Application of intergroup contact theory to the integrated workplace: Setting the stage for inclusion

Abstract

Social inclusion in community work settings remains an elusive outcome for many employees with intellectual disabilities. This study explored how the structure of work relationships with colleagues facilitates or inhibits social integration. Data were collected on 22 employees with disabilities through semi-structured interviews with six employment specialists and participant observations of six employees at their community worksites. Data were interpreted using intergroup contact theory, a longstanding theory within the intergroup relations literature that addresses the role of contact in reducing prejudice toward members of negatively stereotyped groups. As predicted by intergroup contact theory, interviews and observations revealed that coworkers were generally more accepting of an employee with a disability if (a) they had the opportunity to get to know the employee as an individual rather than as a stereotype or label, (b) they worked with the employee as an equal peer to accomplish common work goals, and (c) the employer or worksite supervisor unequivocally supported the equality and workplace inclusion of the employee with a disability. Findings suggest intervention strategies to promote inclusion in the integrated workplace.

An Investigation of Attitude Change in Inclusive College Classes Including Young Adults With an Intellectual Disability

“…Positive changes that follow intergroup contact have been observed with race relations (e.g., Emerson, Kimbro, & Yancey, ; Spanierman, Neville, Liao, Hammer, & Wang, ; Van Bavel & Cunningham, ), and pertinent to our work, with acceptance of individuals with intellectual disabilities (e.g., Burns, Storey, & Certo, ; Carter, Hughes, Copeland, & Breen, ; Findler & Vardi, ; Floyd, Purcell, Richardson, & Kupersmidt, ; Griffin, Summer, McMillan, Day, & Hodapp, ; Haring, Breen, Pitts‐Conway, Lee, & Gaylord‐Ross, ; Hughes et al., ; Kishi & Meyer, ; Krajewski & Flaherty, ; Novak, Feyes, & Christensen, ). Growing evidence suggests that acceptance of individuals with disabilities is facilitated when schools, social activities, and sports teams are “inclusive,” that is, when individuals with and without disabilities participate together as equals.…”

“…Additionally, 80% of college students who participated in Best Buddies (a program that fosters inclusive, reciprocal friendships) developed a more positive attitude about people with an intellectual disability and a better understanding of the challenges they face (Hardman & Clark, ). Across other studies, there is evidence that inclusive experiences can debunk myths and stereotypes (Bedini, ; Devine & Lashua, ; Devine & Wilhite, ; Novak et al., ) and foster friendships and social interactions (Bedini, ; Edwards & Smith, ; Kalyvas & Reid, ).…”

Barriers to Employment Participation of Individuals With Disabilities: Addressing the Impact of Employer (Mis)Perception and Policy

“…As a result, it is possible that employers have already met, hired, and promoted people with disabilities without knowing it. Some studies suggest the use of disability awareness and sensitivity programs to educate all employees on how to reduce negative attitudes toward employees with disabilities (Martinez, 2013; Novak, Feyes, & Christensen, 2011). Collapsing the range of characteristics, capabilities and limitations of people with disabilities into a single category may perpetuate stereotypes and hinder the increased hiring and advancement of people with disabilities.…”

Contact theory in the workplace: The case of Jewish–Arab contact in Israel

“…Although contact theory has been applied to many situations, its connection to work contact has not been adequately explored. Existing research on workplace contact indicates a positive connection with reducing prejudice and stereotypes—given the right conditions (Donnelly & Hugas, ; Green, ; Lavie, ; Novak, Feyes, & Christensen, ). For example, Lavie () found that contact during work was associated with reduced antagonism but only when the status of workers from both groups are equal.…”