Diversity Management
Researchers from Syracuse and Rutgers University conducted an experiment to determine whether employers discriminated against people with disabilities in the hiring process. They used the fictitious cover letters experiment, which had previously worked to assess gender and race discriminations, as other research used to determine disability discriminations were inadequate. Two resumes were created, one of a highly skilled accountant and the other of a candidate with about a year’s experience. For each of the resumes, three differing cover letters were generated, one of an individual with no disability, another with an injured spinal cord, and individual suffering from Asperger’s syndrome. The results revealed a disparity where employers were thirty-four percent less likely to employ a disabled individual. However, it also revealed that this disparity was less in candidates with less experience.
This apparent discrimination against those with disabilities reveals that many companies have not yet set up a diversity management strategy. Moreover, it could mean that the present policies on diversity management do not take into consideration people with disabilities. In the presence of policies and programs that promote inclusivity, this disparity would be minimal, if any. Beyond the hiring process, disability diversity should also be extended in the advancement of workers with various disabilities in the organization. Having a work environment that supports those with a disability further enables their retention hence more diversity and overall job satisfaction and greater productivity.
Therefore, diversity management should not just focus on generic differences such as race, gender, and culture but also delve deeper to include those with disabilities. This will ensure those with disabilities get as much access to employment opportunities and retentions as their counterparts with no disability. The focus should be on what the person professionally offers and not on their disability. Organizations should thus revise or incorporate policies that change their job advertisement and interview processes to ensure they are as inclusive as can be. Moreover, their employees, especially those in the human resource department, should undergo training that sensitizes and teaches them to embrace those with disabilities. Employers should also ensure that their policies support the retention and progression of staff members who become disabled. A diverse workforce offers a greater pool of talent and generally increases work productivity.