Social Workers with Disability
I approve of the findings that social workers with disabilities are yet to be accorded equal rights and opportunities in the job market. Though numerous equality and equity policies and legislations have been enacted, the job market is still significantly biased against the disabled. Lastly, I support the finding's suggestion to improve the social work structure to accommodate professionals with disabilities.
Discrimination during employee recruitment and hiring was the primary equality issue in the findings. Disabled professionals were denied job opportunities, thus resulting in underemployment in social works. People with visible disabilities were discriminated more compared to those with invisible disabilities, thus showing the bias towards the disabled.
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Challenges in accommodation were the predominant equity issues in the findings. Though the disabled were granted employment opportunities, both the employers and the disabled professionals experienced difficulties adjusting to the accommodation necessities.
Discrimination in recruitment and hiring against the disabled involves denial of chances to work as a social worker. Conversely, challenges in accommodation occur when the disabled are included in the workforce but are not given a suitable environment to work. Accommodation challenges occur when the disabled are required to work like other workers without disabilities.
From these findings, formal policy actions should be taken regarding disability rights. The findings indicate that many disabled professionals and employers are unaware of disability rights, hence the implementation gap. Policy changes are needed since the current policies show incongruity with the job market. Implementation changes on the policies are necessary to address the knowledge gap in the disabled and the employers.
To create a strong advocacy campaign, data on national employment rates and accommodation indexes for the disabled would be required. Also, one would need to assess the effectiveness of the current disability policies in relation to the equity and equality issues in the job market.
Pay Equity Laws
The Equal Pay Act of 1963 (EPA) needs reforms since it has failed to address the gender wage gap. Regardless of the policy being passed, it has not addressed gender and racial segregation in wages.
The Equal Pay Act is not working since the wage gap has persisted regardless of the act being implemented in 1963. Mellow notes that women earn 80% of what men get regardless of being in the same occupations. Also, the wage gap is wider for black and Latina, who earn 60% and 55% of what white men earn.
State-level equity laws are designed to prohibit employers from inquiring about the former salary of their employees before they set the salaries to offer. The state equity laws prohibit employers from offering lower salaries after referring to their employees' current salary. Equity laws are passed at state and local levels instead of the federal level due to the difference in employment laws and ease of implementation and follow-up.
The stakeholders in the pay wage gap laws are the government, employers, and employees. The government has a duty to formulate and enforce the laws while employers apply the laws when hiring and enumerating employees. Employees are the benefiting party that will witness the implementation of the laws.
Gender pay equity laws passed at the state, and local levels can address the problems with the EPA since they will be easier to implement. State and local authorities will have a reasonable number of employers and employees that can be managed and monitored without omissions and errors. Data on employees' salaries would be useful to assess the wage gap between men and women working in the same job groups in individual organizations. Also, employee salary data would be used to compare the amounts offered by new employers relative to former employers.
