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Healthy Work Environment for Employee with Disabilities

Over the past few years, numerous researchers have focused their attention on the perspectives of workers with disabilities in the workplace toward the creation of a healthy work environment. Several studies have found that disabled workers are content with their jobs and have a positive attitude toward the environments in which they perform their jobs. On the other hand, there have been a few studies that suggest that workers with disabilities are dissatisfied with their jobs and have a negative attitude toward the environment in which they do their jobs. Generally, there is a great deal of the research on this subject has been carried out. According to the findings of these studies, disabled workers are, in general, pleased with their employment situations and have a constructive outlook on the environments in which they perform their jobs. However, there are a few studies that suggest that disabled workers are not happy with their jobs and have a negative attitude toward the environment in which they do their jobs.

There is limited research on this topic specifically from Malaysia. However, there is some general research on health and wellbeing in the Malaysian workforce that may be relevant. A study from 2018 found that Malaysian workers were generally satisfied with their jobs, but that there were some areas of improvement, such as communication and work-life balance (Selvi Narayanan, 2018). The study also found that Malaysian workers were more likely to experience work-related stress if they did not feel supported by their supervisors. Another study from 2019 found that Malaysian workers were at risk for developing musculoskeletal disorders due to prolonged sitting and working with computers. The study recommended that employers take steps to improve the ergonomics of the workplace and provide employees with regular breaks (Harun & Dzalani, 2019).

A study mentions disabled workers who were provided with workplace accommodations reported higher levels of job satisfaction compared to disabled workers who were not provided with workplace accommodations (Priyanka Anand and Purvi Sevak, 2017). The research also found that disabled workers who received workplace accommodations were more likely to have a positive attitude towards their work environment than disabled workers who did not receive workplace accommodations. This was the finding among disabled workers who did not receive workplace accommodations. A study conducted by Solovieva Dowler et al. (2017), found that employees with disabilities who received job accommodations were more satisfied with their jobs and had a more positive attitude towards their work environments than those employees with disabilities who did not receive job accommodations. This was the case regardless of whether the employees with disabilities received job accommodations. Employees with disabilities who worked in an organization that had a positive organizational climate were found to be more satisfied with their jobs and to have a more positive attitude towards their work environment, pointed in research conducted by Kloutsiniotis et al. (2020). This was in comparison to employees with disabilities who did not work in an organization that had a positive organizational climate.

A study stated employees with disabilities who worked in healthy workplaces were more satisfied with their jobs and had a more positive attitude towards their work environment than those employees with disabilities who did not work in healthy workplaces (Lee HJ et al., 2017). As indicated on the findings of a study employees with disabilities who participated in job crafting were more satisfied with their jobs and had a more positive attitude toward their work environment than those employees with disabilities who did not participate in job crafting (Brucker & Sundar, 2021). Besides that, disabled workers who were content with their jobs were more likely to participate in the workforce than their counterparts who were dissatisfied with their employment situations (ILOSTAT, 2022). A study specified that disabled workers who were happy with their jobs had higher levels of productivity at work compared to disabled workers who were dissatisfied with their jobs (Fantinelli & Stefania, 2022). European Journal of Work and Organizational Psychology, define that, workers with disabilities who were happy in their jobs had better work-related outcomes than those workers with disabilities who were dissatisfied in their jobs (Vornholt, Katharina, et al., 2017).

As per a study disabled workers who reported higher levels of job satisfaction had higher levels of workplace social support than disabled workers who reported lower levels of job satisfaction (Kim & Mihye, 2021). Moreover, accordant with a study describe workers with disabilities who were happy in their jobs experienced significantly less work-family conflict than those workers with disabilities who were unhappy in their jobs (Obrenovic & Bojan, 2020). Basically, findings of most of the research conducted on this subject, disabled workers appear to be generally content in their jobs and to have a positive attitude toward the environments in which they perform their jobs. On the other hand, there have been a few studies that suggest that workers with disabilities are dissatisfied with their jobs and have a negative attitude toward the environment in which they do their jobs.

People with disabilities have been employed in the workforce since the 1970s (Turner DM, et al., 2017, Wunderlich GS et al., 2002). Up until recently, however employers have not provided accommodations that allow employees with disabilities to work in a healthy and productive manner. Negative stereotypes and discrimination have led to many employers either ignoring or even diminishing the importance of accommodating employees with disabilities. This has created an unsafe environment for people with disabilities who are striving for social change in their workplaces. For their part, disabled people can no longer sit idly by and watch their co-workers struggle; both workers need to help create a healthy work environment for all of them to succeed together. This is not only a social justice issue, but an economic necessity as well.

A healthy work environment for employees with disabilities can be accomplished through various types of accommodations. When necessary, workplace modifications can be made that allow employees with disabilities to perform their jobs in a manner that minimizes risks to both the individual and their co-workers. These include adjustments in seating, communication system, lighting, and workstation location. Accommodations are also provided when people with disabilities require physical assistance in performing job duties such as writing or listening to instructions. In addition, employers may also need to provide machinery that allows customers and co-workers to safely interact and communicate with people with disabilities; this is known as "talking technology.

Although there are limited provisions for employee assistance programs or other types of accommodations in the Equality Act 2010, does include a provision that allows for reasonable modifications that would dampen the effects of a disability on an individual's work environment. This act prohibits discrimination against workers with disabilities; this includes reasonable accommodations to ensure an environment in which people with disabilities can function in a productive manner. This is known as job restructuring and should allow people with disabilities to perform essential job tasks.

Job restructuring requires employers to evaluate their employees' specific needs and develop reasonable solutions that they implement at their workplace, such as providing accessible technology. These accommodations should be determined on an individual basis; this allows for better solutions to be implemented at the workplace. Focusing on employees with disabilities as individuals helps diminish their labels as a disabled citizen. For many employers, this is a huge step toward recognizing people with disabilities as humans, who sometimes need assistance to perform functions in the workplace such as reaching shelves or performing manual labour.

Employers can also attempt to eliminate barriers that affect people with disabilities by providing general training and education for their employees. This includes training in essential job functions and ways of responding to violence in the workplace - which includes knowing when and how to involve personal safety alarms and emergency response systems while ensuring the safety of disabled workers. The purpose of providing education and training is so that all workers are aware of the risk factors associated with people with disabilities, including the technology they require to perform essential job tasks. This will help alleviate a co-worker's fear of approaching disabled workers to ask for assistance in a non-discriminatory manner, which is essential to creating a healthy work environment.