Employers’ Perspectives about Employing People with Disabilities

Houtenville, Andrew J.; Kalargyrou, Valentini

doi:10.1177/1938965514551633

Cited by 78 publications

(50 citation statements)

References 23 publications

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“…These studies found larger, public‐sector, unionized, and service organizations were associated with increased employment of persons with disabilities. These types of organizations were also associated with positive responses toward persons with disabilities, such as changing work systems, providing accommodations, and providing special training (Bruyère et al, ; Dong, Oire, MacDonald‐Wilson, & Fabian, ; Goss et al, ; Harcourt et al, ; Hernandez et al, ; Houtenville & Kalargyrou, ; Lee, ; Morgan & Alexander, ; Richards & Sang, ; Woodhams & Corby, ). Goss et al () suggested that the organizational size is a proxy for having specialized HR managers who can learn about best practices in disability management through professional associations, which can encourage them to develop better practices for disability employment.…”

Section: Review Of Empirically Investigated Relationshipsmentioning

confidence: 99%

On the treatment of persons with disabilities in organizations: A review and research agenda

Beatty

Baldridge

Boehm

et al. 2018

Human Resource Management

126

130

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Human resource practitioners play a crucial role in promoting equitable treatment of persons with disabilities, and practitioner's decisions should be guided by solid evidence‐based research. We offer a systematic review of the empirical research on the treatment of persons with disabilities in organizations, using Stone and Colella's seminal theoretical model of the factors influencing the treatment of persons with disabilities in work organizations, to ask: What does the available research reveal about workplace treatment of persons with disabilities, and what remains understudied? Our review of 88 empirical studies from management, rehabilitation, psychology, and sociology research highlights seven gaps and limitations in extant research: (a) implicit definitions of workplace treatment; (b) neglect of national context variation; (c) missing differentiation between disability populations; (d) overreliance on available data sets; (e) predominance of single‐source, cross‐sectional data; (f) neglect of individual differences and identities in the presence of disability; and (g) lack of specificity on underlying stigma processes. To support the development of more inclusive workplaces, we recommend increased research collaborations between human resource researchers and practitioners on the study of specific disabilities and contexts, and efforts to define and expand notions of treatment to capture more nuanced outcomes.

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Section: Review Of Empirically Investigated Relationshipsmentioning

confidence: 99%

On the treatment of persons with disabilities in organizations: A review and research agenda

Beatty

Baldridge

Boehm

et al. 2018

Human Resource Management

126

130

View full text Add to dashboard Cite

show abstract

“…Employers' pervasive negative views about the work productivity of people with disabilities are mentioned in several studies, along with employers' lack of knowledge concerning disabilities and accommodation strategies [5][6][7].…”

Section: Introductionmentioning

confidence: 99%

Employers’ views on disability, employability, and labor market inclusion: a phenomenographic study

Strindlund

Abrandt-Dahlgren

Ståhl

2018

Disability and Rehabilitation

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Purpose: This study aims to increase our understanding of employers' views on the employability of people with disabilities. Despite employers' significant role in labor market inclusion for people with disabilities, research is scarce on how employers view employability for this group. Methods: This was a qualitative empirical study with a phenomenographic approach using semi-structured interviews with 27 Swedish employers from a variety of settings and with varied experience of working with people with disabilities. Results: The characteristics of employers' views on the employability of people with disabilities can be described as multifaceted. Different understandings of the interplay between underlying individual-, workplace-, and authority-related aspects form three qualitatively different views of employability, namely as constrained by disability, independent of disability, and conditional. These views are also characterized on a meta-level through their association with the cross-cutting themes: trust, contribution, and support. Conclusions: The study presents a framework for understanding employers' different views of employability for people with disabilities as a complex internal relationship between conceived individual-, workplace-, and authority-related aspects. Knowledge of the variation in conceptions of employability for people with disability may facilitate for rehabilitation professionals to tailor their support for building trustful partnerships with employers, which may enhance the inclusion of people with disabilities on the labor market. ä IMPLICATIONS FOR REHABILITATIONEmployers' views on employing people with disabilities vary with respect to individual-, workplace-, and authority-related aspects in relation to trust, contribution and support. Knowledge of the employers' views on the employability of people with disabilities can support professionals in authorities and in vocational rehabilitation. The findings illustrate the importance of analyzing what type of support employers need as a starting point for building trustful partnerships between authority actors and employers. The findings offer a vocabulary that can be used by professionals in authorities and in vocational rehabilitation in tailoring employer-oriented support to increase labor market inclusion of people with disabilities.ARTICLE HISTORY

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“…PWD are very loyal and committed employees and change jobs less often, reducing staff turnover. In addition, PWD are an integral part of a diverse workforce (Houtenville and Kalargyrou, 2015). Psychological work safety seems to be increased by the competitive employment of PWD, which can lead to higher motivation of all employees, less personnel fluctuation, higher overall profitability, and results in a competitive advantage (Kalargyrou, 2014).…”

Section: Resources and Skills Through The Employment Of Pwdmentioning

confidence: 99%

Employment of Persons with Disabilities as Competitive Advantage: An Analysis of the Competitive Implications

Miethlich¹,

Oldenburg²

2019

Sciemcee

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People with disabilities (PWD) represent a largely untapped market and customer segment worldwide, as well as an enormous untapped workforce potential. Although there are indications in the literature that the employment of PWD can bring many advantages for companies, the effects on companies and the resulting competitive advantages have rarely been empirically investigated. This article aims to analyze the competitive implications of the employment of PWD, as part of the corporate social responsibility (CSR) strategy. The research is based on a literature review. The selected literature was evaluated regarding the competitive advantage using the value-rarityimitability- organisation (VRIO) framework. The results show that the employment of PWD is valuable, rare, and costly to imitate. If a company succeeds in using this resource effectively, this leads to a sustainable competitive advantage. An established corporate culture is a mandatory prerequisite to integrate PWD successfully. This prerequisite represents an imitation barrier. The promotion of the employment of PWD gives access to a new pool of applicants and can contribute to mitigating or preventing a future shortage of skilled workers. The employment of PWD does not wear off as a human resource. The concept can be transferred to different technologies, products, and markets. The sensitivity gained about people with disabilities can open new markets and customer segments. Therefore, PWD's employment as part of the value creation strategy can make a long-term contribution to the company's success and represent a sustainable competitive advantage.

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Employers’ Perspectives about Employing People with Disabilities

Cited by 78 publications

References 23 publications

On the treatment of persons with disabilities in organizations: A review and research agenda

On the treatment of persons with disabilities in organizations: A review and research agenda

Employers’ views on disability, employability, and labor market inclusion: a phenomenographic study

Employment of Persons with Disabilities as Competitive Advantage: An Analysis of the Competitive Implications

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