Leveraging Age and Disability practices to combat Internal Frauds

Abstract

This research aims to find out if representation of diverse age group people and disabled people help in preventing frauds in the organization. Several studies reveal that individuals with disabilities often demonstrate higher efficiency in the workplace compared to those without disabilities. Further, the attrition rate among employees with disabilities tends to be lower. It is also seen that these people make sincere efforts, and they are more committed, hardworking and loyal to the organizations they work for. Having combinations of different age groups and equally respecting them also gives an additional advantage to the company. This study explores the impact of workplace diversity, specifically focusing on disability and age diversity, on workplace outcomes such as whistleblowing and the identification of red flags. Descriptive statistics reveal generally positive perceptions across dimensions like fairness, support, and opportunities, with favourable views on diversity and inclusion approach. Pearson correlations show strong, significant relationships between aspects of disability diversity and whistleblowing, particularly in supportive environments. Further analysis reveals that age diversity significantly influences whistleblowing, with aspects like culture, respect, and overall commitment playing crucial roles. These findings highlight the importance of nurturing an inclusive and diverse workplace to enhance transparency, accountability, and overall positive organizational outcomes.