Ableism and Workplace Discrimination Among Youth and Young Adults with Disabilities: A Systematic Review

Lindsay, Sally; Fuentes, Kristina; Tomas, Vanessa; Hsu, Shaelynn

doi:10.1007/s10926-022-10049-4

Cited by 26 publications

(11 citation statements)

References 61 publications

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“…Certain factors such as self‐monitoring maintain self‐esteem, and coping or creating social change will affect PWDs’ disclosure decisions. YPWDs with more visible disabilities may experience fear regarding potential stigma because of their physical differences, while YPWDs with communication or hearing impairment worry about isolation of co‐workers (Lindsay et al., 2023). However, there are also common barriers identified for YPWDs (Li et al., 2016; Lindsay, 2011).…”

Section: Discussionmentioning

confidence: 99%

Effectiveness of a career intervention for improving career‐related outcomes in higher education students with disabilities

Ip,

Hui

2023

Journal of Employment Couns

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Young people with disabilities (YPWDs) in higher education require tailored career support in finding employment. Seventy‐five YPWDs in Hong Kong participated in a quantitative program effectiveness study using a three‐group comparison design (experimental, other intern, and control) to improve career‐related outcomes. Generalized estimating equations revealed that the experimental group showed significant improvements in career‐related outcomes such as career decision self‐efficacy and focused job search strategy while increasing disability‐related outcomes and work cynicism. This study reveals the impact of disability on work experience and its benefits for YPWDs. Important policy implications for future school–work transition programs for YPWDs are discussed.

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Section: Discussionmentioning

confidence: 99%

Effectiveness of a career intervention for improving career‐related outcomes in higher education students with disabilities

Ip,

Hui

2023

Journal of Employment Couns

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“…There is also the issue of the bad quality of jobs. For many examples of discriminations disabled people face in their jobs see [88]. According to "Statistics Canada" 35% of disabled university professors, instructors, teachers, and researchers were unfairly treated or discriminated against and 47% harassed [89] (cited in [54]).…”

Section: Being Occupied and Disabled Peoplementioning

confidence: 99%

“…Ample studies exist that highlight what occupational opportunities ought to look like [82] and the negative reality for disabled people [53] in conjunction with paid work [84][85][86][87]91], bad job climates such as being discriminated and harassed at the job [88][89][90] and the glass ceiling [92]. Then, there is the issue of occupations with certain abilities being made obsolete, a topic discussed for the general population but rarely in conjunction with disabled people [93].…”

Section: Occupational Concepts and Disabled Peoplementioning

confidence: 99%

Occupational Concepts: An Underutilized Resource to Further Disabled People and Others Being Occupied: A Scoping Review

Wolbring,

Gill

2023

Societies

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Background: Being occupied is an important factor in human well-being and ranges from paid and unpaid work to activities of daily living. Various occupational concepts that do not contain health in the phrase such as “occupational justice” are employed to engage with the social barriers people experience in being occupied. The aim of this study was to understand better to what extent the non-health occupational concepts are used in the academic literature to discuss the social barriers disabled people face in being occupied and whether these occupational concepts are used to enrich discussions in areas that impact the reality of occupation in general such as equity/equality, diversity and inclusion (EDI), science and technology governance, well-being and the impact of environmental issues. Methods: a scoping review of academic abstracts employing SCOPUS, the 70 databases of EBSCO-HOST and Web of Science was performed. Results: We found 24,104 abstracts for the 28 occupational concepts we used in general and 624 abstracts in conjunction with disability terms. Of these 28 occupational concepts, “occupational performance” was mentioned the most (in 9739 of the 24,104 and 397 of the 624 abstracts). The next concept “occupational engagement” was already present in one tenth or less. Occupational justice was present in 700 of the 24,104 and 14 of the 624 abstracts. Furthermore, within the 24,104 and 624 abstracts EDI, science and technology governance, environmental topics, and well-being measures were rarely or not mentioned. Most of the 624 abstracts originated from occupational therapy journals. Only 23 of the 624 abstracts originated from journals with “disability”, and none with “disability studies” in the title. Conclusion: Non-health occupational concepts are underutilized in discourses that focus on decreasing the social barriers to being occupied in general and in relation to disabled people, which is a missed opportunity and should be fixed.

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“…Studies found that women tend to feel less included in the workplace than men ( Mor Barak et al, 2001 ; Mor Barak and Levin, 2002 ; Findler et al, 2007 ; Blank et al, 2021 ), racialized groups are more likely to feel excluded than White individuals ( Mor Barak et al, 1998 ; Mor Barak and Levin, 2002 ; Blank et al, 2021 ), and Indigenous individuals are more likely to face individual, organizational, and systemic discrimination than non-Indigenous, non-visible minorities ( Cotter, 2022 ; Durand-Moreau et al, 2022 ). Finally, persons with a disability are more likely to experience exclusion than those without a disability ( Blank et al, 2021 ; Lindsay et al, 2022 , 2023 ).…”

Section: Introductionmentioning

confidence: 99%

Employment equity groups’ experience of inclusion and commitment to the CAF

Peach,

Laplante,

Boileau

2024

Front. Psychol.

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The Canadian Armed Forces (CAF) are subject to the Employment Equity Act, which requires federally regulated employers to identify and eliminate barriers to the employment of designated groups (women, Indigenous peoples, persons with disabilities (PwD), and racialized members), and establish short-term, numerical goals to address underrepresentation. Addressing employment barriers experienced by these equity seeking groups is one of the CAF’s key priorities. The objective of this study is to examine group differences in feelings of inclusion (i.e., relatedness, organizational inclusion, and microaggressions) and retention-related measures (i.e., job satisfaction, affective commitment, and intentions to leave), the contribution of feelings of inclusion to retention measures, and the effect of numerical representation and number of marginalized identities on these concepts. We analyzed data from the 2022 Your Say Matters survey, which was administered to a representative sample of CAF members, with oversampling of under-represented groups. Respondents included 4,483 Regular Force members (30.9% response rate). The groups under study included Indigenous members, persons with disabilities, racialized members, women not part of another group (non-Indigenous, non-racialized, women without disabilities), and everyone else (non-Indigenous, non-racialized, not women, without disabilities). Our hypotheses were supported overall, such that groups with less representation in the CAF scored lower on inclusion measures than groups with more representation. The number of marginalized identities held by military members predicted the inclusion measures, but did not predict retention-related measures. There were some group differences on retention-related measures, such that women not part of another group scored more favorably than other designated groups, and racialized members scored more favorably than PwD and Indigenous members. Inclusion measures predicted job satisfaction, affective commitment, and intentions to leave equally for all groups studied, suggesting that feeling included is important for all.

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Ableism and Workplace Discrimination Among Youth and Young Adults with Disabilities: A Systematic Review

Cited by 26 publications

References 61 publications

Effectiveness of a career intervention for improving career‐related outcomes in higher education students with disabilities

Effectiveness of a career intervention for improving career‐related outcomes in higher education students with disabilities

Occupational Concepts: An Underutilized Resource to Further Disabled People and Others Being Occupied: A Scoping Review

Employment equity groups’ experience of inclusion and commitment to the CAF

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