Human Resource and equal Employment Opportunities - Essay Example

Human Resource and equal Employment Opportunities Summary of the Case According to case 3 Walgreens is a company that deals in drugs supply. Its main objective is to employ people who are physically challenged. It has opened two branches one in Windsor and another in South Carolina, in 2008 and 2007 respectively. Across the two stations, two-third of the job vacancies is reserved for people with disabilities. Because of employing people with diverse origin and ensuring equal opportunities, the company has gained fame.

The company aims at starting more stations to increase the number of the physically challenged employees. Case study 3.1 claims that despite having the 40% of the disabled workers in their branch in South Carolina, the company has efficiency increase of 20 percent since its establishment. With advancement in technology, it maintained the rate of employment of the physically challenged. According to the human resource manager in one of the stations, provision of good environment for such people is a transformation to the company (Case study 3.1). Walgreen Company called for other companies to consider employing the physically challenged because their number is increasing and they have great talents.

What are the tangible and intangible reasons benefits that Walgreens receives by being a leader in hiring employees with disabilities? Walgreens receives a number of benefits for employing the disadvantaged people in the society. First, Walgreen gains reputation since it is only company that gives priority to the physically challenged individuals who are subject of rejections (Negrini et al., 2014). Additionally, reputation gained will attract greater market ahead of other drugs suppliers because of fame and uniqueness.

With time, the population of the disabled will increase and this group is likely to be shopping from these centers because their colleges work there. The company will also benefit from diversity that promotes creativity and innovation. It will be the center for harnessing the talents from the physically challenged, that the rest of the world has not realized. Barriers hindering people with Disabilities from Employment opportunities A number of factors hinder people with disability from obtaining employment.

First is little education or lack of training. Majority of the physically challenged are rejects in the society, they have little access to education compared to the rest of the society. Some of them lack mobility to go look for these jobs hence cannot access the opportunities. Moreover, the lack of special features in the job places locks them out (Nygren, Markström, & Bernspång, 2014). This is because the disabled requires special washrooms, equipment, and a good work environment. Additionally, a person’s own disability is another barrier.

For example, some of the people with special needs may not complete the assigned task because of their disability. Finally, stereotype is also a major challenge, the society view disability as inability. Key Learning is from equal employment opportunities and managing diversity. Equal employment opportunity means that male, female, and people with disability irrespective of race have similar chances to access employment opportunities. This is important because it encourages creativity and innovation.

When people from different background and personality come together, they compete and share ideas leading to innovation (Nygren, Markström, & Bernspång, 2014). They may come up with problem solving methods relating to the business activities. A discussion involving people of diverse categories results in creation of a unique thing. On the other hand, managing diversity is an emerging issue in the business world. Diversity is coexistence of people of different gender, ethnicity, and religious background.

This is helpful in bringing different talents together that will help increase efficiency in the organization. The persons involved feel accepted and, therefore, leads to increase in commitment to work and loyalty towards the employer. References Negrini, A., Corbière, M., Fortin, G., & Lecomte, T. (2014). Psychosocial well-being construct in people with severe mental disorders enrolled in supported employment programs. Community Mental Health Journal, 50(8), 932-942. Nygren, U., Markström, U.

, & Bernspång, B. (2014). Processes towards employment among persons with psychiatric disabilities: a study of two individual placement and support programmes in Sweden. Scandinavian Journal of Disability Research, (ahead-of-print), 1-20.