Nur Syaqira Binti Bolhassan (82030) Critical Response Group 23/FK Disability Discrimination in the Workplace Everybody desires a good likelihood to reach life however discrimination means some people are denied opportunities or are treated badly as a result of their disability. According to the World Health Organization (WHO,2020), approximately 15% of the world's population lives with a disability. Work gives the chance to procure a pay, manufacture social connections, and lay out friendly and political status (Jameson, 2005) and it is likewise vital to disabled people. Individuals with handicaps are much of the time capable and ready to attempt to turn into monetarily autonomous and to contribute towards local area improvement and more extensive society (Waterhouse et al., 2010). Regardless the require of work for crippled people, this powerless people are all things considered commonly hampered in their endeavours to secure position. Therefore, most individuals with handicaps are over two times as prone to be jobless or being discriminate in the work environment, to a great extent as a result of shame. The thing that inspired me to write this critical response is I read an article from the BBC News about Harvey Spence, being mistreated and isolated in his workplace. So that is why I strongly disagree on why disabilities discrimination needs to exist in the workplace diversity in the first place. No one ought to be treated unequally, particularly within the work environment. Discrimination against handicapped individuals serves no purposes. In this critical response, I will be discussing the discrimination faced by the disabled people in the workplace which are discrimination in hiring and bullying in the workplace. Discrimination in hiring is sadly a common form of discrimination towards the disabled people. In many countries, people with disabilities are stigmatized. The term ’stigma’ is frequently used to refer to the mark of dishonor attached to a certain incident or trait. These people are treated differently than other members of the community. According to Fitchen and Amsel (1986), disabled people, they are frequently portrayed as weak, dependent and in need of assistance. In Malaysia, there are only about 3,523 individuals with handicaps being employed and it is predominantly in the private sector for the last ten years (Hooi,2001). Some companies may provide lower pay to persons with disabilities in order to cover the cost of accommodation as a result of the necessity accommodation (Gunderson & Hyatt, 1996). According to research by Khoo et al. (2013), the Malay male respondent, with hearing loss for research by (Khoo et al., 2013), he gets unequal pay even though the job scope and the workload is the same as people that has no disabilities. The reason his employer gives him less is because the employer say he is slow in doing his work. The difference in salary is very drastic between him and his colleagues. He has worked for 15 years, and he only get paid RM 800 while for his colleague, his colleague earns RM 2000. I am very disagreeing with his employer action. To me, the employer should be given equal pay to the handicap wrokers as the workload and the job scope is the same. This clearly shows that the discrimination faced by the disabled people which is they faced discrimination in hiring as they also get unequal pay. Nur Syaqira Binti Bolhassan (82030) Critical Response Group 23/FK Disabled people are also faced bullying in the workplace. Hostile behaviors, including verbal, nonverbal, physical and nonphysical forms of intimidation and aggressiveness, have been classified as bullying (Yamada, 1999). Bullies moreover utilize other implies to form a target feels awkward counting (but not restricted to): avoidance, stereotyping, inconsiderateness, lying, broken guarantees and lack of appreciation (Gabriel, 1998). According to Industrial Safety & Hygiene News (ISHN, 2017), it has been claimed that more than 27% of employees have been subjected to workplace maltreatment that might be categorized as bullying. For impaired employees, the figure is likely to be far greater. According to the study by Fevre et al. (2013), 10.5% of disabled workers reported physical violence at work, 7.4 % being injured at work due to aggression, 12.3% being humiliated, 24.3% being insulted and 34.5% being shouted at. These statistics are the proved that the disabled workers are being treated poorly in the workplace. It is also a sad reality of what the disabled workers has to face in their daily workday life. In conclusion, disabilities discrimination in the workplace are real and is still happening up until now. The most common action of discrimination towards the disabled workers are they faced discrimination in hiring as they get unequally pay compared to workers that has no disabilities and they also faced being bullied in the workplace. The action of discrimination toward them are immoral. We should not discriminate other people just because they are impaired. Every human being deserved to be treated equally. Even though they are impaired, they can still manage to finish the work that had been given to them. They also have a family to be feed, therefore we should offer them the basic and equal pay. It is very unfair to them if they are underpaid as the workload is the same as workers that has no disabilities. It is hoped that we can throw away the stigma about disabled people where they are helpless and weak and learn how to respect them as they are. Nur Syaqira Binti Bolhassan (82030) Critical Response Group 23/FK REFERENCE BBC News. (2021). B&M worker settles disability discrimination case. https://www.bbc.com/news/uk-northern-ireland-58175166 Diaz-Granados. A. (2017). Disabilities and bullying in the workplace. https://www.ishn.com/articles/107798-disabilities-and-bullying-in-the-workplace Fevre, R., Robinson, A., Lewis, D., & Jones, T. (2013). The ill-treatment of employees with disabilities in British workplaces. Work, employment and society, 27(2), 288-307. Fichten, C. S., & Amsel, R. (1986). Trait Attributions About College Students With a Physical Disability: Circumplex Analyses and Methodological Issues 1. Journal of Applied Social Psychology, 16(5), 410-427. Gabriel, Y. (1998). An introduction to the social psychology of insults in organizations. Human relations, 51(11), 1329-1354. Gunderson, M., & Hyatt, D. (1996). Do injured workers pay for reasonable accommodation?. ILR Review, 50(1), 92-104. Hooi, Y. C. (2001). Disabled as Potential IT Workforce. The Star. 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