The Complexity of Disability Inclusion in the Workplace: A South African Study

Ndzwayiba, Nceba; Ned, Lieketseng

doi:10.1108/s1479-354720170000010006

Cited by 8 publications

(13 citation statements)

References 17 publications

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“…Quotas can lead employers to see disabled workers as a problem rather than an asset, and if used should be part of a broader package of antidiscrimination legislation and policy (Sargeant, Radevich-Katsaroumpa and Innesti, 2018). Other policy initiatives include apprenticeships ('learnerships' in South Africa) (International Labour Reinforces quotas, provides disabled people entering the labour market with moderate to severe impairments with an inclusion benefit to cover the additional costs associated with having an impairment, and requires employers to make reasonable adjustments Sources: Holness (2016); Ndzwayiba and Ned (2017); South African and Brazilian government websites.…”

Section: Country Of Domicile and Country Of Origin Effects On Manager...mentioning

confidence: 99%

Justifying (Non)Discrimination Against Disabled Workers in Emerging Economies: Managerial Choice, Business Versus Moral Case Arguments and Home Versus Host Country Effects

Dibben

Wood

Crockett

et al. 2022

British J of Management

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It is widely known that disabled people face discrimination in all walks of life, including employment. Unfortunately, legal protection often does not work as well as hoped, especially in emerging markets. This leads to the core objective of this study: to understand why firms might not discriminate against disabled people. Rather than simply identifying islands of non-discrimination or best practice, we seek to better understand what has made them so and how much this might be replicable, taking account of legal regulation, firm policy and managerial choice. The qualitative findings reveal how non-discrimination is underpinned by an interplay between business and moral case influences and interaction between country of domicile and origin structural effects. Building on transaction cost economics, theoretical insights are afforded on this dynamic process. Although it is often assumed that multinational enterprises infuse best practices from abroad, nondiscrimination in most instances followed country of domicile managerial choice, which in turn represented a mix of altruism and expediency. We posit that a lack of direction from headquarters might be because disability rights were assigned a somewhat low priority at central organizational level.

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Section: Country Of Domicile and Country Of Origin Effects On Manager...mentioning

confidence: 99%

Justifying (Non)Discrimination Against Disabled Workers in Emerging Economies: Managerial Choice, Business Versus Moral Case Arguments and Home Versus Host Country Effects

Dibben

Wood

Crockett

et al. 2022

British J of Management

View full text Add to dashboard Cite

show abstract

“…On the one hand, creating an inclusive climate organization for people with disabilities is a complicated process because it requires a combination of disability model and organizational change model (Ndzwayiba & Ned, 2017). On the other hand, studies on people with disabilities inclusive organizational climate change are scarce.…”

Section: Research Backgroundmentioning

confidence: 99%

“…Meanwhile, the only one study which researched on people with disability inclusive organizational change was conducted by Ndzwayiba & Ned (2017). The study found that transformative leadership culture, leadership accountability, and spreading disability mainstreaming affected an inclusive organizational change for people with disabilities.…”

Section: Research Backgroundmentioning

confidence: 99%

“…Similar findings were also conveyed by Herzig & Jimmieson (2006) which stated that human resource management has a vital role to play in managing organizational changes and the role of middle-level managers is significant in that uncertain times. Based on a number of previous studies, the role of inclusive human resource management practice in changing organizational climate to be inclusive for people with disabilities is still undiscovered (Ndzwayiba & Ned, 2017;Nishii, 2013;Shore et al, 2011). Therefore, this study aims to fill that research gap.…”

Section: Research Backgroundmentioning

confidence: 99%

“…On the one hand, employment for people with disabilities is quite inaccessible. On the other hand, research on inclusive human resource management practices is also scarce (Ndzwayiba & Ned, 2017 Mandiri Contact Center (MCC) Yogyakarta is one of the PT Bank Mandiri (Persero) Tbk branch offices which is one of the major SEOs in Indonesia. In addition, MCC Yogyakarta was the only state-owned company which earnestly implemented the MoU by implementing the Mandiri Kriya Difabel Program during 2016 to 2018.…”

Section: Research Backgroundmentioning

confidence: 99%

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Inclusive Human Resource Management Practice to Change The Organizational Climate

Rizky

2021

IJDS

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This study aims to describe and analyze the organizational climate change process in Mandiri Contact Center (MCC) Yogyakarta which employs people with disabilities since the implementation of the Mandiri Kriya Difabel Program. A qualitative method with an instrumental case study approach is used in this study. To collect the data, the researcher uses interview, observation and documentation study technique. The results show that by implementing an inclusive human resource management, the Mandiri Kriya Difabel Program has succeeded to change an exclusive organizational climate into an inclusive disability organizational climate. This is the first study which combines Lewin’s Three Step Change Model, Social Model of Disability, and Inclusive Dimensions on Organizational Climate as a framework to research a disability inclusive organizational climate change. This research provides an inclusive method to manage employees with disabilities and a new academic reference on organizational change study.

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The Difference Model of Disability: A Focus on Employment

Breen

Forwell

2021

Agile Coping in the Digital Workplace

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The Complexity of Disability Inclusion in the Workplace: A South African Study

Cited by 8 publications

References 17 publications

Justifying (Non)Discrimination Against Disabled Workers in Emerging Economies: Managerial Choice, Business Versus Moral Case Arguments and Home Versus Host Country Effects

Justifying (Non)Discrimination Against Disabled Workers in Emerging Economies: Managerial Choice, Business Versus Moral Case Arguments and Home Versus Host Country Effects

Inclusive Human Resource Management Practice to Change The Organizational Climate

The Difference Model of Disability: A Focus on Employment

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