Disability, diversity, and corporate social responsibility: Learning from recognized leaders in inclusion

Abstract

BACKGROUND: Disability is seldom considered a diversity dimension in employer diversity and inclusion strategies. Relatedly, people with disabilities remain underrepresented in the workforce. This exclusion is notable given rising social and political expectations to enhance employment opportunities for people with disabilities. OBJECTIVE: The authors analyzed factors impacting the integration of disability into organizational practices aimed at recruiting a diverse workforce. The purpose of this synthesis was to develop a descriptive and theoretical mapping of strategies entities use to market their disability inclusion efforts. METHODS: The research team conducted a content analysis of 34 corporate social responsibility reports from organizations that are nationally recognized for their efforts toward disability inclusion. RESULTS: Four practices that organizations use to showcase disability inclusion were identified: diversity and inclusion statements, employee resource groups, supplier diversity initiatives, and targeted hiring and recruitment plans. Findings are framed within emerging disability and management theories, as they relate to employee recognition and advancing meaningful inclusion. CONCLUSIONS: Businesses have not yet prioritized disability within diversity and inclusion reporting and corporate social responsibility strategies. However, as businesses face increased demands for disability inclusion, there will need to be continued research on inclusive practices, organizational culture, and workplace policies.

Building, sustaining and growing: disability inclusion in business

“…Topics discussed during the interviews include barriers and facilitators to disability employment; policies, practices and/or programs that help facilitate disability inclusion and other organizational factors that successfully advance the hiring, retention and promotion of people with disabilities. The development of the interview guide and identification of topics were informed by interviews with subject matter experts and key thematic findings from previous research (Kallio et al , 2016; Gould et al , 2020). The preliminary guide was piloted through field testing with five participants and refined to obtain information that aligned with the research questions (Kallio et al , 2016).…”

“…Disability inclusion is commonly understood as a charitable enterprise, which invites stereotyped perceptions of people with disabilities as less than capable workers (Parker Harris et al , 2014). Because disability is associated with cost rather than benefits, diversity campaigns and CSR reports commonly describe disability in relation to philanthropy, rather than as an issue of diversity (Gould et al , 2020). Disability is thus commonly (mis)characterized as an inability to work, rather than an identity category.…”

“…The current issue and full text archive of this journal is available on Emerald Insight at: https://www.emerald.com/insight/2040-7149.htm responsibility (CSR) initiatives (Moore et al, 2017;Thanem, 2008) and to support the recruitment of qualified workers from this often overlooked pool (Lengnick-Hall et al, 2008). Relatedly, businesses are gradually incorporating disability into their diversity and inclusion plans (Gould et al, 2020). It remains to be seen how the integration will affect organizational practices.…”

Autism Employment Initiative in a Global Business Management Consultancy Firm: A Case Study

“…Despite legislation such as the Americans with Disabilities Act (ADA) and Section 503 of the Rehabilitation Act, longstanding employment disparities persist among people with disabilities (Miethlich & Oldenburg, 2019). People with disabilities are often left out of targeted diversity efforts and, as a result, overlooked in employer and human resource diversity statements, training, and practices (Byrd, 2009;Chan et al, 2010;Gould et al, 2019;Kendall & Karns, 2019;Procknow & Rocco, 2016;Ross-Gordon & Brooks, 2004;Theodorakopoulos & Budhwar, 2015). A report generated by the Return on Disability Group found that while 90% of surveyed companies prioritized diversity, only 4% included disability in their diversity initiatives (Casey, 2020;Donovan, 2020).…”

The Positive Effect of Workplace Accommodation on Creative Performance of Employees With and Without Disabilities

“…With an aging workforce and the equal opportunities workplace movement, an increasing number of people with disabilities (PWD) enter workplaces (Zhu et al, 2019). As an important diversity attribute in the workplace, the employer diversity management strategies regarding disability have been stagnant at the identity-conscious approach for a long time (Gould et al, 2020). The identity-conscious approach of diversity management toward PWD labels certain employees with disability identities and designs corresponding management programs, such as workplace accommodation, to take care of their needs.…”