Assistive Technology and Human Capital for Workforce Diversity

Background

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 Labor, 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).