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INTRODUCTION Walgreens is the first company ever to introduce a diversity and inclusion application within their business, which provides them a first mover advantage on the industry. With this technique, the business managed to gather a variety of abilities and knowledge which opponents did not have in their distribution facilities, well boosting their productivity and efficiency. This newspaper, will go over the benefits and disadvantages that includes hiring individuals with disabilities. And how, these disadvantages are not as problematic as perceived, in addition to how some risk associated with these drawbacks can be mitigated. In addition, this diversity and inclusion program should be contained in Proctor & Gamble, because their function and core proficiency are perfectly align with the objectives of the program. ADVANTAGE Oftentimes, people are reluctant and hesitant in recruiting disabled individuals for these reasons: 1. Disabled employees have higher absentee rates than people without disabilities 2. Person with disabilities are not dependable 3. Disabled workers will require assistances in completely the job/ task 4. Company will incur additional expenses to accommodate handicapped employees 5. Accident rates will increase due to hiring handicapped workers . Individual with disabilities are less productive at work Nevertheless, these understanding regarding to hiring workers with disabilities are myths. The inclusion program introduced with Walgreens revealed that hiring workers with disabilities doesn't connect in any way to the perception/belief that people have about to handicapped workers. A research conducted in Walgreens' distribution facilities from the American Society of Safety Engineers showed not only was the turnover...