Don’t ask, don’t tell: Two views on human resource practices for people with disabilities

Abstract

In the present paper we explore how employees with physical disabilities and their human resource managers perceive practices aimed at entry, integration, and development of disabled employees. The results indicate that both sets of respondents want to treat people with disabilities as 'regular' employees and take attention away from disability. The results also indicate that employees would like to get additional help, but are afraid to ask. Employers do not offer additional support unless asked, not wanting to highlight the disability given fears of stigmatisation. Given this reluctance from both employees and employers, it is possible that people with disabilities remain an underutilised resource.

Supporting workers with disabilities: a scoping review of the role of human resource management in contemporary organisations

“…Third, there is substantial evidence of widespread discrimination among managers and poor use of HRM by organisations. There is a disconnection between HRM policies and practices and support for employees with disabilities (Kulkarni and Valk 2010). Discrimination in the workplace impacts on employees with a disability through negative employer perceptions, less opportunities for promotion (Schur, Kruse, and Blanck 2005), stricter standards of performance (Graffam et al 2002), forced supervision and failure to appoint due to the disability (Shier, Graham, and Jones 2009).…”

“…For example, HR professionals and managers frequently struggle to accommodate and manage the needs of workers with physical disabilities (Kaye, Jans and Jones 2011) and appropriate management support is not always forthcoming (Barlow, Wright, and Wright 2003). The literature identifies a disconnection between HR policies and their implementation in practice (Kulkarni and Valk 2010) and fear of prohibitive costs in making workplace adjustment for workers with disabilities (Lewis, Dobbs, and Biddle 2013;Yang and Konrad 2011). Moreover, evidence suggests that managers and employers more generally have limited understanding or training regarding how to 2002).…”

“…The identified literature indicates that HR professionals and managers often perceive challenges in adjusting workplaces for workers with physical disabilities (Barlow, Wright, and Kulkarni and Valk 2010). Underpinning organisational policies and approaches to employing workers with physical disabilities do not provide adequate disability strategies.…”

Personal and Organizational Determinants of Job Satisfaction for Workers With Disabilities

“…In conclusion, the findings of this study have several implications for rehabilitation counselors. Whether assisting with job search or job retention, counselors must pay careful attention to organizational policies and practices of employers, as they set the standards for employee performance, job task assignment, pay increase and incentives, and training and mentoring opportunities (Kulkarni & Valk, 2010; Stone & Colella, 1996). Subsequently, employees’ self-perception or satisfaction with their own performance depends on the benchmarks set by the organization.…”

Contextual Factors and Help Seeking Behaviors of People With Disabilities

“…Below I explicate the framework in terms of work unit norms and coworker perceptions—factors that prior research has indicated as being most important in terms of treatment and social integration of PWD in the workplace (Baldridge & Veiga, 2001; Colella, 2001; Colella, Paetzold, Belliveau, & Hollenbeck, 2004; Kulkarni & Lengnick-Hall, 2011; Kulkarni & Valk, 2010; Miller & Werner, 2007; Stone & Colella, 1996). I propose that both work unit norms and coworker perceptions influence help seeking expectancies and behaviors of PWD in the workplace.…”