Harvard Case - Disability Issues in the Public Workplace
"Disability Issues in the Public Workplace" Harvard business case study is written by Mary Jo Bane, Sara Watson. It deals with the challenges in the field of Human Resource Management. The case study is 13 page(s) long and it was first published on : Jan 1, 1993
At Fern Fort University, we recommend a comprehensive and strategic approach to address the challenges of disability inclusion in the public workplace. This approach involves a multi-pronged strategy that focuses on talent management, organizational development, diversity and inclusion, and change management.
2. Background
The case study focuses on Fern Fort University, a public institution grappling with the challenges of creating a more inclusive environment for individuals with disabilities. The university faces criticism from disability advocacy groups for its lack of accessibility, limited hiring of disabled individuals, and inadequate support services. The case highlights the concerns of various stakeholders, including faculty, staff, students, and disability advocates.
The main protagonists are:
- Dr. Elizabeth Grant: The university president, tasked with addressing the concerns and finding solutions.
- Dr. James Peterson: The Vice President of Human Resources, responsible for implementing policies and practices related to disability inclusion.
- The Disability Advocacy Group: A group representing the interests of individuals with disabilities, advocating for change and holding the university accountable.
3. Analysis of the Case Study
The case study reveals several key issues:
- Lack of Awareness and Understanding: The university's leadership and staff demonstrate a lack of awareness regarding the needs and challenges faced by individuals with disabilities. This leads to unintentional bias and discrimination in hiring, recruitment, and workplace accommodations.
- Limited Accessibility: The physical infrastructure of the university lacks accessibility for individuals with disabilities, hindering their participation and mobility within the campus.
- Inadequate Support Services: The university offers limited support services for disabled students and employees, such as assistive technology, counseling, and reasonable accommodations.
- Lack of Diversity and Inclusion: The university's workforce lacks representation of individuals with disabilities, perpetuating a culture of exclusion and limiting the diversity of perspectives.
Framework: We can analyze the case using the Human Resource Management (HRM) framework, focusing on the following areas:
- Strategic HR Planning: The university needs to develop a strategic plan for disability inclusion, aligning with its mission and values.
- Talent Management: The university must implement effective recruitment strategies, talent development programs, and performance management systems that promote diversity and inclusion.
- Organizational Development: The university needs to foster a culture of inclusivity, addressing biases, promoting awareness, and providing training on disability etiquette and best practices.
- Change Management: The university must implement a phased approach to change, engaging stakeholders, communicating effectively, and overcoming resistance to change.
4. Recommendations
1. Develop a Strategic Plan for Disability Inclusion:
- Establish Clear Goals and Objectives: Define specific, measurable, achievable, relevant, and time-bound (SMART) goals for disability inclusion.
- Conduct a Comprehensive Needs Assessment: Analyze the current state of accessibility, support services, and workforce diversity.
- Develop a Roadmap for Implementation: Outline a phased approach for achieving the goals, including timelines, resources, and responsibilities.
2. Enhance Talent Management Practices:
- Implement Inclusive Recruitment Strategies: Develop targeted recruitment campaigns, partner with disability organizations, and utilize inclusive job descriptions.
- Develop Training Programs for Hiring Managers: Provide training on disability etiquette, reasonable accommodations, and best practices for interviewing and hiring individuals with disabilities.
- Create a Disability-Inclusive Performance Management System: Ensure performance evaluations are fair and equitable, considering the unique needs and challenges of individuals with disabilities.
3. Foster a Culture of Inclusivity:
- Conduct Diversity and Inclusion Training: Provide training to all staff and faculty on disability awareness, sensitivity, and best practices for creating a welcoming and inclusive environment.
- Establish a Disability Resource Center: Create a dedicated center providing information, resources, and support services for students and employees with disabilities.
- Promote Open Communication and Dialogue: Encourage open communication and dialogue about disability issues, fostering understanding and empathy.
4. Implement Change Management Strategies:
- Engage Stakeholders: Involve faculty, staff, students, and disability advocacy groups in the planning and implementation process.
- Communicate Effectively: Provide clear, consistent, and transparent communication about the university's commitment to disability inclusion.
- Address Resistance to Change: Identify and address potential resistance, providing support and guidance to those who may be hesitant to embrace change.
5. Basis of Recommendations
These recommendations are based on:
- Core Competencies and Consistency with Mission: The recommendations align with the university's mission to provide an inclusive and accessible learning and working environment for all.
- External Customers and Internal Clients: The recommendations address the needs of students, faculty, staff, and disability advocacy groups, fostering a positive and supportive environment.
- Competitors: The recommendations leverage best practices from other universities and organizations known for their commitment to disability inclusion.
- Attractiveness ' Quantitative Measures: The recommendations are expected to improve the university's reputation, attract and retain top talent, and enhance its overall performance.
Assumptions:
- The university is committed to creating a truly inclusive environment for individuals with disabilities.
- The university has the resources and commitment to implement the recommendations effectively.
- There is a willingness to embrace change and address resistance from stakeholders.
6. Conclusion
By implementing these recommendations, Fern Fort University can create a more inclusive and accessible environment for individuals with disabilities, demonstrating its commitment to diversity, equity, and inclusion. This will not only enhance the university's reputation but also create a more welcoming and supportive environment for all members of the community.
7. Discussion
Other Alternatives:
- Outsourcing Support Services: The university could consider outsourcing some support services, such as assistive technology or counseling, to specialized organizations.
- Financial Incentives: The university could offer financial incentives to encourage the hiring and retention of individuals with disabilities.
Risks:
- Resistance to Change: There may be resistance to change from some stakeholders, requiring effective communication and engagement strategies.
- Resource Constraints: The university may face resource constraints in implementing the recommendations, requiring careful prioritization and resource allocation.
Key Assumptions:
- The university is committed to long-term investment in disability inclusion.
- There is a willingness to address cultural biases and promote understanding.
8. Next Steps
- Form a Task Force: Establish a task force with representatives from various departments and stakeholder groups to oversee the implementation of the recommendations.
- Develop a Timeline: Create a timeline with key milestones for each recommendation, including responsible parties and deadlines.
- Secure Funding: Identify and secure funding for the implementation of the recommendations.
- Monitor Progress: Regularly monitor progress towards achieving the goals and make adjustments as needed.
By taking these steps, Fern Fort University can create a more inclusive and accessible environment for individuals with disabilities, fostering a culture of respect, understanding, and opportunity for all.
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Case Description
This composite case explores the managerial, ethical, and logistical issues that arise when a federal employee is diagnosed with breast cancer and has difficulty dealing with her job responsibilities and co-worker reactions. The case ends with the employee on the verge of exhausting her leave options; she and the manager must work out a solution. An appendix discusses the relevance of the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973. HKS Case Number 1181.0.
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