CHAPTER 5 CONCLUSION, DISCUSSION AND RECOMMENDATION
5.2 Discussion
5.2.4 Research Findings in Theoretical Perspective
From the research the Workforce Diversity Management for Equality and Fairness: Case Study on Disability Management in Government Organizations, the researcher has crystalized the model of success in managing diversity of persons with disabilities in government organizations for the promotion of equity and fairness as follows:
Figure 5.1 The Model of Success in Managing Diversity of Persons with Disabilities in Government Organizations for the Promotion of Equity and Fairness
According to Figure 5.1, the model of success in managing the diversity of persons with disabilities in governmental organizations for the promotion of equity and fairness comprises of four main elements as follows:
The First Element: External Context which promotes the diversity management and disability employment to become tangible based on equity and fairness. They include the supportive drive from the economic systems and social value which respond to the demand of economic stability and social acceptance, the education system for persons with disabilities that can meet the demands from the labor market, domestic and foreign regulations and laws supporting disability employment within the organizations to become tangible, and the promotion of equity for persons with disabilities. They can also refer to the understanding and sponsorship from the associations for persons with disabilities which encourage disability employment in the organizations.
The Second Element: Internal factors of the organizations in managing the diversity of persons with disabilities for the promotion of equity and fairness which refer to the system of manpower planning of the organizations. The planning must be in line with the laws and the number of persons with disabilities in the labor market; it must include the recruitment process which searches for the recruitment sources that can access to the target group – the persons with disabilities. Meanwhile, the right selection process can pick the appropriate persons based on the equity and fairness, leading to the selection of talent persons with disabilities to work for the organizations. Also, the system of human capital and career developments should support all types of persons with disabilities, so that they can receive such developments as equal as general employees; they can advance to higher positions like other general employees in relation to the principle of equity and fairness.
The Third Element: Persons with disabilities must have knowledge and skills corresponding with the requirement of the positions they are working at, so that their operation will be most effective. Also, they need to continuously develop their knowledge and skills. Moreover, the attitudes and characteristics of persons with disabilities must be in line with the organizational responsibilities and culture. For an organization to have employees with desired knowledge, skills, attitudes, and
characteristics, it depends on the effective management of diversity of human resources in the organization.
The Final Element: This element has been crystalized by the researcher from making this research. It is related to the basic principle of diversity management for persons with disabilities in the governmental agencies; they include the principle of UR-DES, which the researcher has applied the royal speeches of His Majesty King Bhumibol Adulyadej The Great – “Understand, Reach out, and Develop” – to construct the following ideas:
First, Understand and Reach out – They mean that employees with disabilities should initially study and gain an understanding themselves upon the context and culture of the organization, which they need to work for. It is the preparation for them to become good members of the organization, and to operate effectively further.
Meanwhile, their colleagues and supervisors are required to understand their operation and living to stay with them. With mutual understanding between both parties, it will lead to mind-opening by persons with disabilities towards their colleagues and supervisors who can access to them, including their needs and limitation.
Second, Development – It means at the organizational level, there must be the development of the system in every corner of the organization to manage diversity, targeting the promotion of equity and fairness for employees with disabilities to the extent of individual level. Moreover, employees with disabilities, colleagues, and supervisors must realize and learn, in every type of diversity, which guideline and approach of development is suitable for which type of diversity. They also need to share the information on the development with some employees with disabilities who are unable to access the source of information of development activities and career development.
Third, Evaluation – It refers to the management of diversity in the organization for equity and fairness of employees with disabilities. There should be a monitoring and evaluation system of diversity management, such as recruitment, selection, and human capital development systems. The system is required to look into whether the management is effective and promotes equity and fairness in the organization; for example, in the human capital development system, it needs an
evaluation of training result which affects employees’ operation. Furthermore, it needs to estimate whether the process of development and training, which employees with disabilities attend, provides the equity and fairness to the employees in comparison with other general employees, and is appropriate to the conditions of the employees in terms of training venue, media during the training, and activities.
Fourth, Sustainable diversity management – It means the diversity management of human resources in the organization should aim at sustainability and fairness. In other word, the management should be proceeded with in a continual and sustainable way, not only in the initial stage during the popularity of diversity management. It must exist throughout the time which employees with disabilities or diversity work at the organization.
Besides, the model of success in managing diversity of persons with disabilities in the governmental organization for the promotion of equity and fairness indicates that the third and fourth elements – employees with disabilities, executives, supervisors, and colleagues – are the essential components contributing to the achievement of the diversity management. To make it successful, employees with disabilities must be ready to work and collaborate with others, whereas executives, supervisors, and colleagues must understand and open their minds to reach out to the employees for living together in the organizations. They can offer aids by mentoring them for development; also, they should together evaluate the system of diversity management, so that it can establish equity and fairness towards diversity management of persons with disabilities in the government agencies. When each individual, internal system, and external context can support each other, it can lead to the success and sustainability of diversity management system for persons with disabilities in the governmental sector and for promoting continual equity and fairness.