Workplace disability inclusion in India: review and directions

Abstract

Purpose This study aims to review the extant literature on workplace disability inclusion in the organised sector in India and presents an integrated model based on emergent themes in indigenous studies. Design/methodology/approach The review is directed by the following foci: In what contexts was workplace disability inclusion in India empirically investigated? How was workplace disability inclusion examined (method)? What important themes emerge from the studies? Towards this, empirical scholarly studies in India, published between 2011–2019, is reviewed to identify the evolutionary trends. Findings Prominent themes have been identified at three levels – organization, group and individual. At an organization level, the focus is on inclusive strategy and practices. Country-specific contextual factors such as legislation, accessibility and external eco-system influence an organization’s inclusive strategy, which addresses how organizations engage with persons with disability (PwD), job mapping, accessibility and targeted recruitment. Inclusive practices span across various phases of the employee life cycle, namely, recruitment, onboarding, development and retention. At the group level, the themes highlight group boundaries, PwD-supervisor interaction, PwD-co-worker interaction and PwD-PwD interaction. At an individual level, PwD experiences are categorized as physical, job-related and psychological. Workplace treatment and experiences of PwD vary from discrimination to inclusion and along with other outcomes, are influenced by contextual factors. Research limitations/implications This study contributes to the development of workplace disability inclusion theory, by presenting an integrated model of prominent themes, offering greater clarity and avenues for extending the literature. The paper discusses themes that can help organizations facilitate inclusion, thereby improving employment opportunities for PwD. Originality/value In a first, the study provides an integrated account of inclusion of PwD in organized sector in India.

Discriminación e inclusión laboral en grandes empresas de Arica (Chile)

“…Sin perjuicio de lo anterior, los resultados, al mostrar variaciones porcentuales -es decir, no todas las empresas respondieron positivamente-en cuanto al conocimiento de las leyes, demuestran que el tratamiento y las experiencias de las PeSD en el lugar de trabajo da lugar a los contrastes, con diferentes experiencias que van desde el aislamiento y la discriminación hasta la inclusión e integración en el otro extremo (Suresh y Dyaram, 2020).…”

A survey of innovation management among persons with disabilities in Malaysia

“…Risk-taking is one of the key determinants of PWDs involvement in innovation management. It examines whether PWDs are willing to take bold actions into new product and service innovation by investing their efforts with uncertain outcomes (Suresh & Dyaram, 2020). Risk-taking behaviors shape and motivate the potential of PWDs to improve capability to participate in and achieve greater satisfaction through innovation management (McKenzie, 2021).…”

“…Career advancement and growth depend on the willingness of PWDs to learn and develop new skills and techniques to enhance the existing product and service (Nautiyal, 2021). PWDs will be more likely to continue innovating products and services if they are given more chances for job promotion and training (Suresh & Dyaram, 2020).…”

Innovation management involvement among persons with disabilities in Malaysia

“…Innovation management involvement could be measured by the amount of related stress, and hours spent in innovation ( Kilpatrick et al , 2017 ). The higher an employee’s job satisfaction, the longer the hours spent in innovation.Based on the most recent literature ( Brown, 2019 ; McKenzie, 2021 ; Nautiyal, 2021 ; Suresh & Dyaram, 2020 ; Ta et al , 2021 ), the following variables was identified to have an impact on the innovation management involvement of PWDs.…”

“…According to BMIT theory, employees will involve in innovation management if they are given more opportunity to integrate business with technology ( Clauss et al , 2022 ) and form value network to work with customers and suppliers to bring the minimum rate of return to the organization ( Clauss et al , 2022 ). The BMIT theory is apparently insufficient to measure PWDs’ involvement in innovation management as it is unable to address the major challenges faced by organizations in Malaysia, which are limited career advancement opportunities, low salary, poor working environment and poor reward ( Ibrahim, Abraham & Mohd, 2021 ; Koay & Muthuveloo, 2021 ; Suresh & Dyaram, 2020 ; Ta et al , 2021 ; Yuen & Ng, 2021 ). In order to fill this gap, this study is conducted as one of the pioneer studies in Malaysia that proposes a holistic model to examine the innovation management involvement among PWDs from the perspective of risk-taking, reward, salary, career advancement and compensation.…”