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A Model of Factors Affecting the Treatment of Disabled Individuals in Organizations
Abstract
A model of factors thought to affect the treatment of disabled individuals in organizations is presented. Specifically, the model suggests that person characteristics (e.g., attributes of the disabled person, attributes of the observer), environmental factors (i.e., legislation), and organizational characteristics (e.g., norms, values, policies, the nature of jobs, reward systems) combine to affect the way disabled individuals are treated in organizations. Furthermore, the model indicates that the relationships just noted are mediated by observers' cognitions (i.e., categorization, stereotyping, expectancies) and affective states. Finally, the model predicts that the disabled person's responses feed back to modify observers' expectancies and organizational characteristics. Implications for conducting research on disability issues and facilitating the inclusion of disabled individuals in organizational settings are discussed.
... People in stigmatized groups even experience collective traumas differently than those who do not face stigmatization (e.g., a global pandemic; Dias, 2023;Millett et al., 2020;Sinclair & Starck, 2021). Examples of existing frameworks that explain unique, stigma-related adversities and experiences include the minority stress model (sexual orientation; Meyer, 2003), the treatment of disabled individuals model (disability; Stone & Colella, 1996), acculturative stress models (country of origin; Dyal & Dyal, 1981), and critical race theory and the biopsychosocial model (race; Clark et al., 1999;Delgado & Stefancic, 2017). Broader models of stigma detail the components and outcomes of stigmatization, as well as how individuals appraise, respond to, and cope with the stress of stigmatization (e.g., B. G. Link & Phelan, 2001;Major & O'Brien, 2005;Miller & Kaiser, 2001). ...
Members of stigmatized groups face severe, chronic adversities that produce qualitatively unique and often challenging experiences. Further, access to resources relevant to overcoming adversity (e.g., time, money, energy, support) is depleted and blocked by stigmatization. However, current approaches to resilience and posttraumatic growth do not account for stigma, hindering our understanding of both constructs. Thus, drawing from the conservation of resources theory (Hobfoll, 1989), we develop a stigma-conscious framework on resilience and posttraumatic change (PTC) that extends existing work by enhancing realism and generalizability for stigmatized groups. We present a multilevel framework that explains how and why stigmatization directly (as an input) and indirectly (as an influencer of resource-related mechanisms) shapes resilience and PTC processes and outcomes. This framework advances interpretations of past work on resilience and posttraumatic growth, their respective conceptualizations and operationalizations, future model development, and interventions. We encourage and guide scholars to integrate stigma into resilience and PTC research and applications.
... Improving work outcomes for people with disabilities requires greater understanding of the factors that enable and drive success in mainstream employment settings. Factors identified as being associated with employment success for people with disabilities include the individual being educated above high school level (Alverson & Yamamoto, 2018;O'Neill et al., 2015), organisational values and norms (Beatty, Baldridge, Boehm, Kulkarni, & Colella, 2019;Stone & Colella, 1996), and workplace culture (McDonough et al., 2021;Schur, Kruse, Blasi, & Blanck, 2009). Matching people with jobs that are within their functional capacity is also linked with better employment outcomes for both the individual and their organisation because the individual is more likely to perform the job well (Choe & Baldwin, 2017;Wen, Van Rensburg, O'Neill, & Attwood, 2023). ...
Successful employment outcomes are often beyond the reach of people with disabilities, but relatively little is known about the factors that best enable the achievement of this goal. Using survey data from 803 people with and without disabilities, we examine the association of eight factors with successful employment outcomes. Using regression tree analysis, five factors emerged as statistically significant predictors of successful employment outcomes for people with disabilities: corporate culture and climate, job characteristics, government support, employer attitudes, and societal attitudes. Key interrelationships between factors include: (1) government support linking with corporate culture and climate; and (2) job characteristics linking with corporate culture and climate. Findings are relevant to organisations and governments to inform policy and practice to improve employment outcomes for people with disabilities.
... A team's cognitive, affective, and motivational states evolve over time, and are strongly linked to psychological safety (the shared belief that a team is safe for interpersonal risktaking) and thus to team performance (Dinh et al, 2020). Stigma associated with mental health issues can lead to prejudice against individuals with mental health problems from their co-workers (Stone and Colella, 1996;Corrigan et al, 2005). Conversely, supportive colleagues can encourage disclosure, reduce stigma, and improve job effectiveness (Follmer et al, 2020). ...
This symposium will present evidence on the organisational, leadership, and team-level factors which have a role in mental well-being, performance and innovation. Three papers will present the latest findings from research funded by the ESRC: results from a survey of firms in three European countries examining the relationship between organisational-level diversity and well-being policies and practices and innovation outcomes; a longitudinal survey examining the relationship between employees' beliefs about how leaders and managers value psychological well-being and outcomes related to employee performance and well-being; a qualitative study exploring the experience of poor mental health within teams and how this affects team performance, trust and cohesion, and psychological safety. The symposium contributes to the emerging evidence on the relationship between mental well-being policies and practices and performance and productivity outcomes, and the need
Background To supplement the extant literature on the economics of employing persons of disability, the present study explores the challenges and opportunities companies face with the employment of people with disabilities. Despite legal frameworks and growing awareness, individuals with disabilities often face significant barriers to securing meaningful employment. Misconceptions about their capabilities and concerns over potential costs persist, overshadowing evidence of economic and social benefits. This study explores these dynamics, emphasizing the potential advantages of inclusive hiring practices for organizations. Methods Semi-structured expert interviews were conducted with HR managers from five South Tyrolean companies across diverse industries. Participants were selected based on criteria such as company size (minimum 35 employees) and HR management experience (at least 3 years). Interviews focused on exploring workplace adjustments, employment motivations, challenges, and barriers, generating qualitative insights into inclusion practices. Results The study identified several advantages of employing individuals with disabilities, including low turnover rates, increased employee motivation, and a positive workplace atmosphere. Most companies incurred minimal costs for workplace adjustments. Challenges included insufficient understanding among staff, difficulty matching job roles with capabilities, and bureaucratic obstacles. The experts also noted a lack of job applications from individuals with disabilities, potentially due to low confidence or family overprotection. Conclusions Employing people with disabilities can be economically profitable and is not limited to social aspects alone. Existing barriers can often be dismantled without significant financial or time investment, with obstacles being readily overcome. This article contributes to a better understanding of challenges and opportunities of employing staff with disabilities and demonstrates the conditions under which economic benefits emerge for companies. The findings are discussed from an economical and social/cultural perspective with practical implications for human resource practice and operation management.
Purpose
This study explores the challenges, barriers and opportunities for engaging persons with disabilities in employment in the Canadian financial sector.
Design/methodology/approach
We situated this research within a critical disability conceptual framework to add to existing theories of employee engagement. We conducted an exploratory qualitative study of key informant interviews of the experiences of diverse persons with disabilities in the Canadian financial sector.
Findings
We found that the financial sector has the potential to be a leader in the engagement of workers with disabilities. Key challenges include corporate bureaucracy and a focus on aggressive growth that perpetuates ableist norms of individualism, self-reliance and competitive achievement. Key informant interviews indicated that opportunities for engagement can be fostered by committed leadership, inclusive corporate culture, supportive management, and respectful and responsive workplace accommodations.
Originality/value
This article contributes to the literature on opportunities for equity, diversity and inclusion at work through a critical exploration of the challenges and promising practices associated with supporting engagement of persons with disabilities in the Canadian financial sector and beyond.
OPEN ACCESS: https://onlinelibrary.wiley.com/doi/full/10.1002/hrm.22259
Growing recognition of neurodivergence amongst individuals poses challenges for career counselors and human resource practitioners when advising, guiding, and supporting the careers of this diverse group. Despite the potential for neurodivergent individuals to contribute to organizations, career guidance for these individuals is a relatively new area. We conducted a multidisciplinary project comprising a scoping review and stakeholder consultation to generate evidence‐based recommendations for identifying and supporting career paths that lead to positive employment outcomes for neurodivergent individuals. The scoping review included 78 articles on career guidance and associated employment issues (e.g., facilitators and barriers to employment) for neurodivergent individuals, while stakeholders, including neurodivergent individuals, counselors, and others, provided insights into their employment experiences. Our scoping review yielded nine themes: career guidance practice, predictors of employment, employment interventions, different forms of employment, work barriers and facilitators, strengths and challenges, person‐job fit, occupation and industry fit, and employment outcomes. The stakeholder consultations complemented the scholarly themes. Results were interpreted using the Stone and Colella theoretical model of factors influencing the treatment of people with disabilities. The model was extended across educational and work contexts, and to include the nature of occupations and industries. Building on this project and our overarching theoretical model, we map a future research agenda for the study of careers amongst neurodivergent individuals. Specifically, we highlight persistent methodological limitations of the literature before turning to theoretical implications across career stages. We conclude with practical implications for career counselors and human resource practitioners. Ultimately, our review calls for researchers and practitioners to help promote sustainable, high‐quality, and fulfilling careers for neurodivergent individuals.
Conducted 2 experiments with a total of 64 undergraduates to demonstrate a general strategy for detecting motives that people wish to conceal. The strategy involves having people choose between 2 alternatives, one of which happens to satisfy the motive. By counterbalancing which one does so, it is possible to distill the motive by examining the pattern of choice that people make. The motive employed was the desire to avoid the physically handicapped. It was predicted that because most people would not wish to reveal this desire, they would be more likely to act on it if they could appear to be choosing on some other basis. Results show that Ss avoided the handicapped more often if the decision to do so was also a decision between 2 movies and avoidance of the handicapped could masquerade as a movie preference. (17 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved).
A multilevel model is presented to describe how socialization processes within work teams are affected by team demographics, for it is during socialization that team norms are established and behavior becomes routinized. Several proposition are offered concerning the relationships between (a) individual, interpersonal and team attributes, (b) interpersonal communications and relationships, and (c) subsequent outcomes such as performance, power and influence dynamics, development, and membership stability.
Executive Overview
When I met David, the movements of his body spoke to me in short jerky sentences. His milky blue eyes rolled back into his head. I don't think they focused anywhere. Yet I envied him. He could not hide his reality. People like me are forced to hide ours.
Anonymous
Both David and the man quoted above are professors at a major university. David is blind. His colleague has a record of mental illness and often speaks of having to live “underground.” Despite fourteen years of successfully managing a personal and family history of manic depression, doctors, lawyers, and others still believe that silence is his best strategy in the workplace. Today, laws like the Americans with Disabilities Act (ADA) attempt to protect the rights of persons with both visible and invisible disabilities. Many, like David's colleague, however, will continue to deal with their disabilities underground.
In this article, we will examine attitudes toward people who have both visible and invisible disabilities, and identify corporate initiatives to support the successful accommodation and integration of these individuals.