China, USA United States of America, accommodation, reasonable accommodation, employement, recruitment, discrimination, Disabled Persons Protection Law, workplace, disability
One of the most relevant concerns when it comes to the employment of people with disabilities is the actual situations in the workplace relative to their disability status, typically demonstrated in terms of reasonable accommodation. In China, discrimination against people with disability is still evident, which is seen most in terms of low wages paid to workers who have disability status. For instance, the average yearly wage of employees in Shanghai's welfare enterprises is around 6500 Yuan, which is considerably lower than the average salary of about 15000 Yuan for employees without disability (Yu, 2012). In the United States, apart from substantial underrepresentation (high unemployment), people with disabilities also experience some forms of discrimination and institutional bias in the workplace. For instance, co-workers may exclude an employee with disability in a team project if the disability a worker has would potentially cause delays in the project.
[...] The Practice of Reasonable Accommodation In the United States, the ADA has specific clauses for reasonable accommodations. As mentioned earlier, reasonable accommodation in ADA is described in terms of modifications which allow the worker with disability to demonstrate capability in job functions. Reasonable accommodation under the ADA typically includes modifications to the process of job application and modifications related to the work environment/conditions or "the manner in which the job tasks are routinely performed" (Wilde, 2001). Examples of this accommodation in reference to workers with disabilities include job restructuring, making existing facilities accessible, modifying or adjusting work schedules, providing assistants and interpreters, modifying or acquiring equipments and reassigning them to vacant positions (Wilde, 2001). [...]
[...] In other words, reasonable accommodations are clearer and much more defined in the U.S. than China considering the said cultural conditions. Conclusion: Synthesis of Two States' Practices in Reasonable Accommodation Using the current workplace conditions and the contents of law provisions on the reasonable accommodation of people with disabilities in China and the United States, one can come up with this generalization: both countries have strong and weak points in their practices and each country can practically learn from the feasible employment/workplace of each other. [...]
[...] (2001, August 1). A Comparative Study on Disability Laws of China and the US. Retrieved April from UNICEF Report: http://fog.ccsf.cc.ca.us/~jwilde/United_Nations_Report.pdf Yu, S. (2012). Current Situation and Problems of the Employment of Disabled Persons in China. [...]
[...] In the practice of the main law provisions to maintain reasonable accommodation for people with disabilities in the workplace, China and the United States take on different approaches. Although both countries have commitment to improve the employment conditions of workers with disability, the methods used in ensuring that better working conditions differ substantially. China and U.S. on the Integration of Reasonable Accommodation Background of the Reasonable Accommodation in Both States Moreover, to analyze how the differences of each disabilities Act relative to China and the U.S can be put into application vis-à-vis the reasonable accommodation of people with disabilities in the workplace, it would be helpful to discuss the foundations that are embedded in each law provision that contain or imply clauses for reasonable accommodation. [...]
[...] The Braille systems are also incorporated in elevator and other button controls to serve this purpose. Wider parking spaces near the building and workplace entrances are also reserved to provide reasonable accommodation. In China, although reasonable accommodations are not outlined in verbatim, specific articles and clauses of the employment regulations are implicit of modifications in the job requirements, work environment and other considerations provided for workers with disabilities. This suggests that basic practices of reasonable accommodations are also practiced in this country to serve the interest of the workers with disability. [...]
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