Employing People With Learning Disabilities In The Hospitality Industry – Benefits And Challenges

Capability of People with Learning Disabilities

Learning disability is a form of mental disability where a person experiences difficulties in learning in a typical normal way. This type of disability is caused by a single or a combination of factors. A person with a learning disability is not able to learn and retain knowledge or information for a significant amount of time, and hence they require special attention at all times. People with a disability find it very difficult to secure a job compared to the rest of the population. Statistics in Britain show that one in every five people who are working in the UK have a disability, but only 50% of the entire population with a disability can secure jobs. The unemployment rate for people with disability in the UK is 8.8% while for people without disability; the unemployment rate is 3.4% (Brue & Wilmshurst, 2016). People with a learning disability find it even more difficult for jobs because they face a lot of prejudice. Statistics indicate that less than a quarter of people with a learning disability is in employment.

This is even though people in this group can perform various non-complex tasks in a different working environment. The hospitality industry is a very diverse industry, and this diversity has been extended even to the disadvantaged groups like people with disability. There are many opportunities in the hospitality industry for people with a learning disability since there are man duties and roles that do not require a  lot of intellectual capacity and knowledge to execute and hence my stand is that people with intellectual disability should work in the hospitality industry(Davies and Matuska, 2018). People against my position would argue that the hospitality industry is very sensitive since its all about customer relations and efficiency and hence people with a learning disability may not cope with the pressure and demands of working in hospitality.

A person with a learning disability should be given a job in hospitality because, with special and adequate training, they can perform non-complex tasks just like any other normal person or even better than a person without the disability. Learning disability does not mean inability. Some simple manual tasks such as washing dishes in a restaurant can be performed by a person who has learning problems. The only thing that such a person would require is training for a prolonged period while under close supervision. Eventually, such a person would learn to perform the task perfectly and hence will be able to earn their income (Power, 2013). Other jobs such as house-keeping can also be reserved for people with a learning disability. This job involves tasks such as leaning rooms in a hotel and ensuring the rooms are arranged in an orderly manner. This is a simple task that does not require a lot of training or very high IQ to perform. A person with a learning disability can also carry out other jobs in the hospitality such as gatekeeping. This task does not need any special skill or knowledge to perform and hence there is no reason why a person with a learning disability cannot perform such a task. People with a learning disability take longer to learn, but they eventually learn and master simple task just like any other person. I, therefore, support that people with a learning disability should be given jobs in the hospitality industry since they are capable of working perfectly once they are given enough support(Jenkins and Davies, 2011). Opponents of this view will argue that people with a learning disability should not be employed in the hospitality industry since they have challenges in communication and learning and hence they may not perform well not matter the amount of training they get. This, however, is not true since evidence shows that 79% of the people with learning disability and who are working rate highly in reviews carried out within the organizations that they work for (Keith & Keith, 2013).

Psychological and Physiological Needs

People with a learning disability should also be given jobs in the hospitality industry because, like any other normal person, they need to work and earn a living for themselves and their families. Research by the UK government shows that only 5.8% with learning disabilities are in paid work. This means that the rest of the population of people with learning disabilities are either working in private businesses or out of employment. A person with a learning disability has responsibilities like any other person. These people also have psychological and physiological needs that they need to fulfill by getting employed. Most of these people have families that depend on them, and hence it’s important that they get jobs that they are capable of doing in the hospitality industry. Most of the people with this form of disability are ready and willing to contribute to the economy by working, but most of them have not been offered opportunities to prove themselves. Statistics indicate that approximately 64% of the disabled people in the UK who are not employed are actively looking for a job but have not been able to secure one (Kober, 2010). According to reading, (2014), people with learning disability are capable of adapting to new working environments and can follow strict schedules at the workplace. Hospitality can provide a good and supportive working environment for people with a learning disability. Opponents of this position will argue that people with disability who are unemployed get support from the government and the other non-governmental organizations and hence there is not need for them to get employed. This, however, is not true since people with disability have a lot of energy and some have got skills that can be put into good use. For example, a person who has learning difficulties can be employed as a gardener in a hotel, and they will be in a position to earn their income and support their families.

According to International Hospitality And Tourism Conference, & Mohd Radzi, (2016)people with a learning disability should be employed in the hospitality industry to ensure that the industry embraces diversity and inclusivity which is in line with the values of most organizations in the hospitality industry. One of how companies in the hospitality industry can ensure diversity is by employing people in with learning disabilities. According to Diane Lightfoot who is the chief executive of Business Disability Forum(BDF), most of the jobs in the hospitality industry are entry-level jobs which do not require skilled workforce(Jones, 2013). Most of these jobs are currently being done by migrant workers, some of who have difficulties in communicating since they face language barriers. This, therefore, means there are numerous opportunities in the hospitality industry that people with learning disabilities can utilize if given the necessary support. Employers can offer support to people with disabilities by offering them adequate special training so that they can learn the skills required to do the job. They should also offer flexible working hours to people with a learning disability. In addiction to this, companies in hospitality should create disability awareness among its employees to ensure that employees with disability are integrated well within the company (Bradley & Kiernan, 2015). When people with learning disability are given jobs in the hospitality industry, the companies in this industry will be complying with government policy regarding inclusion and non-discrimination(NHS urged to employ people with learning disabilities, 2015).

Embracing Diversity and Inclusivity

Furthermore, a company that employs people with disability will gain a positive reputation among the general public and hence help in strengthening the brand of that organization. Opponents of people with a learning disability being offered jobs in the hospitality industry argue that due to their inability to learn fast, they may end up offering services that are not up to the desired standards. This may, therefore, lead to failure to satisfy the needs of customers and hence to lead to loss of customers to competitors. This, however, is not true since, with adequate training and support, people with disability can deliver beyond everyone`s expectations.

Conclusion:

Research indicates that more than 91% of people with learning disability are not in employment. This is a very low number compared to people without disability whose level of unemployment is at a bare 3.4%. A large percentage of people with learning disability are capable and willing to work, but they are not able to get employment. My position is that people with a learning disability should be given jobs in the hospitality industry because research shows that they are capable of working and delivering on objectives just like people without a disability. The hospitality industry is suitable for people with this type of disability because of the nature of jobs in this industry as well as the favorable working environment. By giving jobs to persons with a learning disability, companies in this industry will help improve livelihoods of these people and help them support their families. Offering jobs to this group of people will also help the organizations to create a just and fair society by avoiding discrimination and becoming an equal opportunity employer.

References:

International Hospitality And Tourism Conference, & Mohd Radzi, S. (2016). Heritage, Culture, And Society: Research Agenda And Best Practices In The Hospitality And Tourism Industry: Proceedings Of The 3rd International Hospitality And Tourism Conference (Ihtc 2016) & 2nd International Seminar On Tourism (Isot 2016), 10-12 October 2016, Bandung, Indonesia.

Bradley, V. J., & Kiernan, W. E. (2015). Way Leads On To Way: Paths To Employment For People With Intellectual Disability.

Brue, A. W., & Wilmshurst, L. (2016). Essentials Of Intellectual Disability Assessment And Identification.

Davies, J. and Matuska, G. (2018). Workforce development: perspectives from people with learning disabilities. Tizard Learning Disability Review.

Jenkins, R. and Davies, R. (2011). Safeguarding people with learning disabilities. Learning Disability Practice, 14(1), pp.33-40.

Jones, S. (2013). Valuing People with a Learning DisabilityValuing People with a Learning Disability. Learning Disability Practice, 16(4), pp.13-13.

Keith, H. E., & Keith, K. D. (2013). Intellectual Disability: Ethics, Dehumanization, And a New Moral Community. Chichester, West Sussex, J. Wiley.

NHS urged to employ people with learning disabilities. (2015). Learning Disability Practice, 18(9), pp.6-6.

Kober, R. (2010). Enhancing The Quality Of Life Of People With Intellectual Disabilities: From Theory To Practice. Dordrecht, Springer. Http://Search.Ebscohost.Com/Login.Aspx?Direct=True&Scope=Site&Db=Nlebk&Db=Nlabk&An=371394.

Power, A. (2013). Active Citizenship And Disability: Implementing The Personalisation Of Support. New York, Cambridge Univ. Press.

Read, S. (2014). Supporting People With Intellectual Disabilities Experiencing Loss And Bereavement: Theory And Compassionate Practice. Http://Public.Eblib.Com/Choice/Publicfullrecord.Aspx?p=1770064.