Resisting Disability Epithets - Assignment Example

?Resisting Disability Epithets Executive Summary The case en d “Resisting Disability Epithets” proffered pertinent issues relative to the communication issues frequently exemplified by employees of Hermit Life and Auto, especially the disability epithets that has been bothering one of its, personnel, Stacey. The analysis of the case would be presented by providing a brief introduction to present the issues in the case; an analysis of the issues by evaluating the communication climate at the organization and by identifying Stacey’s alternative courses of action; and a concluding portion that stipulates recommendations and the justifications for these. Given the letter that Stacey wrote, from the alternative courses of action, it is proposed that Stacey should send the letter she composed through the official publication News and Notes, and specifically outline transforming the communication culture of the organization to reflect a more professional and respectful environment that adheres to ethical, moral, and legal standards. Introduction The organization, Hermit Life and Auto, could be deduced to offer insurance services (both life and automobiles) to various clients across the United States. Its communication culture manifests an abundance of expressing disability slur or disability epithet, defined as “an abusive or contemptuous word or phrase…commonly used as a simple synonym for term of abuse or slur” (The Free Dictionary, 2012, p. 1), with frequent references to words such as “spazzos” and “retards” (Mills, 2010, p. 257) within their communication patterns. The main party involved in Stacey, who is disturbed by the communication culture, particularly due to her being “the mother of a child with an intellectual disability” (Mills, 2010, p. 257). She felt that by being tolerant of other personnel’s constant disregard for respectful and irresponsible use of disability epithet, the communication culture would be construed as an unprofessional representation of the high quality of services they are expected to offer to diverse clients “regardless of race, religion, political or cultural differences, sexual orientation, or mental and /or physical disability” (Mills, 2010, p. 257). In this regard, a letter was drafted and written by Stacey with the aim of presenting the issues to her colleagues to ultimately put a stop to the use of disability epithet within the communication culture in the organization. Analysis of the Issues The case facts revealed that although the disability epithets were not particular directed to Stacey or were reportedly said in “a joking manner, the statements are direct and derogatory, references to people with disabilities” (Mills, 2010, p. 257) and therefore potentially cause grounds that could violate the Americans with Disabilities Act of 1990 (ADA). According to the Affirm Able Action Associates (2012), the “ADA makes it illegal to discriminate against anyone who has a mental or physical disability in the area of employment, public services, transportation, public accomodations and telecommunications. Not complying with the ADA may result in time-consuming complaints and possible penalties issued by the government” (par. 1). If the Hermit Life and Auto’s personnel would not be made aware of their unconcious and irresponsible language and use of disability epithet, these people could unknowingly extend the same language to various stakeholders and jeopardize the professional image that the organization is expected to manifest. Likewise, as revealed in “Things Employers Wish They Never Had Said”, there are disability discrimination never-says language and instances that were enumerated to endanger the employer and could potentially invite legal suits: “ disability-related jokes; making fun of various disabilities; disability-related slurs; frequently calling attention to someone's limitations; and "Now he'll probably go and file a workers' comp claim!"” (Texas Workforce Commission, 2011, par. 8). As evident, Hermit Life and Auto employees are guilty of violating the disability discrimination laws. As explicitly noted, “the law also protects people from discrimination based on their relationship with a person with a disability (even if they do not themselves have a disability). For example, it is illegal to discriminate against an employee because her husband has a disability” (U.S. Equal Employement Opportunity Commission (EEOC), n.d., par. 4). In this case, it is clear that the employees are discriminating against Stacey because her son has a disability. This was proven when case facts revealed that “people she used to work with well before seemed to avoid her now” (Mills, 2010, p. 255). In this regard, one strongly believes that Stacey, who has been disturbed by the contant barrage of irresponsible language, actually has the following options: a. Status quo or do nothing. By this alternative, Stacey would not disrupt the current communication culture and there would be possibilities that the personnel might directly hurt and discriminate the organization’s current and future stakeholders. If the organization’s personnel would continue to use these language, there is a strong possibility that they would exemplify this communication pattern to various stakeholders, including customers, other employees, management and directors, and thereby potentially expose the company to legal proceedings that could result from future complaints from the use of this discriminative language. b. Send the letter through the News and Notes official publication of the organization and a formal copy addressed to the Human Resources Head of the organization. The advantage of this option is that everyone in the organization would be made aware of the seriousness of the issues and management would be enjoined to address the issue by seeking that the use of disability epithets be ultimately stopped. Stacey should likewise propose and outline a strategy for changing the culture of Hermit Life and Auto in terms of adopting respectful and more professional communication along the organizational hierarchy. Conclusion and Recommendations Stacey should send the letter first in formal structure to the Human Resources Manager of the organization and have it published in their official publication, the News and Notes. She should include the following recommendations to improve the communication culture at Hermit Life and Auto: (1) emphasize the need to conform to the EEOC’s law on Americans with Disabilities Act; (2) propose a review of the organization’s policies and code of discipline to include sanctions for violating the disability discrimination law; (3) conduct training to improve effective communication at all levels of the organization; (4) emphasize the benefits of effective and responsible communication by improving corporate image and performance with various stakeholders. This case is evidently a case about a disability issue due to the proliferation of disability epithets that were reported and continually observed by Stacey. To avoid future legal suits, the company must transform their communication culture to exemplify more respectful, responsible and effective communication that adheres to ethical, legal, and moral codes of conduct and behavior. Reference List Affirm Able Action Assoicates. (2012). "What is the ADA,". Available at: http://www.disability-access.org/ada.php (Accessed March 31, 2012). Mills, C. (2010). "Resisting Disability Epithet." In Case Studies for Organizational Communication. Understanding Communication Processes, 3rd edition, by J & Shocley-Zalabak, P Keyton, 253-257. Oxford University Press. Texas Workforce Commission. (2011). "Things Employers Wish They Never Said," [Online]. Available at: http://www.twc.state.tx.us/news/efte/discrimination_never_says.html (Accessed March 31, 2012). The Free Dictionary. (2012). "Epithet," Available at: http://www.thefreedictionary.com/epithet (accessed March 31, 2012). U.S. Equal Employement Opportunity Commission. n.d. "Disability Discrimination," Available at: http://www.eeoc.gov/laws/types/disability.cfm (Accessed March 31, 2012). Read More