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Experiences of Disabled Persons in Employment in the Caribbean Region

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Disability in the Workplace

Part of the book series: Palgrave Explorations in Workplace Stigma ((PAEWS))

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Abstract

This chapter consists of qualitative case reports based on the experiences of persons with differing disabilities across the Caribbean region. Each case study will outline the nature of the individual’s disability and their experiences in seeking, obtaining and retaining full employment. Interviewees committed 30–40 minutes to the interviews which were conducted via Zoom, at their convenience. All protocols regarding vulnerable groups and ethics approvals were received from the University of the West Indies prior to the start of this project. Every effort was made by the interviewers to disguise the identity of the interviewees when providing the interview summaries. To this end the names used herein are pseudonyms and their professions were changed to preserve their anonymity. The accounts from three interviewees are described here along with analysis of the relevant literature offering insights into employees with amputations, employees with non-work-related injuries and employees who have been diagnosed with a depressive disorder. In addition, following each interviewee’s report, is a review of the extant literature in relation to each of the disabilities discussed.

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Notes

  1. 1.

    The International Working Group on the Diabetic Foot (IWGDF; www.iwgdf.org) was founded in 1996 and consists of experts from almost all disciplines involved in the care of patients with diabetes and foot problems. The IWGDF aims to prevent, or at least reduce, the adverse effects of foot problems in diabetes, in part by developing and continuously updating international guidance documents for use by all health care providers involved in diabetic foot care (Source https://iwgdfguidelines.org/wp-content/uploads/2017/10/website_development.pdf.).

  2. 2.

    Antigua and Barbuda—Disabilities and Equal Opportunities Act, 2017 and Employment (Prevention) of Discrimination Bill, 2020. Barbados—Employment (Prevention) of Discrimination Bill, 2020. Guyana—Prevention of Discrimination Act, 1999 & Persons with Disabilities Act, 2010. Jamaica—The Disabilities Act, 2014. St. Lucia—Equality of Opportunity and Treatment in Employment and Occupation Act, 2000. Bahamas - Persons with Disabilities (Equal Opportunities) Act, 2014. Trinidad and Tobago - Equal Opportunities Act, 2001.

  3. 3.

    Prior to the incidence of environmental disturbance, Laughlin (1991) theorises that workplaces are in a state of inertia or equilibrium and proposes four types of change responses likely to occur after an environmental disturbance, which may be categorised as follows: (i) rebuttal, where despite the environmental change there is an attempt by the workplace to maintain the status quo; (ii) reorientation, where environmental change is accepted and incorporated into the way in which the workplace functions but is managed such that existing beliefs, values and norms remain unchanged; (iii) colonisation, which occurs where change is imposed on the workplace and consequently beliefs and norms change along with the workplace ethos; and finally the (iv) evolution response to environmental change is where change occurs as a consequence of the relevant stakeholders within the workplace agreeing to adopt and pursue a new direction.

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  1. University of the West Indies, St. Augustine, Trinidad and Tobago

    Jacqueline H. Stephenson

  2. University of Trinidad and Tobago, Point Lisas, Trinidad and Tobago

    Natalie Persadie

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Stephenson, J.H., Persadie, N. (2023). Experiences of Disabled Persons in Employment in the Caribbean Region. In: Disability in the Workplace. Palgrave Explorations in Workplace Stigma. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-031-19340-8_9

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