Othering, ableism and disability: A discursive analysis of co-workers’ construction of colleagues with visible impairments

Mik‐Meyer, Nanna

doi:10.1177/0018726715618454

Cited by 97 publications

(98 citation statements)

References 89 publications

(149 reference statements)

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“…A conflict emerged between the need for certain modifications in order to facilitate successful employment, and the interns' wish that they should be treated just like everyone else. This is echoed by recent work on the risk of ableism in the work place due to 'othering' of those with disabilities (Mik-Meyer, 2016). A move towards an internship scheme, or workplace, that is open to alland adapts to allrather than specific schemes for those on the spectrum might help maintain this fine balance between equality and support.…”

Section: Discussionmentioning

confidence: 99%

‘Sometimes you just need someone to take a chance on you’: An internship programme for autistic graduates at Deutsche Bank, UK

Remington

Pellicano

2018

Journal of Management & Organization

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Autistic individuals often face significant challenges to obtaining and maintaining meaningful employment – more so than other disability groups. Work placements appear to be an important step to promote employment outcomes, yet there remains a lack of knowledge about the real-life experiences of those involved in such schemes. This study is the first to take a multi-informant, longitudinal approach to examine corporate work-placement schemes: specifically, an internship for autistic graduates at Deutsche Bank, UK. Semi-structured interviews were carried out with interns, their hiring managers and the colleagues who worked alongside them. Results demonstrated positive, meaningful experiences for the majority of those involved, however, some interns also reported anxiety, difficulties in judging communication and confusion regarding office rules. The current findings contribute to a better understanding of the experiences of skilled autistic individuals in work, and should inform the creation of subsequent programmes aimed to promote employment opportunities for autistic people.

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Section: Discussionmentioning

confidence: 99%

‘Sometimes you just need someone to take a chance on you’: An internship programme for autistic graduates at Deutsche Bank, UK

Remington

Pellicano

2018

Journal of Management & Organization

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“…Three qualitative studies investigated the interpersonal and organizational mechanisms leading to workplace discrimination against employees with disabilities. Two Danish studies by Mik‐Meyer (, ) illustrate how able‐bodied employees engage in “othering” of employees with disabilities and tend to cast their relationships with these employees in a parent–child dependency framework.…”

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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“…Job self‐efficacy is strengthened through positive performance feedback (Bandura, ). PWD are often regarded as incompetent (Fiske et al, ) and treated as a different group than people without disabilities (Mik‐Meyer, ; Williams & Mavin, ). They often face negative stereotyping and do not receive as much positive performance feedback or social persuasion as those without disabilities.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Thriving of employees with disabilities: The roles of job self‐efficacy, inclusion, and team‐learning climate

Zhu

Law

Sun

et al. 2018

Human Resource Management

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With the growing global emphasis on welfare‐to‐work policies, an increasing number of people with disabilities (PWD) have entered the workforce. However, studies on PWD have focused primarily on company practices to accommodate PWD, with a limited understanding of factors affecting psychological integration of PWD into the workplace. This scarcity in research makes it difficult for managers to utilize the full work potential of PWD. To fill this research gap, the current study focuses on the job self‐efficacy of PWD and investigates how employee disability interacts with inclusion and team‐learning climate to affect job self‐efficacy, and in turn thriving at work. Using a sample of 485 employees in 114 teams, surveys found job self‐efficacy was a key intervening mechanism linking employee disability to thriving at work. These results suggest high workplace inclusion can buffer potential negative effects of disability at the individual level, strengthened further by a high team‐learning climate. The data supported a three‐way cross‐level interaction effect of disability, inclusion, and team‐learning climate on the thriving of employees with disabilities, through job self‐efficacy. Our results demonstrate the importance of inclusion and team‐learning climate to foster employee thriving in a diverse workforce.

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Othering, ableism and disability: A discursive analysis of co-workers’ construction of colleagues with visible impairments

Cited by 97 publications

References 89 publications

‘Sometimes you just need someone to take a chance on you’: An internship programme for autistic graduates at Deutsche Bank, UK

‘Sometimes you just need someone to take a chance on you’: An internship programme for autistic graduates at Deutsche Bank, UK

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

Thriving of employees with disabilities: The roles of job self‐efficacy, inclusion, and team‐learning climate

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