens the very core of society.
What Social Values Are Threatened by Disability Discrimination?
The ADA protects people with disabilities by making them less likely to become unemployed. As of March 2019, people with disabilities were 7.3% less likely to be unemployed than non-disabled individuals. And while the unemployment rate for people without disabilities is 3.5%, it was 7.3% for people with disabilities. The ADA is not only an example of the importance of embracing diversity and equality, but it can also prevent discrimination in the workplace.
The United Kingdom has a history of tackling this issue differently than the UK. While the DDA 1995 emphasized the rights of those associated with the disabled, the ADA 1990 radically redefined the concept of disability. ADA 1990 has influenced the way disability is defined in the US and has expanded the definition of disability in the US. It recognizes impairment from a social viewpoint, not as something separate from society.
Another example of indirect discrimination is when an organisation’s policy or way of working impacts the disabled more adversely than it does others. For example, an employer may not produce an easy-to-read flyer, making it harder for people with learning disabilities to obtain information or use services. Unless the employer can prove a justification, this is considered indirect discrimination and against the law. The Equality Act requires employers to make reasonable accommodations to accommodate disabled employees.