The Stigma Around Disability Act Of 1990 Essay

The Stigma Around Disability Act Of 1990 Essay

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Disability and Disclosure
According to the Americans with Disability Act of 1990, a potential employer cannot ask an employee if he or she has a disability. Despite this law, it may be beneficial to disclose a disability to an employer. This paper reviews the stigma around disability in relation to employment and the importance and benefits of disability disclosure, including those that are invisible, and the fears that may come along with disclosing a disability.
Meeting the Quota
According to Guimarães (2015), approximately 15 percent of the world is considered disabled. According to the Bureau of Labor Statistics (2015), only 17.1 percent of people with disabilities are employed in the United States; compared to the worldwide statistic of employed individuals with disabilities is only 33 percent (Schrader, Malzer & Bruyere, 2014). Taking these statistics into consideration, the majority of countries have a required quota of people with disabilities that they must hire into the workforce. For example, Germany requires 5 percent of every 20 employees hired to have a disability (Guimarães, 2015). This may not be considered appropriate treatment, and may even seem offensive, however if countries did not establish specific laws to include individuals with disabilities, employers may not choose to hire them based on societal views.
In order to meet such quotas, the employee often has to disclose that a disability is present. In the United States, it is illegal for employers to ask outright if an employee if he or she has a disability under the Americans with Disability Act of 1990; however, if employers are previously aware of a disability, they cannot disqualify an applicant based on the existence of the disability. Despite this, ...


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...ndividuals who are content with their job are more likely to socialize with their peers and create bonds with other employees.
It is also important to consider these benefits and issues when applying to an employment position in contrast to one’s disabilities, or abilities, and whether or not accommodations are desired or necessary. Furthermore, one should consider whether or not disability disclosure would cause undue stresses on one’s being, on top of possible work stresses. After these concerns have been addressed, an employee can further their application process or choose to consider other employment options. Despite the choice that is made, it is important or an employee to recognize their own limitations, whether it is within the realm of their disabilities or related to a specific job, and understand when a specific job is inappropriate for their character.

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