Pay discrimination against persons with disabilities: Canadian evidence from PALS

Gunderson, Morley; Lee, Byron Y.

doi:10.1080/09585192.2015.1072106

Cited by 39 publications

(38 citation statements)

References 45 publications

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“…These are the highest correlations among all variables, and they are in the expected direction. The correlation between disability status and income is small yet negative; this is consistent with previous research which shows that disabled employees earn less income than nondisabled employees (Gunderson & Lee, ; Hallock et al, 2014; Longhi et al, 2012). Disability status is also positively related to age and tenure as well as negatively related to education.…”

Section: Resultssupporting

confidence: 89%

“…Despite this potential, research shows that disabled employees earn less than equally qualified, nondisabled employees (Gunderson & Lee, ; Hallock, Jin, & Barrington, ; Longhi, Nicoletti, & Platt, ). The starting point of this research, therefore, is an examination of disabled versus nondisabled employees' pay satisfaction, that is, the “amount of overall positive or negative affect (or feelings) that individuals have toward their pay” (Miceli & Lane, , p. 246).…”

Section: Introductionmentioning

confidence: 99%

“…Equity theory holds that when employees' inputs (i.e., education, skills, performance) do not match their outcomes (i.e., income) in relation to comparable others, individuals develop a sense of unfairness and become dissatisfied (Adams, ). Research shows that disabled employees earn less income relative to their nondisabled counterparts, even after controlling for variables such as quality of the job, tenure, and actual performance (Gunderson & Lee, ; Hallock et al, 2014; Longhi et al, 2012). Moreover, the gap in income between disabled and nondisabled employees does not narrow over time (Woodhams, Lupton, Perkins, & Cowling, ).…”

Section: Introductionmentioning

confidence: 99%

“…Moreover, the gap in income between disabled and nondisabled employees does not narrow over time (Woodhams, Lupton, Perkins, & Cowling, ). Disabled employees may have lower pay because employers hold persistent stereotypes of disabled people, promoting negative expectations of their abilities and attributes, which in turn influences performance reviews (e.g., Gunderson & Lee, ; Lengnick‐Hall et al, 2008; Ren, Paetzold, & Colella, ). When they have similar inputs (i.e., tenure, performance) but different outcomes (i.e., income) from nondisabled employees, disabled employees are likely to be dissatisfied.…”

Section: Introductionmentioning

confidence: 99%

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Disability status, individual variable pay, and pay satisfaction: Does relational and institutional trust make a difference?

Shantz

Wang

Malik

2017

Human Resource Management

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Although prior research suggests that disabled employees have different needs in the context of some HRM practices, we know little about their reactions to reward systems. We address this gap in the literature by testing a model using the 2011 British Workplace Employee Relations Survey (disabled employees, n = 1,251; nondisabled employees, n = 9,959; workplaces, n = 1,806) and find that disabled employees report lower levels of pay satisfaction than nondisabled employees, and when compensated based on individual performance, the difference in pay satisfaction is larger. We suggest that relational (derived from trust in management) and institutional (derived from firm‐wide policies and HRM practices, both intended to provide equitable treatment to disabled employees) forms of trust play important roles. The results of multilevel analyses show that when trust in management is high, the difference in pay satisfaction under variable pay is reduced. We find just the opposite for employees who work in organizations with a formal disability policy but without supportive HRM practices; the gap in pay satisfaction is exacerbated. However, the combination of the presence of a firm‐wide policy and HRM practices reduced the difference in pay satisfaction. Implications of the findings for theory, future research, and management practice are discussed.

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Section: Resultssupporting

confidence: 89%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Disability status, individual variable pay, and pay satisfaction: Does relational and institutional trust make a difference?

Shantz

Wang

Malik

2017

Human Resource Management

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“…Dwertmann [22] points out the problem of heterogeneity of the disability construct as one of the challenges that disability researches face, which is accentuated by the scarcity of available data. Authors such as Gunderson and Lee [78] propose focusing only on the lowest degree of disability to mitigate this limitation, but we do not agree with their arguments, understanding that it is based on a paternalistic and stereotyped vision from which we are trying to escape. We think it is more appropriate and valuable to propose, as future lines of research, to repeat the analysis carried out by segmenting the database by sector and, above all, by type of work (employed or self-employed).…”

Section: Limitations and Implications For Future Researchmentioning

confidence: 76%

Labour Inclusion of People with Disabilities: What Role Do the Social and Solidarity Economy Entities Play?

Calderón-Milán

Barba‐Sánchez

2020

Sustainability

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Economic theory presupposes that the Entities of the Social and Solidarity Economy (SSE) should exhibit a greater sensitivity in the labour insertion of groups in danger of social exclusion than should the Capitalist Companies (CC). Therefore, it is expected that the SSE will employ a greater number of people with socio-labour characteristics among its workers against whom the ordinary labour market discriminates negatively. In this context, the objective of this research is focused on the analysis of socio-labour characteristics, salary differences and the degree of inequality in the distribution of salary income of the group of workers with disabilities in the SSE compared to CCs in Spain during the Great Recession (2007–2013) and the beginning of the current economic recovery (2013–2016). Using the data from the Continuous Sample of Working Histories (MCVL, in Spanish), our results show a greater sensitivity from the SSE compared to the CC in labour inclusion of workers with disabilities as well as for most socio-labour characteristics against which the ordinary labour market discriminates negatively. A second conclusion of the results is that the SSE provides a more equitable distribution of salary income for workers with disabilities than the CC, although the wages are comparatively lower.

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Barriers to employment for people with intellectual disabilities in low‐ and middle‐income countries: Self‐advocate and family perspectives

Bialik¹,

Mhiri²

2022

J of Intl Development

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Despite a growing focus on disability-inclusive employment and livelihoods, people with intellectual disabilities and their families remain underrepresented in both the literature and in employment programming. This paper identifies key barriers to inclusive employment collected through six (6) focus groups made up of people with intellectual disabilities (N:54) and their family members (N:45) in Kenya, Uganda, Nigeria, and Bangladesh. Self-advocates and families report stigma, denial of access to education, safety and security concerns, pressure to engage in self-employment, and discrimination as key barriers. Their experiences can contribute to more inclusive cross-disability perspectives on employment and provide guidance for practitioners aiming to design responsive disability-inclusive employment programmes.

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Pay discrimination against persons with disabilities: Canadian evidence from PALS

Cited by 39 publications

References 45 publications

Disability status, individual variable pay, and pay satisfaction: Does relational and institutional trust make a difference?

Disability status, individual variable pay, and pay satisfaction: Does relational and institutional trust make a difference?

Labour Inclusion of People with Disabilities: What Role Do the Social and Solidarity Economy Entities Play?

Barriers to employment for people with intellectual disabilities in low‐ and middle‐income countries: Self‐advocate and family perspectives

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