Assistive Technology: Human Capital for Mobility (Dis)abled Workforce Diversity Development

Assistive Technology: Human Capital for Mobility (Dis)abled Workforce Diversity Development

Ben Tran (California School of Professional Psychology, Alliant International University, San Francisco, CA, USA)
Copyright: © 2014 |Pages: 14
DOI: 10.4018/IJACI.2014070102
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The international workforce must understand and utilize knowledge and competencies in order to achieve and sustain longevity. Such knowledge and competencies are derived from human capital because human capital is an organization's most important asset. Hence, organizations need to be able to capitalize on human capital a source of competitive advantage. Organizations must first, focus on human capitals based on their ability, thereafter, provide modifications and accommodations, if necessary for (mobility) (dis)abled human capitals who may, upon request, require assistive technologies. Hence, the purpose of this chapter is to analyze assistive technology. Assistive technology will be defined, assistive technology laws will briefly be covered, and negative connotations will be addressed in relations to disabilities. The utilization of assistive technology, in the disabled community, in relations to the independence of the (motor) disabled in the workforce in the United States.
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Historically speaking, from past to present, for many developing countries, legislation regarding the employment of individuals with disabilities has been criticized due to its ineffectiveness (Schall, 1998; Siegal, 2001). In particular, according to Jakovljevic and Buckley (2011), the legislation has had little or no impact on the employment status of people with disabilities (Agocs, 2002; Brett, 2000; Conlin, 2000; De Jonge, Rodger, & Fitzgibbon, 2001; De Laurentiis, 1991; Hignite, 2000; IRS, 1998; McGregor, 1991; Robitaille, 2002; Saskatchewan, 2000; Schall, 1998, Thomas, 2002). When addressing the needs of employees with disabilities, the Act and the Code both include the term reasonable accommodation (Tran, 2015a). Reasonable accommodation (disability accommodation) is any modification or adjustment to a job or to a working environment that will enable a person from a designated group to have access to or participate or advance in employment (Department of Labour, 2002; Tran, 2015a). It includes acquisition and modification of equipment and devices, as well as any necessary training. These devices and equipment are collectively known as assistive technologies (AT).

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