| This Story is Based on a Recent IGI Global Publication on the Above Topic |
 | | Research Anthology on Accessibility and Diversity in Education | | Featured Chapter: “Beyond Handicap, Pity, and Inspiration: Disability and Diversity in Workforce Development Education and Practice”
2020 © | 1,040 pgs. | EISBN: 9781799812142
| - Over 45+ Chapters
- 130+ International Contributors
- Covers Equal Opportunity, Diversity in Business & Policies
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Editor Note: Understanding the importance of this timely topic and to ensure that research is made available to the wider academic community, IGI Global has made a sample of related articles and chapters complimentary to access. View the end of this article to freely access this critical research.
Uber, a popular ridesharing company, is facing a class action suit due to their limited number of wheelchair-accessible vehicles through their application. According to the DRA (Disability Rights Advocate) Corporation, since the inception of the company, in 2010, this is just one of the many lawsuits against the company for not creating inclusive and accessible services. This lawsuit was filed in 2019, and it is now going to court under U.S. federal civil law, as Uber has experienced explosive growth in the United States and is overtaking the public transportation industry and taxi companies in over 450 cities.
This lawsuit is highlighting the importance of companies in ensuring that their services are inclusive, as 15% of the world’s population have some form of disability. Additionally, it highlights how many companies are knowingly or unknowingly practicing disability discrimination, as this is just one of the companies that have faced similar lawsuits. Others include Lyft (competitor of Uber), Conair, the World Wrestling Entertainment, Inc (WWE), Amtrak, Lockheed Martin, Verizon, and more.
Understanding the importance of this topic, Profs. Hannah Rudstam et al. from Cornell University, USA, discuss how businesses can ensure they practice inclusivity and diversity through workforce development and education in their chapter, “Beyond Handicap, Pity, and Inspiration: Disability and Diversity in Workforce Development Education and Practice” featured in Research Anthology on Accessibility and Diversity in Education (IGI Global).
| View a Preview of the Complimentary Chapter Below |
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Over the past four decades, the concept of workforce diversity has evolved (Green & Kalev, 2010). Yet, one constant has remained throughout this evolution — disability continues to be seen as the “forgotten cousin” of workforce development and diversity programming. Despite the fact that close to one in five Americans report having a disability, and that more than half of those Americans with disabilities are in their working years, ages 18-64 (Erickson, Lee & von Schrader, 2014), disability is still perceived as somehow a “lesser” form of diversity. This has been demonstrated over the past two decades as various sectors of the contemporary workforce report being inadequately prepared and equipped to address disability issues in the workforce (AACB, 1992; Anderson, 2003; Folson-Meek, Nearing, Groteluschen, & Krampf, 1999; Muller & Haase, 1994). Others report that disability has simply been an “add-on” feature to broader diversity agendas and programs (Myers, 2009). Though disability often receives a passing reference in diversity efforts, it is rarely included with meaningful intent in implementation (AACSB, 1992; Muller & Parham, 1998).
What are the assumptions that have fueled this notion that disability is somehow a lesser form of diversity? How have these assumptions impacted workforce development efforts for people with disabilities? Most importantly, how have these assumptions impacted the field of workforce development generally? How might programming in the field itself be limited by not meaningfully including a major diversity population in our country today?
Misperceptions Fueling the Minimization of Disability in Diversity Initatives
The purpose of this chapter is twofold. First, we will identify and challenge some tacit assumptions that have historically fueled the positioning of disability as a set-aside piece of workforce diversity and workforce development efforts. Second, we will discuss how each identified misperception has impacted the field of workforce development practice and what workforce development educators and professionals must do to change this misperception.
Complimentary Research Articles and Chapters on
Disability Rights and Business Inclusivity | In response to the timeliness and importance of this topic, we have made the below articles and chapters available with complimentary access. As such, please feel free to integrate these resources into your research and
share them across your network: | | | | | Anywhere Working and the Future of Work | Profs. Yvette Blount (Macquarie University, Australia) et al.
2021 © | 287 pgs. | EISBN: 9781799841609 | - Award-Winning Editors
- Over 10+ Chapters
- Covers Accessibility, Global Business & Telework
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