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Disability - Understanding and Application in the Workplace Tutorial

Unlock the full potential of your workplace with our insightful video, 'Disability - Understanding and Application in the Workplace.' Explore the legal frameworks, types of disabilities, and how to create inclusivity. Discover why adapting workplaces isn't just beneficial for disabled individuals, but enhances productivity for everyone. Join us in fostering a diverse and thriving work environment!

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Disability

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affecting nearly 15% of the world's population

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is defined by the Hu and the UN as a physical,

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mental,

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intellectual,

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or sensory impairment

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that significantly limits one or more major daily life activities.

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These impairments can hinder access,

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participation,

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or advancement in a professional and social context.

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Legally,

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disability is governed by the United Nations Convention

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on the Rights of Persons with Disabilities.

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Each country has the discretion to officially

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recognize the status of a disabled worker,

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such as the RQTH status in France,

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where the presence of a disability referent is mandatory in large companies.

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Types of disabilities.

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Disabilities can be classified into four categories one,

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physical disability affecting mobility,

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stamina,

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or dexterity.

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2 sensory disability

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affecting the senses such as sight or hearing.

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3

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cognitive disability

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affecting cognitive abilities like memory or reasoning.

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4

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mental disability

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affecting emotions,

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behavior,

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or cognition.

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Stereotypes.

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There is a wide range of stereotypes about disabilities,

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the most common being the association of disability with a person in a wheelchair,

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even though only 2% of disabled people use a wheelchair daily.

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Disability can potentially affect anyone,

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including situations of multiple disabilities or complex disabilities.

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Managing disability in the workplace.

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The central issue of disability in the workplace lies in

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the compatibility between the job's

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constraints and the individual's capabilities.

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This implies adaptations from three perspectives material,

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organizational,

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and human.

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For example,

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a person with diabetes may require regular breaks.

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A company policy that integrates disability can be beneficial.

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Not only for the disabled person but also for all employees.

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Accommodations for people with disabilities can become a

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lever for improving working conditions for everyone,

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such as purchasing handling equipment to facilitate the carrying of loads.

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In conclusion,

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understanding and integrating disability in professional environments

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requires an inclusive and respectful approach,

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recognizing the diversity of needs and promoting equal opportunities.

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This involves not only adapting working conditions,

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but also evolving attitudes and practices within the company.

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