DOI: 10.14457/nida.the.2020.12
title: Workforce diversity management for equity and fairness, case study on the disability workers management in government organizations

description: The objectives of this research were to 1) to study the guidelines and limitation of the four ministries in implementing the disability employment policy according to Section 33 of the Empowerment of Persons with Disabilities Act, B.E. 2550 (2007), and the Additional Amendment (Second Edition), B.E.2556 (2013)
description: 2) to study and synthesize diversity management through the dimension of the process of human resource planning, recruitment, selection, human capital development, and career development for persons with disability of the four ministries (specifically the organizations employ the persons with disabilities according to Section 33 of the Empowerment of Persons with Disabilities Act, B.E. 2550 (2007), and the Additional Amendment (Second Edition), B.E.2556 (2013)
description: 3) to study and synthesize diversity management in terms of working form and atmosphere between general employees and employees with disabilities in the four ministries and 4) to provide theoretical finding, policy and practical suggestions related to employment of persons with disabilities and diversity management of disability in government organizations (only the ones which employ the persons with disabilities according to Section 33). This research used the qualitative research model. The samples consisted of 75 persons who were policy makers, policy implementers, supervisors, colleagues, and employees with disabilities in 4 ministries. The samples were selected by using the stratified sampling method, the purposive sampling method, and the snowball or chain sampling method. Data were analyzed from document analysis, observation including non-participant observation, in-depth interviews and focus groups. The research results were found as follows:Successfully implementing the disability employment policy had several important factors as follows: 1) There were main agencies responsible for the employment policy of persons with disabilities, namely the Division of Fund and Equality Promotion for Persons with Disabilities, Department of Empowerment of Persons with Disabilities
description: 2) the communication creating mutual understanding within government agencies on disability employment policies
description: 3) the focus on policy implementation by top executives
description: 4) the organizational structure and the chain of command must be united and 5) understanding persons with disabilities.Diversity management through the dimension of the process of human resource planning, recruitment, selection, human capital development, and career development for persons with disability of the four ministries (specifically the organizations which employ persons with disabilities according to Section 33 of the Empowerment of Persons with Disabilities Act, B.E. 2550 (2007), and the Additional Amendment (Second Edition), B.E.2556 (2013)). For the issue of equity and fairness, there are several important issues as follows:1) Human resource planning in employing persons with disabilities. The Ministerial Regulation of Prescribing the Number of Persons with Disabilities Employed by Employees or Entrepreneurs and Government Agencies, B.E.2554 had prescribed the proportion of disability employment in government agencies to strictly calculate the workforce of persons with disabilities in their own agencies. However, the research found that in allocating manpower to employ persons with disabilities, based on the Ministerial Regulation and Section 33, some agencies had encountered the problem of no positions available to employ them.2) The recruitment process of persons with disabilities. In general, this process is complied with the laws and the guideline stated by the Office of the Civil Service Commission (OCSC) in the circular letter no. 1004/21, issued on 3rd November 2017. Recruitment sources to look for persons with disabilities were the agency responsible for the employment of persons with disabilities, the government agencies which offer scholarships to persons with disabilities, vacancy announcement by people who work for the agencies which were opening positions, the sharing of vacancy announcement by the people who were close to persons with disabilities and the associations or agencies related to persons with disabilities. The most effective source of recruitment in the present day was via social or other technological media which persons with disabilities were able to access more. There were 4 factors contributing to the effective and successful recruitment
description: cooperation and assistance between external agencies which were affiliated with the same ministry, the reputation of organizations, some departments open positions welcoming applicants from various fields of study and educational qualifications and physical readiness of agencies which aim to recruit persons with disabilities.3) The selection processes. The examination to measure the qualification of persons with disabilities is varied as much as the one to measure general people
description: there are written exams, interviews, and practical exams. Another essential operation is the preparation of facilities for examinees with different disabilities to promote equity and fairness. 4) The human capital development processes. These processes were managed by government agencies for employees with disabilities for equality and fairness. They included (1) the main priority of the human capital development was to prepare persons with disabilities to enter the organization and providing living skills with others in the organization, (2) employees with disabilities had the opportunity to develop, train and grow in a career path equally and fairly, and (3) the most common method of human capital development for employees with disabilities was teaching while working or on-the-job training. Limitations resulting in inequality and unfairness to the human capital development of employees with disabilities were (1) disability was raised as a limitation on the development of employees with disabilities, (2) the types of positions of employees with disabilities affected their opportunities to receive training and career path development, and 3) some types of employees with disabilities were not able to enter the career path process because of some complications and a lot of information involved.Diversity management in terms of working collaboration between general employees and employees with disabilities in the four ministries had key issue in which the sample group agreed in the collaboration between employees with disabilities and general employees was the attitudes and understanding of disabilities of their supervisors and their colleagues, essentially leading to a happier and more efficient coexistence and collaboration.