1. Employment of the Disabled Workforce in the Hospitality Industry Assist. Prof. Sabah Balta Department of Tourism and Hotel Management Yasar University Assoc. Prof. Murat Bengisu Department of Industrial Design Izmir University of Economics

2.  To develop a collective expert view on key issues regarding employment of the disabled workforce in the hospitality industry Aim of the Study

3.  What are the basic principles in the employment of disabled people in the hospitality industry?  What are the security issues and risks involved?  How would service quality and customer satisfaction be affected? Questions Addressed in this Study

4.  How would efficiency be affected?  What are the possible effects on costs?  What are the possible effects on management?  What kind of precautions are needed? Questions Addressed in this Study

5.  What are the limitations in the employment of people with:  mobility/dexterity impairment  visual impairment  hearing impairment  speech impairment  mental impairment  chronic illnesses Questions Addressed in this Study

6.  A three-round Delphi study has been initiated Distribution of experts who answered the first set of open-ended questions Methodology

7. Some of the basic principles outlined by the respondents are:  Equal opportunity  No prejudice  Hiring should be based on merit, suitability, and capability  Job analysis to determine physical, cognitive, and other requirements Basic Principles for the Employment of Disabled People in Hospitality

8.  The ideal situation: disability should not be a barrier to any job  But if we imagine optimized conditions for today, the following limits seem to exist: Practical Limits in Employment

9.  Dexterity Impairment  Activities requiring carrying of objects  All Mobility/Dexterity Impairment  Lifting and carrying heavy loads  Duties necessitating heavy physical activities  Duties necessitating very rapid movement Practical Limits in Employment - Mobility/Dexterity Impairment

10.  Jobs where seeing is critical such as those requiring:  Cleaning/hygiene  Visual inspection  Transaction of cash  Understanding the body language (for example if same language is not spoken) Practical Limits in Employment - Visual Impairment

11.  Jobs where verbal communication is critical such as:  Customer relations  Receptionist  Telephone operator Practical Limits in Employment - Hearing and/or Speech Impairment

12.  Jobs where communication with customers or staff is critical such as:  Customer relations  Receptionist  Telephone operator  Jobs which are complex/not routine (jobs which are repetitive or involve some kind of matching may be suitable) Practical Limits in Employment - Mental Impairment

13.  Jobs which require heavy effort/heavy lifting  Jobs which may further aggravate the illness  Contagious diseases which pose risks for customers and staff can’t be tolerated Practical Limits in Employment - Chronic Illnesses

14. Thank you for listening Thank you for listening