Disability

Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., & Martin Ginis, K. A. (2020). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business & Psychology, 35(2), 135–158. https://discovery.ebsco.com/linkprocessor/plink?id=c33f6101-a56c-3c9b-b740-ef40af3520f5

The study titled "The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence" delves into the challenges faced by individuals with disabilities in finding and sustaining employment, as well as the concerns employers have regarding hiring and managing such employees. Here's a breakdown of the key findings and themes discussed in the study:

1. Employment Disparities:

   • Individuals with disabilities face significant disparities in employment rates compared to their counterparts without disabilities across various countries, including the US and Canada. These disparities persist despite legislative efforts to promote inclusivity.

2. Recruitment and Organizational Attraction:

   • Employers express concerns about the availability of qualified applicants with disabilities, often underestimating the number of potential candidates due to issues such as non-disclosure of disabilities and inadvertent deterrence in recruitment processes.

   • Inclusive hiring practices and partnerships with vocational agencies are suggested to attract qualified candidates with disabilities and enhance corporate reputations.

3. Employee Selection:

   • Concerns arise during the employee selection process, with managers sometimes stereotyping individuals with disabilities as lacking skills or abilities. The study emphasizes the importance of using selection methods that focus on predicting job performance rather than relying on stereotypes.

   • Legal and procedural concerns regarding disability disclosure during the selection process also pose challenges for employers.

4. Cost of Accommodation:

   • Employers may perceive accommodating employees with disabilities as costly, but research suggests that the benefits, including increased retention and productivity, often outweigh the costs.

   • Organizations are encouraged to shift from a compliance-based approach to a more proactive and supportive stance regarding accommodation.

5. Social Integration:

   • Concerns about the social integration of workers with disabilities include perceived disruptions to team functioning and the potential impact on coworkers. However, evidence suggests that accommodations are generally well-received and contribute to positive workplace dynamics.

   • Building inclusive work cultures and fostering acceptance among coworkers are essential for successful social integration.

6. Performance Management:

   • Managers may have concerns about the job performance of workers with disabilities, but studies indicate that these employees exhibit comparable or even better performance and safety records than those without disabilities.

   • Proactive performance management, including clear expectations and accommodations, can help address any performance issues that arise.

7. Occupational Health and Safety:

   • Contrary to some fears, workers with disabilities generally have equal or better safety awareness and accident records compared to their peers without disabilities. Accommodations and proactive management can further enhance workplace safety.

8. Disciplinary Action and Termination:

   • Employers may be unsure about how to handle disciplinary actions or terminations involving workers with disabilities, but clear communication, documentation, and adherence to legal guidelines can mitigate potential legal risks.

In conclusion, the study emphasizes the importance of leveraging the underutilized labor pool of individuals with disabilities and suggests avenues for future research, including exploring the perspectives of employees with disabilities themselves. By addressing employer concerns and implementing inclusive practices across the employment cycle, organizations can foster more diverse and supportive workplaces.