Resisting Disability Epithets Assignment Example | Topics and Well Written Essays - 1000 words

Resisting Disability Epithets - Assignment Example The analysis of the case would be presented by providing a brief introduction to present the issues in the case; an analysis of the issues by evaluating the communication climate at the organization and by identifying Stacey’s alternative courses of action; and a concluding portion that stipulates recommendations and the justifications for these. Given the letter that Stacey wrote, from the alternative courses of action, it is proposed that Stacey should send the letter she composed through the official publication News and Notes, and specifically outline transforming the communication culture of the organization to reflect a more professional and respectful environment that adheres to ethical, moral, and legal standards. Introduction The organization, Hermit Life and Auto, could be deduced to offer insurance services (both life and automobiles) to various clients across the United States. Its communication culture manifests an abundance of expressing disability slur or disability epithet, defined as â€Å"an abusive or contemptuous word or phrase†¦commonly used as a simple synonym for term of abuse or slur† (The Free Dictionary, 2012, p. 1), with frequent references to words such as â€Å"spazzos† and â€Å"retards† (Mills, 2010, p. 257) within their communication patterns. The main party involved in Stacey, who is disturbed by the communication culture, particularly due to her being â€Å"the mother of a child with an intellectual disability† (Mills, 2010, p. 257). She felt that by being tolerant of other personnel’s constant disregard for respectful and irresponsible use of disability epithet, the communication culture would be construed as an unprofessional representati on of the high quality of services they are expected to offer to diverse clients â€Å"regardless of race, religion, political or cultural differences, sexual orientation, or mental and /or physical disability† (Mills, 2010, p. 257). In this regard, a letter was drafted and written by Stacey with the aim of presenting the issues to her colleagues to ultimately put a stop to the use of disability epithet within the communication culture in the organization. Analysis of the Issues The case facts revealed that although the disability epithets were not particular directed to Stacey or were reportedly said in â€Å"a joking manner, the statements are direct and derogatory, references to people with disabilities† (Mills, 2010, p. 257) and therefore potentially cause grounds that could violate the Americans with Disabilities Act of 1990 (ADA). According to the Affirm Able Action Associates (2012), the â€Å"ADA makes it illegal to discriminate against anyone who has a mental or physical disability in the area of employment, public services, transportation, public accomodations and telecommunications. Not complying with the ADA may result in time-consuming complaints and possible penalties issued by the government† (par. 1). If the Hermit Life and Auto’s personnel would not be made aware of their unconcious and irresponsible language and use of disability epithet, these people could unknowingly extend the same language to various stakeholders and jeopardize the professional image that the organization is expected to manifest. Likewise, as revealed in â€Å"Things Employers Wish They Never Had Said†, there are disability discrimination never-says language and instances that were enumerated to endanger the employer and could potentially invite legal suits: â€Å" disability-related jokes; making fun of various disabilities; disability-related slurs; frequently calling attention to someone's limitations; and "Now he'll probably go and file a workers' comp claim!"† (Texas Workforce Commission, 2011, par. 8). As evident, Hermit Life and