Providing equal employment opportunities is crucial for any company and represents a key for selecting the real employees for an organization. The creation of equality as a law is fundamental in ensuring that every individual is treated equally or similarly and not disadvantaged by prejudices or bias. This means that the best person for a job or a promotion is the person who earns that position based on qualifications, experience and knowledge. Workplace diversity values everyone’s differences.
In Philippine law, Republic Act No. 7277, otherwise known as Equal Employment Opportunity Principle (EEOP) shows the government policy that requires employers not to discriminate against employees and job applicants based on certain characteristics, such as age, race, color, ethnicity, creed, sex, religion, marital status, sexual orientation, gender identity, and disability. Heads of the Personnel Selection Board (PSB) in all government agencies are directed to comply with this act. Employers of the private sectors are likewise required to adhere to labor laws.
The research conducted by Raghavi and Gopinathan (2013) revealed that recognizing the importance of sustaining an equal opportunity culture is a competitive advantage. Hence, some larger companies develop a new trend which shows that they foster the EEOP. In other words, fair treatment should be applied in the employment process to all people regardless of race, sex, religion, nationality, disability or political affiliation that is stated in the final part of advertisements for job openings as well as in the job description. Further, the Americans with Disability Act (ADA), also prohibits discrimination in employment due to a disability.
The Civil Service Commission (CSC), globally recognized as a center of excellence for strategic human resource and organizational development, came up with a resolution on the policy directions on equality of employment opportunities in the government service stating that discrimination violates the principles of equality of rights and respect for human dignity; and hampers the growth of the prosperity of society and makes more difficult the full development of the potentialities of women and other disadvantaged groups in the government service.
Persons with Disability (PWD) are not exempted in the EEOP. As observed, there are PWDs employed in small establishments like stores, public market, car washing business, etc. In government agencies like DepEd, some teachers themselves are PWDs. Republic Act No. 10524, which expanded the positions reserved for PWDs, require government agencies to allot at least 1 percent of their regular and non-regular positions for PWDs. Private corporations, on the other hand, who employ at least 100 employees are not required but are encouraged to reserve at least 1 percent of all positions for PWDs.
Unfortunately, PWDs still struggle to look for jobs. Despite awareness that people with disabilities have the right to work, even the biggest companies nationwide can’t seem to find a way to successfully integrate them into the workplace. A fast food chain for example would not want to sacrifice their investment to hire a hearing impaired person who could not communicate with customers. An interpreter maybe available but another salary will have to be allotted for the communication to be understood. In the same way, that a company of a construction supply would not sacrifice hiring a lame person whose physical mobility is limited.
The lack of employment takes a toll on the disabled themselves. Even though most unemployed people with disabilities receive some form of government assistance, they have far lower incomes than their peers on average, and are at far higher risk of poverty
On the other hand, adherence to this RA 10524 is evident, as all Personnel Selection Board (PSB) in other government offices are directed to comply. Government offices ensures equal opportunities for suitable employment to PWDs as their able-bodied counterparts. A number of policies, programs and services had already been implemented in relation to employment of PWDs (IDRM: 96). There have also been employment-related programs and services provided by the government to PWDs, which include the following: Tulong Alalay sa Taong May Kapansanan (TULAY) program, or Support services to PWDs, of the Department of Labor and Employment (DOLE); Assistance package for PWDs of the Department of Trade and Industry (DTI); Philippine National Skills Competition for PWDs of the Technical, Education and Skills Development Authority (TESDA); Science and Technology Intervention for the Poor, the Vulnerable and PWDs of the Department of Science and Technology (DOST); among others (Mori et al. 2009; Purcil 2009).
Despite the efforts of the government in promoting anti-discriminatory practices in the area of employment and providing various employment-related programs and services for PWDs, it seems that employment for this segment of the population still need improvement.
The question now is who is responsible in ensuring that EEOP is really applied to all? Are all PWDs given the rights they deserve? This article hopefully will be a wakeup call to strengthen the inclusion of people with disabilities, and encouraged greater understanding, knowledge and social awareness about them in order to eliminate discrimination and negative attitudes and facilitate their full participation in society.**
By Jovelyn Petra T. Balantin
