Promotion of human rights by providing equal employment opportunities for the disadvantaged workers in ASEAN

The promotion and protection of human rights is a key political principle of ASEAN and the ASEAN member states have made efforts to safeguard human rights and freedom of all ASEAN citizens, including the disadvantaged workers. This paper examines the ASEAN countries’ commitment and labour policy to promote equal employment opportunities for women, the elderly and persons with disabilities. The findings of this study would provide better insights to the issues of human rights in the labour market among ASEAN countries. It can serve as a resource for researchers, practitioners and policymakers for policymaking in ensuring that disadvantaged workers are not excluded from being able to fully enjoy their right to work as their participation in the labour market could in turn be one of the solutions to reduce high unemployment rate suffered in some ASEAN countries.

PENGEMBANGAN JARINGAN PADA PROGRAM EQUAL EMPLOYMENT OPPORTUNITIES FOR DISABLED IN HOSPITALITY INDUSTRY DI SEKOLAH TINGGI PARIWISATA BANDUNG (STPB

Abstrak Penelitian ini bertujuan untuk menyempurnakan program intervensi awal yaitu Pengembangan Kegiatan Pelatihan dan Pemagangan Bagi Penyandang Disabilitas Pada Program Equal Employment Opportunities For Disabled People In Hospitality Industry di Sekolah Tinggi Pariwisata Bandung (STPB). Metode penelitian yang digunakan adalah metode penelitian kualitatif, jenis penelitian Participatory Action Research (PAR). Teknik pengumpulan data menggunakan observasi partisipatif, wawancara mendalam, Focus Group Discussion (FGD) dan studi dokumentasi. Pemeriksaan keabsahan data dilakukan melalui uji kredibilitas, uji konfirmabilitas, uji transferabilitas, dan uji dependabilitas. Penelitian ini didasarkan pada terjadinya beberapa permasalahan pada program. Hasil asesmen menunjukkan bahwa : 1) belum adanya kesepakatan bersama dalam koordinasi antara STPB dengan berbagai industri dalam kegiatan pemagangan peserta disabilitas, dan 2) belum adanya kesempatan industri untuk memberikan penilaian kebutuhan mereka terhadap penyandang disabilitas yang akan dimagangkan. Berdasarkan kondisi diatas, maka dirancanglah program yaitu pengembangan jaringan. Program tersebut dielaborasi dalam beberapa kegiatan antara lain : 1) Penyusunan perjanjian kerjasama tentang perlindungan bagi penyandang disabilitas yang menjadi sasaran program Equal Employment Opportunities For Disabled People In Hospitality Industry. 2) Pengembangan Jaringan antara STPB dengan HHRMA Bandung. 3) Supervisi pengembangan jaringan dalam kegiatan pelatihan dan pemagangan tahun 2016. Hasil evaluasi akhir dalam keberhasilan pelaksanaan program, dirasakan oleh STPB dengan meningkatnya jumlah industri yang ingin bekerjasama dengan STPB dalam memberikan job training atau magang kerja kepada penyandang disabilitas, dan terbatasnya waktu untuk melegitimasikan/mengesahkan lembar perjanjian kerjasama antara STPB dengan Dinas Tenaga Kerja dan Transmigrasi Provinsi Jawa Barat, menyadarkan STPB harus melakukan koordinasi lebih intensif lagi dengan instansi tersebut. Kata kunci : Jaringan, Program disabilitas STPB, Industri.

Diversity Management

Despite twenty-five years of debates and researches on how to devise efficient, effective and equitable ways to manage people's diversities in organizations, professionals and academics have produced neither a shared definition of diversity management nor a general accepted assessment on the outcomes that diversity management can deliver for organizations and persons. Very often the concept of diversity management remains unexpressed and unexplained leaving people unsure on its meaning. The aim of this chapter is to expand the understanding of diversity management by systematizing it on the basis of McGregor's new human relations framework. The proposed definition implies to bring equality of opportunities, equity and inclusion in the workplace and allows to revise three causes of criticism ascribed to diversity management, namely, the lack of theoretical foundation, the vagueness of the concept, the reduced anti-discrimination force compared to equal employment opportunities.

Diversity Management

Despite twenty-five years of debates and researches on how to devise efficient, effective and equitable ways to manage people's diversities in organizations, professionals and academics have produced neither a shared definition of diversity management nor a general accepted assessment on the outcomes that diversity management can deliver for organizations and persons. Very often the concept of diversity management remains unexpressed and unexplained leaving people unsure on its meaning. The aim of this chapter is to expand the understanding of diversity management by systematizing it on the basis of McGregor's new human relations framework. The proposed definition implies to bring equality of opportunities, equity and inclusion in the workplace and allows to revise three causes of criticism ascribed to diversity management, namely, the lack of theoretical foundation, the vagueness of the concept, the reduced anti-discrimination force compared to equal employment opportunities.

Dont Dis Our Abilities

No one questions the need to provide equal employment opportunities for people. Yet, often out of ignorance, employers and co-workers create a discouraging if not hostile environment for people with disabilities. Those who prepare students to enter positions in Human Resources are in positions to make a difference, The authors offer statistics, suggestions and encouragement for the creation of an even playing people for all people who wish to pursue employment opportunities and self sufficiency. We challenge those who teach to continue their leadership in creating attitudinal and behavioral changes.