Measuring the impact of an organizational inclusion programme on absence among employees with disabilities: A quasi‐experimental design

Abstract

This article presents research on an organizational inclusion programme aiming to reduce absenteeism due to illness and injury among employees with disabilities. Qualitative fieldwork on the programme's characteristics was followed by a quasi‐experimental design with two control groups (non‐equivalent and no‐treatment) using abbreviated time series (2005–12). The data of employees with disabilities who participated in the programme were compared with those of non‐participants and of employees without disabilities, through a hierarchical non‐nested negative binomial regression with a lagged outcome variable. The authors find strong evidence of a reduction in absence due to illness among participant employees with disabilities, and somewhat weaker evidence of reduced absence due to injury.

Labour market inequalities across disability statuses, sex and age

“…Disability confidence refers to cultural changes aimed at eliminating barriers, overcoming social reluctance and building a capacity for the inclusion of people with disabilities in the workforce from the point of view of both employers and employees (Deuchert & Kauer, 2017;Lindsay et al, 2019). Another important and complex problem is the relationship between health and employment, and disability with absenteeism (Folguera-I-Bellmunt et al, 2018;García-Serrano & Malo, 2014). The growing number of working age people who receive disability benefits leads governments to impose stricter eligibility requirements and the obligation of participating in back-to-work schemes.…”

Gestão Pública Contemporânea: Desafios e Práticas Inovadoras

“…Trazem como ponto comum os aspectos facilitadores referentes à criação de processos estruturados em etapas, os quais estabelecem padrões de diagnóstico, acompanhamento, desenvolvimento e suporte para as pessoas com deficiência. Quanto aos aspectos dificultadores, cita-se o emprego de abordagens punitivas, o assistencialismo, a difusão de estratégias de inclusão no trabalho e a falta de conhecimento por parte dos gestores sobre as necessidades das pessoas com deficiência (Lunsford;Dolison, 2019;Folguera-I-Bellmunt, Fernández-I-Marín;Batista-Foguet, 2018;Redig;Glat, 2017;Riaño-Galán et al, 2016;Solano, Perez e Pinto, 2017).…”