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disabled workers. Some of the changes can be
made is easy access to a building for wheelchair
user. Employers also have the authority to give
some of the disabled worker's task to other work-
ers. Furthermore, the working hours for disabled
workers also can be change to suit the disabled
workers condition. Lastly, they also should give the
disabled person time off if they have appointments
with doctors or any healthcare workers.
McLaughlin, Bell & Stringer (2004) stated
that some female employer can have more posi-
tive attitudes towards disabled person rather than
male employer. Additionally, they also reported
that female employer has less unfavourable judge-
ment towards disabled workers rather than male
employers.
Attitudes were also affected by myths. For
example, according to Accessible Ontario Cus-
tomer Service, some employer does not want to
hire people with disabilities due to the myths that
disabled workers will have high turnover rate and
they also take sick days more often than workers
without disabilities.
In other words, Magdalene, Ang, Ramayah &
Vun (2013) mentioned that the intention to hire
disabled workers will be higher if the employers'
attitude towards hiring disabled worker is more
favourable. Plus, it is believed that between men
and women, women have more favourable atti-
tudes in terms of hiring disabled people. Schur,
Kruse, Blasi & Blanck (2009) stated for those who
had previous contact with the disabled person,
they will have more positive acceptance and react
positively towards the disabled people.
ple. Any public services such as educational bodies,
hospitals, or even residential homes need to make
sure that they did not breach the human rights of
people with disabilities.
3 METHODOLOGY
This particular study reviewed literature from year
2000 until 2014. Journals such as Asia Pacific Dis-
ability Rehabilitation Journal, The British Institute
of Human Rights, Deloitte Access Economics,
North Dakota Center for Disability, The Journal
of International Social Research, International
Journal of Contemporary Hospitality Manage-
ment, Industrial Relations and also Equal Oppor-
tunities International Journals had been referred.
The information were exhausted using Ebcohost
and Science Direct search engines using keyword
such as 'disability', 'worker with disability', 'hos-
pitality employment', 'hospitality mismatch' and
'disability employment'. The Statistics on dis-
ability worker were taken from Malaysia Welfare
Department.
Unofficial personal interview with the Manager
of Bengkel Daya Klang, Mr. Mohmad Azib Bin
Hasan had also been taken to gauge some informa-
tion on the numbers of disabled employment inside
and outside of Welfare Department. Some general
information had also been downloaded from sev-
eral international and local agencies engaging in
disability people opportunities and activities.
4 CONCLUSIONS
2.2
Legislations
2.2.1
Anti-discrimination laws
Currently, there are no anti-discrimination laws
in Malaysia to protect people with disabilities.
Magdalene, Ang, Ramayah, and Vun (2013)
stated that a study carried out by British disabil-
ity employment website, Ready, Willing and Able
(RWA) which shows that most employers still did
not hire disabled workers even though the anti-dis-
crimination laws had been introduced in England
ten years ago. There is no evidence about positive
employment after the introduction of the disability
act. Khoo, Tiun and Lee (2013) stated that these
laws included all groups of people with disabilities
because they needed to be treat equally like other
humans.
In addition, according to The British Institute
of Human Rights (2012), there is also Human
Rights Act which important to disabled people.
It is not just about the law but in encourages the
way public services are delivered to disabled peo-
For the conclusions, researcher realizes that there
are many disabled people especially in Selangor
with 71,236 people (Malaysia Welfare Department,
2014) specifically as compared to other states in
Malaysia. Therefore future research is viable to
be done in Selangor to gauge the misconception
and probable discriminations in employment for
the disabled worker. Those misconceptions and
discriminations by others had become one of the
barrier why disabled people are not hired especially
in hospitality industry.
Having known the reasons for mismatch between
the disabled workers and potential employers could
help in better opportunities and working environ-
ment for the disabled workers in the future espe-
cially in the hospitality industry.
ACKNOWLEDGEMENTS
This paper is sponsored by grant from Ministry of
Education and Universiti Teknologi MARA.
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