Disability Discrimination In The Workplace

Despite the passage of almost three decades since the enactment of Americans with Disabilities Act in the United States, individuals with disabilities are still underrepresented in the workforce, tend to hold lower status jobs, and receive lower wages. Disabled workers also continue to encounter more negative workplace experiences in terms of discrimination and injustice (Snyder, et al. March 2010). Laws have been established to prevent the unfavorable or unfair treatment due to the race, religion, national origin, disabled or veteran status, or other legally protected characteristics. In today’s business world, prejudice and discrimination is undesirable, intolerable and illegal. Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, treats a qualified individual with a disability who is an employee or applicant unfavorably because she has a disability. Disability discrimination also occurs when a employer treats an applicant or employee less favorably because she has a history of a disability such as cancer that is controlled or in remission or because the employee is believed to have a physical or mental impairment lasting or expected to last six months or less (Disability Discrimination, 2017).

Disabilities come in many different forms, weather they are mental or physical they are not to be teased or belittled. These types of remarks are not only offensive but also classify as harassment, although the law doesn’t prohibit slight remarks or offhand comments, these statements work to create an environment of hostility and truly inhibit the worker from fully achieving success. The harasser can be a number of individuals not just a coworker, they often include supervisors, clients, or someone who is outside the company (Disability Discrimination,