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Supporting Employment to Intellectual Disabled People

Supporting people with intellectual disability in employment is increasingly becoming a common order of the day in the workplace. The focus is to increase the numbers of people with the developmental disability in the labor force. According to Khayatzadeh-Mahani, Wittevrongel, Nicholas and Zwicker (2020), policy initiatives have been established to ensure that people with developmental disabilities are supported within the labor force. For instance, labor market activation programs, equity laws, and welfare reforms have been established to benefit the people with intellectual disabilities and ensure that they continue to secure employment in the workplace with even larger numbers (Alexander, Ford, Raghavendra & Clark, 2017). Notably, the policies have been effective in promoting employment outcome for the people with development disabilities, hence closing down on the gap evident in their labor participation rates.

            Meltzer, Bates, Robinson, Kayess, Fisher, and Katz (2016) show that the Social Policy Research Center organization has established policies to benefit the people with intellectual disability in the workplace in various ways. For instance, the policies have increased the choices available to this group of individuals in the workplace. As a result, during a job hunt, the potential employees with a disability are provided with an opportunity to choose from more employment openings, and hence work in competitive positions. Moreover, the policies have also ensured that people with the intellectual disability are provided with a comfortable working environment. For instance, working in an environment with service system supports and helpful people to promote a positive outcome while in the workplace. Notably, Meltzer et al. (2016) provide that intellectually disabled persons should have systemic and personal-level support in the events whereby they are making employment choices.

            Enable Ireland organization has established its services around the needs of people with disability. For instance, the firm provides assistive technology to the people with the disability to ensure that they remain connected while in social or individual settings. For example, the company provides the Community Hub for Accessible Technology (CHAT) with an aim of creating an opportunity whereby the people can learn from each other within a collective and equal, environment. As a result, it becomes simpler to establish the challenges experienced by the intellectually disabled persons and their solutions while in the workplace (Enable Ireland, 2015).

            Ability Center organization also benefits the people with the disability by ensuring that they find the right job (Ability Center, 2019). The firm has achieved this functionality by understanding the job seekers as individuals with unique needs. Therefore, understanding their challenges within a workplace setting has made it possible for the management to work with employers to guarantee that they consider diversity in the workplace setting. This has proven to be a benefit as more intellectually disabled persons find their way into the labor force and are provided with a comfortable environment to work (Ability Center, 2019).

            Besides the benefits, it is evident that the risk of cost is highly evident for the organization. Evidently, most firms such as Enable Ireland rely on donations to support their services in promoting the welfare of the people with intellectual disability. This suggests that they are likely to fall short of funds which may limit the organization’s potential in meeting the needs of the target group within the workplace setting. Additionally, it is also evident that the existing laws, which focus on promoting the interest of the people with the disability, are also limited, which inhibits the effectiveness of the firms in supporting the needs of the people.