Labour inclusion of people with disabilities in Spain: the effect of policies and human resource management systems

Abstract

This research answered the question of which elements, linked to HR management, facilitate the labour inclusion of people with disabilities. We analysed the existence of policies in different organizations, and the interaction between these policies and the adaptation of the human resource management systems in order to archive effective labour inclusion. Spanish Human Resource managers answered a questionnaire theoretically based on the Human System Audit (HSA) model. Results showed that the existence of a strategic plan for the normalization of disability in the work environment effectively leads to high levels of inclusion. This is especially relevant for those organizations that have not adapted the systems of training, professional development and internal communication to people with disabilities. The added value and newness of this research lies in bringing empirical evidence on the role of a strategic plan to normalize disability in the work environment, a policy with an internal-and external-focus, as a diversity strategy roadmap in the framework of an inclusive culture.

Engaging employees with disabilities in Vietnamese business context

“…Scholars underscore the role of HR practices in providing equal support and development opportunities for employees (Shore and Shore, 1995;Gavino et al, 2012). HR practices should, therefore, address the diversity of employees including disability and normalize disability in the work environment (Pérez-Conesa et al, 2017). HR practices should be designed to attract not only non-disabled employees but also employees with disabilities to the organization, as well as elevate employees with disabilities beyond their complex to become valuable members for the organization.…”

“…The research findings suggest some practices that managers should pursue to influence employees with disabilities to identify with the organization, which may in turn leverage their work engagement. The organization should have a strategic plan for the normalization of disability in the work environment (Pérez-Conesa et al, 2017) and translate it into disability inclusive HR practices that incorporate guidelines on non-discrimination, protection and support toward employees with disabilities. As a strategic partner (Ulrich et al, 2012), the HR manager of the organization should collaborate with other managers to design disability inclusive HR practices.…”

Organisational Policies and Practices for the Inclusion of Vulnerable Workers: A Scoping Review of the Employer’s Perspective

“…The 38 articles that were included in the review applied different methodologies: 18 articles described quantitative studies [55][56][57][58][59][60][61][62][63][64][65][66][67][68][69][70][71][72], 16 articles described qualitative studies [73][74][75][76][77][78][79][80][81][82][83][84][85][86][87][88] and four studies applied mixed methods [89][90][91][92]. An overview of the articles, structured by methodology and listed from highest quality to lowest quality, can be found in Tables 1, 2 and 3.…”

Human Resource Management in Islamic Junior High School of Insan Qurani

“…Human resource planning related to labour demand and supply and arising problems from this reconciliation process factor. Each system is based on demand and supply analysis, and plans and decisions that are followed by depth analysis (Korir, 2018;Pérez-Conesa, Romeo, & Yepes-Baldó, 2017;Baum, 2016;Hughes, 2016).…”