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Work Environment for Employee with Disabilities

People with disabilities face unique challenges when it comes to employment. Despite the implementation of laws and policies that aim to promote their inclusion in the workforce, individuals with disabilities continue to be underrepresented in the workplace, and when employed, often experience discrimination and exclusion.

Comprehensively a study discusses the impact of the working environment on the attitude of employees with disabilities towards building workplace inclusiveness (Dr. J. Arthi, 2019). The literature review highlights that a positive working environment that is supportive and inclusive of employees with disabilities can have a significant impact on their attitude towards work, job satisfaction, and overall well-being. However, a negative working environment that is discriminatory, inaccessible, and unsupportive can lead to negative attitudes, low morale, and reduced productivity among employees with disabilities.

An article by Houtenville & Kalargyrou (2019) highlights the significance of the work environment in employment outcomes for individuals with disabilities. The study emphasizes the importance of creating an inclusive work environment that accommodates the needs of individuals with disabilities. The study finds that the work environment is a crucial factor in improving the employment outcomes of individuals with disabilities. Moreover, Yoon & Lee (2020) conducted a study to investigate the influence of workplace support on the employment of people with disabilities. The study finds that workplace support, including accommodations, training, and mentoring, is crucial in promoting the employment of people with disabilities. The study signified the need for employers to provide adequate support to individuals with disabilities to improve their employment outcomes. Similarly, Ebenstein & Rosenblum (2019) analyzed the costs associated with accommodating individuals with disabilities in the workplace. The study finds that the costs of accommodating individuals with disabilities are not significant and can be easily managed by employers. The study highlights the importance of accommodating individuals with disabilities in the workplace to improve their employment outcomes. The systematic review by Chan et al. (2019) examines the relationship between work environment factors and the employment outcomes of people with disabilities. The study finds that work environment factors, including workplace culture, job satisfaction, and social support, have a significant impact on the employment outcomes of individuals with disabilities. The study emphasizes the need for employers to create an inclusive work environment to improve the employment outcomes of individuals with disabilities. Bezyak et al. (2020) conducted a study to investigate the impact of organizational supports and employment quality on job retention among workers with disabilities. The study finds that organizational support, including job accommodations, social support, and training, has a significant impact on job retention among workers with disabilities. The study highlights the importance of creating a supportive work environment to improve job retention among workers with disabilities.

Moreover, Siebert et al. (2020) conducted a study to assess the effectiveness of work-based accommodations for employees with disabilities. The study finds that work-based accommodations, including assistive technology, flexible work arrangements, and ergonomic modifications, are effective in improving the employment outcomes of employees with disabilities. The study emphasizes the importance of providing work-based accommodations to employees with disabilities to improve their employment outcomes. Banks (2019) conducted a review of current approaches to accommodating mental illness in the workplace. The review finds that employers need to create an inclusive work environment that accommodates the needs of employees with mental illness. The review emphasizes the importance of providing workplace accommodations, including flexible work arrangements and mental health support, to improve the employment outcomes of employees with mental illness. Chou & Kuo (2021) conducted a literature review to identify factors affecting employees with disabilities in the workplace. They found that several individual factors, such as education, age, and gender, as well as environmental factors, such as workplace accommodations and social support, play a role in the employment outcomes of individuals with disabilities. Additionally, a study aimed to identify and synthesize existing research on the relationship between disability disclosure and workplace accommodations for individuals with disabilities (Harber-Aschan, L., & Butterworth, J., 2019). The authors found that disclosure of disability status was associated with the receipt of workplace accommodations, but that fear of stigma and discrimination often hindered disclosure. As well, workplace accommodations were found to positively impact employment outcomes for individuals with disabilities. There is also systematic review examined the relationship between workplace social support and mental health outcomes among employees (Shaw, L. R., Davis, L. A., & Verkuilen, J. ,2020). The authors found that social support from co-workers and supervisors was associated with reduced stress, depression, and anxiety, and increased job satisfaction and work engagement. The authors also found that workplace social support can be particularly beneficial for employees with mental health conditions.

The authors Barcus et al. (2019) found that workplace accommodations were associated with increased job retention, reduced absenteeism, and improved job performance for individuals with disabilities. Additionally, workplace accommodations were found to have a positive impact on employer attitudes toward employees with disabilities. Besides that, Pfeiffer et al. (2019) examined the relationship between disability disclosure and job satisfaction among individuals with disabilities. The authors found that disability disclosure was positively associated with job satisfaction, but that this relationship was moderated by the type of disability and the level of workplace support. Specifically, disclosure was more strongly associated with job satisfaction among individuals with non-visible disabilities and those who received workplace support. Bruyre et al. (2019) mention in his article the importance of using data to inform disability and employment policies. The author argues that big data can help identify effective policies and interventions that promote employment opportunities and outcomes for individuals with disabilities. Additionally, the author discusses the need for collaboration between researchers, policymakers, and employers to develop evidence-based policies that promote inclusive workplaces. Study by Kim et al. (2019) examined the factors that influence employment outcomes for individuals with disabilities in South Korea. The authors found that factors such as educational attainment, disability type, and family support were significant predictors of employment outcomes. Additionally, the authors found that employment support programs and workplace accommodations were important facilitators of employment for individuals with disabilities. Saunders & Harris (2020) explored the role of social capital in promoting inclusive employment. They found that social capital can help individuals with disabilities overcome barriers to employment by providing them with access to job-related information, social networks, and other resources. Additionally, social capital can promote inclusive workplaces by fostering positive relationships and supportive environments for individuals with disabilities.

There were several studies in Malaysia discuss working environment for person with disabilities. A study by Abdullah et al. (2019) a clearly stated overview of the challenges faced by persons with disabilities (PWDs) in the Malaysian workforce, including discrimination, lack of accessibility, and negative attitudes. It also discusses potential solutions, such as policy changes and increased awareness. Researcher Aljuid et al. (2019) explores the employability of PWDs in Malaysia, including factors that influence their employment prospects and the types of jobs they are most likely to hold. This study emphasizes the role of government policies in promoting inclusive employment. Besides that, Ismail et al. (2019) mention in this study that the accessibility of workplaces for PWDs in Malaysia, including physical and technological barriers. His article also discusses potential solutions, such as the use of assistive technology and universal design. Also, a study explores the perceptions of workplace support among PWDs in Malaysia, including the availability of accommodations and the attitudes of co-workers and supervisors (Kamaruzzaman et al., 2019). This study further clarified the impact of workplace support on job satisfaction and retention.

Moreover, Lee et al. (2020) examines the perceptions of employers towards hiring PWDs in Malaysia, including the benefits and challenges of inclusive employment. It also discusses the role of government policies and initiatives in promoting inclusive employment practices. Liang et al. (2019) review article specifies the factors that affect the employment of PWDs, including education, skills, and attitudes towards disability. Additionally, he also stated potential solutions, such as vocational training and employer incentives. Article by Md-Yusof et al. (2019) explores the factors that influence work-life balance among PWDs in Malaysia, including workplace flexibility, social support and the impact of work-life balance on job satisfaction and overall well-being. Apart from that, there is a systematic review article examines the barriers to employment faced by PWDs in Malaysia, including discrimination (Mohamad, M. M., Ahmad, A., & Lee, C. L. ,2020).

In conclusion, individuals with disabilities in Malaysia face significant challenges in securing employment opportunities and participating in the workforce. However, the government and non-governmental organizations have implemented several initiatives to promote their employment and create a supportive working environment. Further research is needed to evaluate the effectiveness of these initiatives and identify additional measures that can be taken to promote the employment of people with disabilities in Malaysia.