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A Study to Explore the Difficulties People With Disabilities Face In Finding Employment
Rathnayake, V. G. S. U.1*, Wanninayake, S. D. K.2
1Department of Human Resources Management, Faculty of Management and Finance,
University of Colombo, Sri Lanka.
2 Lecturer(prob.), Department of Human Resources Management, Faculty of Management and Finance,
University of Colombo, Sri Lanka .
* Corresponding Author. Tel: (+094) 077-5165072, E-mail: rathnayakesarani.uoc@gmail.com.
Abstract:With the emergence of contemporary trends in the labour market, there has been growing
consideration on the concept of social inclusion. Emphasizing this concept the paper mainly focuses on
exploring the difficulties faced by people with disabilities (PWDs) in finding employment. Deriving implications
from the discipline of Human Resources Management, this study was conducted to examine reasons behind the
dearth of employment opportunities available for PWDs, from PWDs’ perspective and to explore the factors
influencing Human Resources (HR) representatives or employers for not hiring PWDs. This is a qualitative study
and semi-structured in-depth interviews were used to collect data from both participant categories of the
study. Findings suggested that negative attitudes, discrimination, lack of qualifications and accessibility
barriers as impediments for PWDs in finding employment, and negative perceptions on PWDs’ abilities,
additional cost, inability to measure PWDs’ abilities and legal constraints as factors influenced HR
representatives for not hiring PWDs. Apart from these factors safety issues were identified as another factor
influencing both PWDs and HR representatives. Since the talent pool is shrinking due to aging population, it
becomes difficult to afford the exclusion of PWDs from the labour market. Hence, managerial implications are
drawn, emphasizing the importance of creating a competitive advantage through having a diverse and
inclusive workforce with employing PWDs.
Keywords: People with disabilities (PWDs), Unemployment, barriers, attitudes, perceptions
1. Background
With the emergence of contemporary trends in the labour market, there has been a growing attention on the
concept of social inclusion which ensures giving fair chances to everyone to participate in the social and
economic growth processes. Cappo (2002) defined a socially inclusive society as one where all people feel
valued, their differences are respected, and their basic needs are met, so they can live in dignity in such a
society. The concept of social inclusion arises as a result of the eventual removal of the condition of social
exclusion which forms social disadvantage and relegation to the fringe of the society (Morris, 2001). Creating a
more inclusive workplace, including PWDs, is necessary to reap benefits of working with a diverse group of
people (Deloitte, 2010). And it has further mentioned that PWDs are a part of an untapped market. Social
exclusion is also known as marginalization, where people with disabilities (hereinafter referred to as PWDs)
have also been identified as one of the marginalized/vulnerable groups on the basis of the disability
(Ambawatte, 2010).
PWDs comprise more than 600 million people worldwide (International Labour Organization [ILO], 2008).
World Health Organization [WHO] (2003) estimates, PWDs represent 10% of the population in developing
countries (as cited in Mendis, 2003). Ensuring this, as per ILO (2003), the number of PWDs in Sri Lanka is
approximately 10% of the population. Therefore, Sri Lanka being a developing country is at the risk of
increasing the number of PWDs with the population increases. Furthermore, as mentioned by De Silva,
Amarabandu and Gunasekera (2008) the disability rates would continue to increase in future as a result of
aging population. Therefore according to the Panel on Labour Market Opportunities for Persons with
Disabilities (2013), as our population ages and disability rates increase, it would be clear that we cannot afford
to exclude this group of working aged PWDs from the labour force. According to a paper commissioned by the
World Bank, the cost of exclusion based on disability is between US$ 1.37 trillion to US$ 1.94 trillion of the
global GDP which is shared by all including business organizations (ILO, 2008).
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Therefore, as a strategy to be aligned with social inclusion, many countries and organizations throughout the
world have, in recent years, adopted policies to promote the rights of PWDs to full and equal participation in
the society (ILO, 2003). Accordingly, though the Sri Lankan government has also taken numerous actions to
PWDs’ rights, still their participation is apparently low in the workforce (Mendis, 2003). This is mainly due to
the reason that PWDs have limited access to mainstream education, training and employment on the ground
of the disability (Ministry of Social Welfare, 2003).
According to ILO (2008) estimates, 20% of world’s poor are PWDs. As reported by the Ministry of Social
Welfare (2003) in its National Policy on Disability for Sri Lanka, PWDs are among the poorest of the poor in Sri
Lanka. As mentioned by ILO (2001), employment of PWDs reduces the cost of disability and poverty. But, it
further stated that many PWDs who want to work do not have the opportunity to work due to many barriers.
Further Meager, Bates, Dench, Honey and Williams (1998) mentioned that PWDs have a positive outlook on
getting work and they more like to have paid jobs.
Blackaby, Clark, Drinkwater, Leslie, Murphy and O’Leary (1999) found that PWDs are much more likely to be
economically inactive than the rest of the population of working age and even amongst the economically
active, PWDs experience higher unemployment rates. According to the ILO (2001), unemployment among
PWDs of working age is far higher than that for other working age individuals. Furthermore according to Kidd,
Sloane and Ferko (2000), unemployment rate is approximately three times higher for PWDs than people
without disabilities. Further, in developing countries, where sufficient official data is not available with regard
to PWDs, the unemployment rate is estimated to be 80% or higher (ILO, 2008). Sri Lanka being a developing
country, data related to PWDs are not available centrally (Mendis, 2003) hence, we have to accept the fact,
according to the ILO that unemployment among PWDs is apparently high in Sri Lanka. As per ILO (2003), the
challenge of integrating and including PWDs in the economic mainstream has not been met due to various
reasons. Furthermore, Mendis (2003) has mentioned that only few enterprises have been employing PWDs for
the past several years and most of the private sector organizations are reluctant to employ PWDs while
bearing negative perceptions and attitudes towards their abilities and that underpins the low labour
participation of PWDs in the labour market. Additionally, though the private sector has emerged as the key
provider of employment in Sri Lanka (Salih, 2001) as per Ministry of Social Welfare (2003), only 13% of
employed PWDs are working in the private sector organizations and this is largely due to the attitudinal
barriers of the employers.
Hence, based on above facts, this paper addresses the problem statement: “Why most of the private sector
organizations in Sri Lanka are reluctant to employ PWDs into their workforce” focusing on three main
objectives of the study as follows, a) To examine the reasons behind lack of available employment
opportunities for people with disabilities from PWDs’ point of view, b) To identify the attitudes of private
sector organizations in terms of employing people with disabilities in their organizations, and c) To assess the
awareness level of private sector organizations in relation to the availability of people with disabilities in the
labour market.
Therefore, with this study the researcher is trying to identify the underlying reasons for unemployment among
PWDs in the private sector organizations of Sri Lanka in two perspectives. The viewpoint of unemployed PWDs
to identify the reasons for them being unemployed and on the other hand the private sector organizations
which do not have employees with disabilities in their work forces as to why such PWDs are not included in
their workforces.
2. Literature review
2.1. Who is a person with a disability?
As mentioned by ILO (2008) in the ILO Vocational Rehabilitation and Employment (Disabled Persons)
Convention (No. 159) “a person with a disability is an individual whose prospects of securing, retaining and
advancing in suitable employment are substantially reduced as a result of a duly recognized physical or mental
impairment.”
2.2. Disability types
As per Department of National Census and Statistics (2001) disability types classification system included;
visual disabilities, hearing/speech disabilities, disabilities in the hands, disabilities in the legs, other physical
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disabilities and mental disabilities (as cited in Mendis, 2003). And this classification can be considered as a
better one since it is a more affirmative reflection of addressing types of disabilities apart from the negative
connotations.
2.2.1. Physical disabilities
As stated by National Educational Association of Disabled Students (2005), “a physical disability is one that
affects a person's mobility or dexterity.” Therefore According to De Silva et al. (2008), physical disabilities
basically covers mobility impairment, visual impairment and hearing/speech impairment.
Mobility impairment reflects numerous disabling conditions which affect movement and ambulation
(California Department of Parks and Recreation, 2013). Both types of disabilities in legs and hands are included
in mobility impairment (De Silva et al., 2008).
Visual impairment reflects the disability related with one’s vision or eye sight (National Dissemination Centre
for Children with Disabilities, 2012). Visual impairment refers not only to the total blindness it also covers low
vision and colour blindness (California Department of Parks and Recreation, 2013).
As stated by De Silva et al. (2008), hearing and speech impairment basically covers deafness, dumbness and
deaf and dumb or deaf-mute. Deafness refers only to the complete loss of hearing anything (California
Department of Parks and Recreation, 2013). Dumbness refers only to inability to speak anything (De Silva et
al., 2008). Deaf and dumb or deaf-mute refers to the combination of deafness and dumbness (De Silva et al.,
2008).
People with mental disabilities and/or developmental disabilities are beyond the scope of the researcher due
to the matter of collecting reliable data directly from them.
2.3. Labour market condition of PWDs
Labour market theory suggests, that both supply and demand (the employment rate) of PWDs will be lower
than that of people without disabilities and PWDs are disadvantaged in the labour market as well (WHO,
2011).
2.3.1 Economically inactive population and PWDs’ representation
According to Blackaby et al. (1999), PWDs are more likely to be economically inactive than the rest of the
working age population. They further found through a study, that 54% of PWDs were economically inactive
compared to just 5% of people without disabilities.
2.3.2 Economically active population and PWDs’ representation
Meager et al. (1998) found through a study, that one in six PWDs who are or have been economically active experienced
discrimination or unfair treatment in work related context and most of the respondents have been discriminated by an
employer.
2.3.3 Unemployment among PWDs
As reported by Blackaby et al. (1999) PWDs experience unemployment rates which are over twice those
demonstrated by the rest of economic active population. Further according to Kidd et al. (2000),
unemployment rate is three times higher for PWDs. According to WHO (2011), both in developed and
developing countries, working age PWDs experience significantly lower employment rates and much higher
unemployment rates than persons without disabilities.
2.3.4 Employment among PWDs
Many PWDs who want to work do not have the opportunity to work due to many barriers (ILO, 2001). As
noted by Kidd et al. (2000), data from various sources reveal that the employment participation rate of people
without disabilities within working age population is around twice that of PWDs. They have further mentioned
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that the employment participation rate varies widely between the two groups, with 83.9% for the people
without disabilities relative to 34.3% for PWDs. Lower rate of employment among PWDs is one of the
important pathways through which disability may lead to poverty (WHO, 2011). Though the private sector has
emerged as the key provider of employment opportunities in Sri Lanka (Salih, 2001) as per Ministry of Social
Welfare (2003), only 13% of employed people with disabilities are working in the private sector organizations.
2.4 Barriers faced by PWDs in finding employment: PWDs’ point of view
2.4.1. Negative attitudes
Negative attitudes towards PWDs refer to misconceptions about the ability of PWDs to perform jobs (WHO,
2011). Murray and Heron (2003) found that negative attitudes of employers are the most widespread barrier
faced by PWDs in finding employment opportunities. Further, Kaye et al. (2011) has also found that workers
and job seekers with disabilities often cite employers’ negative attitudes as a barrier for acquiring and keeping
a job.
2.4.2. Discrimination
Discrimination refers to “Any distinction, exclusion or preference based on certain grounds which nullifies or
impairs equality of opportunity or treatment in employment or occupation” (ILO, 2001, p. 3). Discrimination
can be portrayed in different ways and it can occur in accessing employment, in promotion or in the treatment
of an employee (Equal Employment Opportunity Trust, 2005).
2.4.3 Lack of qualifications
Educational qualifications and training skills are the basics to acquire employability skills (ILO, 2003). PWDs are
disproportionately likely to have fewer qualifications, as a result of discrimination faced during childhood, and
this is considered as a major reason for them to being unemployed (Trade Union Congress, 2011).
Furthermore, as identified by Mendis (2003), PWDs in Sri Lanka also typically face barriers to the very services
that might lift them out of poverty, such as education, vocational training, and employment and business
development services.
2.4.4 Accessibility barriers
Accessibility barriers refer to physical barriers such as limited access to infrastructure, equipments, machinery
and information (Maja et al., 2008). From PWDs’ perspective, ‘accessibility barriers’ are regarded as one of the
main reasons for them remain unemployed (WHO, 2011). Further, Maja et al. (2008) have found that limited
access to physical environment such as infrastructure, equipment and machinery as a significant barrier in
preventing the employment of PWDs. According to WHO (2011), PWDs experience environmental obstacles
that make physical access to employment difficult.
2.5. Factors influence HR representatives/employers to not to employ PWDs: employers’/HR
representatives’ point of view
2.5.1 Negative perceptions on PWDs’ abilities
Negative perceptions of employers towards PWDs’ abilities refer to myths, misconceptions, stereotypes, and
negative attitudes borne by employers towards PWDs, viewing them as inferior (Maja et al., 2008; WHO, 2011;
Panel on Labour Market Opportunities for Persons with Disabilities, 2013). Perceptions of employers or HR
representatives with regard to PWDs have been identified as a major factor influences them to no to employ
PWDs (Mendis, 2003). Negative perceptions towards PWDs’ abilities can be demonstrated by different ways.
Kaye et al. (2011) have found that most of the employers did not hire PWDs because they feel that workers
with disabilities cannot perform essential job functions.
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2.5.2 Additional cost
Additional cost with regard to PWDs refers to the increase in cost of a company as a result of hiring person
with disability (Mendis, 2003). Further, Mendis (2003) has pointed out that there is a perception among
employers that employing PWDs would incur an ‘additional cost’ to them. According to Kaye et al. (2011), cost
of accommodation is one of the top three reasons which influence employers for not hiring PWDs.
2.5.3 Inability to measure PWDs’ abilities
Difficulty of assessing an applicant’s ability to perform job tasks has also been identified as another reason for
employers to no to hire PWDs (Kaye et al., 2011). Moreover, according to Kaye et al. (2011) most of the
employers agreed that they discriminate against applicants with disabilities since they cannot measure PWDs’
abilities to perform essential job functions. Further, according to Panel on Labour Market Opportunities for
Persons (2013), most of the employers have pointed out “that there is no clear and straightforward approach
to identifying qualified candidates with disabilities” (p. 8).
2.5.4 Legal constraints
As per Kaye et al. (2011) “fear of being stuck with a worker who cannot be disciplined or fired because of the
possibility of lawsuit” is another reason that persuades employers to not to hire PWDs (p. 528). As found by
Maja et al. (2008) many employer assume that PWDs have limited working capacity and it bring the problem
that once a person with a disability is employed it is difficult to terminate the contract due to their legal rights.
2.6 Importance of employing PWDs
The disability is less important than the person’s knowledge, skills and general abilities when it comes to
performing a job (Murray & Heron, 2003). With less than half of PWDs of working age in employment, there is
a significant wastage of PWDs’ potential contribution to economic growth and productivity (U.K. Department
of Health, 2005). According to the Panel on Labour Market Opportunities for Persons with Disabilities (2013),
as our population ages disability rates increase and it will become obvious that we cannot afford to exclude
this group of working aged PWDs from the labour force. Not only that, the cost of excluding PWDs from
society and workplace goes beyond the personal level and it is shared by all, including businesses organizations
(ILO, 2008). Moreover, as per ILO (2001), the employment of PWDs will reduce the cost of disability and
poverty. In addition, successful employment and full inclusion of PWDs in the society, would positively respond
to the prevailing severe unemployment and poverty among them (ILO, 2008). Further according to ILO (2010),
employing PWDs can improve company’s profitability through creating a loyal and productive labour pool and
increasing workforce morale.
3. Methodology
With the intention of addressing research objectives, qualitative approach was used as it most suitable in
examining persons’ lives, experiences, behaviours, emotions, feelings, attitudes, organizational functioning
and cultural phenomena (Strauss & Corbin, 1998). Under the qualitative approach, a strategy that is more or
less similar to grounded theory has been used throughout the study as it focuses on examining people’s
behaviours (Saunders, Lewis & Thornhill, 2009). Grounded theory initiates with an idea of the phenomenon
the researcher wants to study and based on that knowledge group of individuals, organizations or community
representatives of that phenomenon can be selected (Corbin & Strauss, 1990). This study also initiated with
the idea of phenomenon that the researcher wanted to study and the sample was also selected with the
assistance of field experts who have the broader knowledge on the field of disability. Therefore, these
attributes of this study reflects the nature of grounded theory.
Both the samples (10 unemployed people with physical disabilities and 10 HR representatives/employers in 10
private sector organizations which have not employed PWDs in their workforces) were selected through using
one of the probability sampling techniques called Organizations in different industries representing both
manufacturing and service industries were selected covering all three scales. Semi-structured in-depth
interviews had been utilized throughout the study as the main method of data collection. Thus, the researcher
developed two tentative interview guides as the basis for data gathering.
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3.1 Trustworthiness of data
In qualitative studies ‘trustworthiness’ is applied as the source of data verification and it is basically
underpinned with for criteria named, credibility, transferability, dependability and confirmability (Lincoln &
Guba, 1985). Credibility was maintained throughout the study by getting familiar with the culture of
participating where the data collection took place by getting involved with field experts through reflecting
prolonged engagement (Lincoln & Guba, 1985, Shenton, 2004). Transferability through making availability of
sufficient information about the field work sites and enabling potential appliers in making transferability
judgements based on such information (Lincoln & Guba, 1985, Shenton, 2004). Further, dependability was
maintained with the use of overlapping methods such as individual interviews (Shenton, 2004). Confirmability
was maintained by ensuring work findings are the results of the experiences and ideas of the informants rather
than the characteristics and the preferences of the researcher (Shenton, 2004).
The thematic analysis had been applied as the main analytical strategy as it is a method of identifying,
analysing, and reporting patterns (themes) within data (Braun & Clarke, 2006).
Propositions used for the study are as follows,
P1 – Negative attitudes, discrimination, lack of qualifications, and accessibility barriers are the key factors
affecting unemployment among PWDs from their point of view.
P2 – Employers’ negative perceptions, additional cost, inability to measure PWDs’ abilities and legal constraints
are the key factors that influence employers/HR representatives to not to employ PWDs from their point of
view.
4. Discussion of findings
4.1. Barriers faced by PWDs in finding employment: PWDs’ perspective
4.1.1 Negative attitudes
Half of the PWDs (50% of the sample) interviewed pointed out that, negative attitudes of employers
as the main barrier for getting a job. This finding concurs with literature available. Negative attitudes of
employers are the most widespread barrier faced by PWDs in finding employment opportunities as found by
Murray and Heron (2003) and Kaye et al. (2011).
All three people with visual disabilities interviewed pointed out employers’ negative attitudes as a barrier in
getting jobs. One person with a visual impairment stated,
“I think their narrow attitudes on our capabilities as the main barrier for us to get a job. They don’t
believe that we can do something and don’t even give us a chance to convince that we can do
something” (PWD1, retrieved from the interview conducted on 4th September, 2013).
This finding is consistent with the result found by Mendis (2003) that, people with visual disabilities are
excluded from employment because employers perceive that not having sight means they are helpless.
Further two out of the four people with mobility impairment also indicated that negative attitudes as a barrier.
One person with mobility impairment stated,
“They didn’t give me even single chance to show that I also can do something, they just have the
presumption that a person with a disability can’t do things just like others” (PWD7, retrieved from the
interview conducted on 21st October, 2013).
An important point to note is that people with hearing/speech impairment did not mention negative attitudes
as a barrier to find employment. In researcher’s view this may be due to communication problems. Since
people with hearing impairment face the difficulty of communication, just before the dialogue begins it comes
to an end due to communication barrier. This can be supported as reported by Mendis (2003) that,
mainstream employment is denied to people who use sign language for communication. Therefore, most of
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the people with hearing/speech impairment often cite communication errors as a barrier in finding
employment rather than employers’ negative attitudes.
Based on the researcher’s understanding though it is not addressed by current literature, as per the
researcher’s findings, some PWDs mentioned that some employers or HR representatives have positive
attitudes about their capabilities. 30% of the PWDs pointed out that, employers are positive about their
abilities at times hence, it is not the reason for not getting jobs in such situations. One person with
hearing/speech impairment and another two with mobility impairment pointed out an instance that they
experienced positive attitudes of HR representatives at interviews.
Based on the researcher’s understanding though this point has not been discussed in pointed out that most of
the employers or HR representatives were positive about them only at the interview and they promised them
to offer jobs, and asked them to look forward for their replies but later did not respond. Simply, five out of ten
PWDs mentioned that they were given false promises by the HR representatives at interviews by saying that
they would reply immediately. Representatives from all three disabilities pointed out this as an instance they
experienced at interviews irrespective of the type and the nature of their disabilities.
These findings helped the researcher to arrive at the conclusion that negative attitudes of employers as a
major barrier for PWDs in getting jobs. It is more significant for people with visual impairments and less
influential for people with hearing/speech impairment. Moreover, negative attitudes moderately affect to
people with mobility impairment in finding employment.
4.1.2 Discrimination
30% of interviewed respondents cited discrimination that they faced at interviews and previous workplaces as
a barrier for them to find an employment. This finding is consistent with existing findings in literature. PWDs of
working age continue to face enormous barriers with regard to discrimination in terms of securing their right
to equal access and treatment in employment opportunities (Trade Union Congress, 2011). One person with
visual impairment mentioned discrimination as a barrier in finding employment. Another two persons with
mobility impairment also cited discrimination as a barrier for getting jobs. One person with mobility
impairment cited
Superior did not like to work with me, He blamed and scolded me even at minor mistakes that
happened due to my disability, since I did everything with my legs he always scolded me “you are
unclean, untidy. It is difficult to work with you. Look at yourself” He always tried to discriminate me
against other normal people (PWD8, retrieved from the interview conducted on 21st October, 2013)
But none of the respondents with hearing impairment mentioned discrimination as a barrier in finding jobs.
Based on these findings the researcher reached a conclusion that discrimination is a barrier for minority of
PWDs in getting jobs. It is not crucial for any disabled category and influence is comparatively low for people
with hearing impairment. But it still remains as a barrier.
4.1.3 Lack of qualifications (education and training)
20% of the sample cited lack of qualifications in terms of education and training as a barrier in obtaining
employment. This finding is consistent with certain findings in literature. Mendis (2003) has found that PWDs
in Sri Lanka face barriers of acquiring employable skills due to lower training and educational qualifications.
One person with visual impairment and another with hearing impairment cited lack of educational
qualifications as a barrier in getting jobs. The one with visual impairment stated,
“Apart from the disability, lack of qualifications might be another barrier for me to get a job. Because
of my visual disability I couldn’t acquire educational and vocational qualifications” (PWD1, retrieved
from the interview conducted on 4th September, 2013).
None of the respondents with mobility impairment mentioned lack of qualifications as a barrier in getting jobs.
According to the researcher’s findings all three people with hearing impairments were lower educational
qualifications as they have studied only up to Ordinary Level Examinations in special education units whereas
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all people with mobility impairment have done their Advanced Level Examinations. Additionally people with
visual impairment represent a mixture of it since one has done Ordinary Level Examinations, another has done
Advanced Level Examinations and another had a higher diploma. This finding is parallel with exiting literature.
According to the Ministry of Social Welfare (2003), 5% of people with mobility impairment studied up to
Advanced Level whereas only 4% of people with visual impairment and 3% of people with hearing/speech
impairment have studied up to Advanced Level. But surprisingly, there is no representation of people with
mobility impairment in higher education (Ministry of Social Welfare, 2003). According to the researcher’s view
that may be due to poor accessibility and not because of lower qualifications.
According to researcher’s view, people with mobility impairments have higher qualifications compared to the
other two disability categories as their disability is not a big issue for acquiring knowledge. But the story is
different for other two categories of disabilities. Since, education and trainings should be provided with the
use of Braille for visually impaired people. But most of the schools and institutions are lacking of this. This
finding is consistent with existing literature. As found by Mendis (2003) vocational training material and
instruction are not available in Braille within the country. For people with hearing/speech impairments,
education and training should be provided with the use of sign language interpretation which is severely lack
within the country. This finding can also be supported by current literature. As found by Mendis (2003)
mainstream vocational training and employment are denied to people with hearing impairments who use sign
language for communication, as staff members are not aware of communicating in basic sign language and
there are very few people competent enough to teach the sign language or to interpret it within the country.
Based on these findings the researcher has arrived at a conclusion that lack of qualifications is a significant
barrier for people with visual impairments and those with hearing impairments in finding employment. But it is
less influential for people with mobility impairments as their disability is not a crucial obstacle for them to
acquire such qualifications.
4.1.4 Accessibility barriers
50% of the sample of PWDs upholds the view that accessibility barriers are crucial in acquiring jobs. In other
words five PWDs out of ten respondents interviewed, mentioned accessibility barriers as the main obstacle to
find employment. This finding is in line with existing literature. From PWDs’ perspective, ‘accessibility barriers’
are regarded as one of the main reasons for them remain unemployed (WHO, 2011).
Interestingly, all three people with hearing impairments in the sample of unemployed PWDs cited accessibility
barriers in terms of communication as the major impediment for them to find employment which reflects
limited access to information. One of them stated,
“When supervisor comes, if my friend [sign language interpreter] wasn’t around me I faced a greater
difficulty of communicating with him, he couldn’t understand me, I couldn’t understand him. Because
of that he didn’t like to deal with me” (PWD4, retrieved from the interview conducted on 7th October,
2013).
According to them in the case of the absence of a sign language interpreter, it had been a greater challenge for
them to communicate and share their information with the interview panel. Supporting this finding, Ministry
of Social Welfare (2003) has found that mainstream employment is denied to who use sign language for
communication. Two people with mobility impairments pointed out accessibility barriers as a major obstacle in
getting jobs. This finding is consistent with some literature identifications. As found by Mendis (2003), people
who use wheelchairs are seldom to be seen in workplace. Furthermore, most urban workplaces, training
institutions and buildings have steps at the entrance and are often multi-storeyed therefore do not always
have lifts and therefore, not accessible for such people (Mendis, 2003). Interestingly, any person with visual
impairment did not mention accessibility barriers as an obstacle getting jobs.
With the help of these the researcher has arrived at a conclusion that accessibility barriers in terms of
information or communication is a major barrier for people with hearing/speech impairments in finding
employment whereas it is less significant for people with other disabilities. Further, accessibility barriers in
terms of physical accessibility (infrastructure, equipments, and machinery etc) are a crucial barrier for people
with mobility impairments. Moreover, accessibility barriers are less influential for those with visual
impairments.
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4.2 Factors influence HR representatives/employers to not to employ PWDs: employers’/HR
representatives’ point of view
4.2.1 Negative perceptions on PWDs’ abilities
Eight respondents out of ten HR representatives directly or indirectly indicated or implied their negative
perceptions towards PWDs and their abilities. In other words 80% of the interviewed sample of HR
representatives was negative about PWDs. This finding is consistent with existing literature. One respondent
(HRR1) who has 22 years of experience in the field of HRM showed his negative perceptions on PWDs by
comparing them with those without disabilities. He further mentioned hiring PWDs as a risk. He stated,
“Because of their disability they might not be able to perform as others, therefore we do not want to
get that risk” (HRR1, retrieved from the interview conducted on 16th August, 2013).
As found by Mendis (2003) perceptions of employers or HR representatives with regard to PWDs have been
identified as a major factor that influences them for not hiring PWDs. Further, as mentioned by WHO (2011)
some employers continue to think that PWDs are unqualified and unproductive, therefore they reluctant to
include PWDs in workforce. Moreover, Unger (2002) has also found that employers were less positive in their
attitudes towards hiring PWDs.
All five HR representatives of large scale (workforce with 150 or more employees) private sector companies
interviewed were bearing negative perceptions towards PWDs and their abilities. But this finding with regard
to negative attitudes of HR representatives of large scale companies is inconsistent with some literature
findings. That is, larger employers being more conducive to including PWDs in their workforce because of the
variety of jobs available as well as their greater personnel and economic resources and they typically hold
more favorable attitudes towards PWDs (Blanck, 1998; Collingnon, 1986; Kemp, 1991). Not only the HR
representatives of large scale companies but, all three HR representatives of medium scale (workforce with 30-
149 employees) companies also were negative about PWDs and their abilities, as a result they were reluctant
to hire PWDs into their workforces. And this finding is consistent with a literature finding that, Unger (2002)
has found that there is no relationship between size of the employer and their attitudes towards PWDs.
However, both the HR representatives of small scale (workforce with 5-29 employees) private sector
organizations hold positive perceptions towards PWDs and their abilities. According to researcher’s
understanding this finding can be proven by literature identifications. As found by Panel on Labour Market
Opportunities for Persons with Disabilities (2013) some employers have stated that they need to recruit the
best candidate to the position regardless of their disability. Furthermore, Labour Market Opportunities for
Persons with Disabilities (2013) has also mentioned that some employers need to have people who can do the
job best and that particular person might be disabled or non-disabled. In other words, only 20% (minority) of
the sample was positive about PWDs and their abilities. This finding is consistent with results reported by
Mendis (2003) and Blanck (1998) as only a few employers have positive attitudes towards PWDs as they think
that performance of a person with a disability could be equal or sometime be better than other employees.
Since, only the HR representatives of small scale companies were positive about PWDs, it becomes
contradictory to one of the above mentioned literature findings. That is, there is no relationship between size
of the employer and their attitudes towards PWDs (Unger, 2002).
Five HR representatives out of eight, those who were bearing negative attitudes towards PWDs and their
abilities had previous experiences of working with PWDs whereas both the HR representatives who were
positive about PWDs did not have such an experience. This finding is inconsistent with some literature results.
As found by Unger (2002), employers who had previous experiences in managing workers with disabilities
reported more favorable attitudes towards PWDs.
Based on these findings, the researcher arrived at a conclusion that negative perceptions towards PWDs and
their abilities as a major factor that influences HR representatives for not hiring PWDs into their workforces.
But, there are employers who are positive about PWDs and their abilities. To some extent the size of the
employer affects on their attitudes towards PWDs because only HR representatives of small scale
organizations held positive views on PWDs. Further, HR representatives who have previous experiences of
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working with PWDs are negative about PWDs and their abilities whereas only HR representatives who did not
have prior experiences of working with PWDs were positive about PWDs and their abilities.
4.2.2 Additional cost
Four respondents out of ten HR representatives stated that, additional cost of hiring PWDs as a reason for not
hiring them. In other words, 40% of the interviewed sample of HR representatives mentioned that hiring PWDs
would incur additional cost and that is why they do not hire PWDs. For an instance, one respondent stated,
“It will be costlier for us to create a disabled friendly environment. For the physically handicapped,
they need ramps and other accessibility facilities and I think most of them require accommodation.
Therefore it is obvious that having them would definitely be a huge cost for us” (HRR1, retrieved from
the interview conducted on 16th August, 2013).
This finding is consistent with existing literature. Mendis (2003) has found that there is a perception among
employers that employing PWDs would incur ‘additional cost’ to them. According to Kaye et al. (2011), cost of
accommodation is one of the top three reasons which influence employers for not hiring PWDs (Kaye et al.,
2011; Panel on Labour Market Opportunities for Persons with Disabilities, 2013). Furthermore, most of the
employers think that PWDs do not perform well and they require extra supervision, again it would be another
addition to cost of the company (Panel on Labour Market Opportunities for Persons with Disabilities, 2013).
Hiring PWDs would incur some additional financial costs associated with physical adjustments to the
workplace building and equipments, workers compensation and occupational health and safety and additional
ongoing support (Human Rights and Equal Opportunity Commission, 2005; Maja et al., 2008). But this finding is
not parallel with some study results, as found by Unger (2002) hiring PWDs do not contribute to an increase in
any cost. However, PWDs should be provided with proper necessary accessibility according to the Protection
of the Rights of Persons with Disabilities Act No. 28 of 1996. According to this Act the regulations related to
accessibility shall be applicable to public buildings, public places and to places where common services are
available, to which buildings, places and services persons with disabilities have access. Therefore the cost of
arranging necessary accessible facilities is inevitable according to the regulations.
All four respondents who mentioned additional cost as a reason for not hiring PWDs, were HR representatives
of large scale (workforce with 150 or more employees) companies. But, none of the HR representatives of
large scale or medium scale companies mentioned additional cost as a reason for not hiring PWDs.
Based on these findings the researcher reached to conclusion that additional cost of hiring PWDs is a reason
for HR representatives for not hiring PWDs though it is not crucial as their negative perceptions. Yet, the
researcher has not been able to establish a relationship between the company size and tendency towards not
hiring PWDs based on the matter of additional cost.
4.2.3 Inability to measure PWDs’ abilities
Only three respondents out of ten HR representatives interviewed stated inability to measure PWDs’ abilities
as a reason for not hiring PWDs. In other words 30% of the sample of HR representatives cited inability to
measure PWDs’ abilities at the interview as a major reason for not having PWDs in their workforces. For an
instance, one respondent stated,
“We can’t have prejudgments at the interview that they would perform well in the future. Therefore
we don’t like to take that risk” (HRR4, retrieved from the interview conducted on 3rd September,
2013).
This finding is in line with existing literature. As found by Kaye et al. (2011), difficulty of assessing an applicant’s
ability to perform job tasks has been identified as a reason for not hiring PWDs (Kaye et al., 2011).
Two HR representatives from large scale companies and one HR representative from a medium scale company
have cited ‘inability to measure PWDs’ abilities’ as a reason for not hiring PWDs whereas none of the HR
representative of small scale companies mentioned it as a cause for them to not having PWDs in their
workforces.
With the help of these findings the researcher arrived at conclusion that inability to measure PWDs’ abilities is
also another factor that influences HR representatives for not hiring PWDs. Yet, the researcher has not been
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able to establish a relationship between the company size and the tendency towards not hiring PWDs based
on the matter of inability measure PWDs’ abilities. That is mainly because of not varying the responses of HR
representatives across the size of the company.
4.2.4 Legal constraints
Three respondents out of ten HR representatives pointed out legal constraints as a reason for not hiring PWDs.
Simply, 30% of the sample of HR representatives cited legal constraints as a reason for not having PWDs in
their workforce. The respondent expressed,
“Because, according to Sri Lankan labour laws we can’t fire them just because of not performing well
or due to their disabilities. Therefore before hiring them we have to consider more factors” (HRR1,
retrieved from the interview conducted on 16th August, 2013).
This finding is consistent with existing literature findings. As found by Kaye et al. (2011) employers cite legal
constraints as a reason for not hiring PWDs. As found by Maja et al. (2008) many employers assume that
people with disabilities have limited working capacity and it brings the problem that once a person with a
disability is employed it is difficult to terminate the contract due to their legal rights.
All three people who cited legal constraints as a reason for not hiring PWDs were HR representatives of large
scale companies. Any of the HR representatives of medium or small scale companies did not mention legal
constraints as a reason for not having PWDs in their workforces.
Based on these findings the researcher arrived at a conclusion that legal constraints are also another reason
that influences HR representatives for not hiring PWDs into their workforces. Yet, the researcher was not able
to establish a relationship between the company size and tendency towards not hiring PWDs based on the
matter of legal constraints. That is also mainly because of not being able to identify a variation of the
responses across the size of the company.
4.3 Other specific findings
4.3.1 Safety measures and employment of PWDs
In the absence of necessary safety standards it becomes unsafe to perform main job functions of a job (Equal
Employment Opportunity Trust, 2005). Two HR representatives (20% of the sample) interviewed mentioned
the absence of safety measures as a reason for not hiring PWDs. Emphasizing this factor one HR
representative stated,
“Actually they can’t work here, the work environment is not safe for them, and they might face
difficulties here” (HRR1, retrieved from the interview conducted on 16th August, 2013).
Aligning with these findings Panel on Labour Market Opportunities for Persons with Disabilities (2013)
remarked that “workers with disabilities should be placed in roles where safety is less of an issue because they
are more likely to have accidents” (p. 9).
On the other hand two unemployed PWDs (20% of the sample) also pointed out absence of necessary safety
measures as a barrier for them to find employment. This finding is also parallel existing literature. As per the
Panel on Labour Market Opportunities for Persons with Disabilities (2013) PWDs perceived safety issues as a
barrier in finding employment.
Based on these findings the researcher arrived at conclusion that, in addition to factors mentioned in
propositions, another factor could be identified as a barrier affecting PWDs in getting jobs and a factor
influencing HR representatives for not hiring PWDs into their workforces that is safety issues.
Proposition one (P1) was achieved to a greater extent through this study. 50% of PWDs interviewed mentioned
negative attitudes as a barrier in finding employment. 30% of PWDs mentioned discrimination as a barrier
where as 20% of PWDs pointed out, lack of qualifications as a barrier in getting jobs. And 50% of PWDs cited
accessibility barriers as an impediment in finding employment.
Proposition two (P2) was achieved to a greater extent through this study. 80% of HR representatives
interviewed pointed out their negative perception towards PWDs’ abilities as a factor influence them for not
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hiring PWDs. 40% of HR representatives mentioned additional cost as a factor for not hiring PWDs. 30% of the
sample indicated inability to measure PWDs’ abilities as a factor for getting PWDs into their workforce. 30% of
HR representatives mentioned legal constraints as a factor influence them for not hiring PWDs.
5. Conclusion and contribution
Emphasizing the concept of social inclusion which is crucial among emerging contemporary trends in the
labour market, this study attempts to explore the difficulties faced by people with disabilities in finding
employment while addressing the factors influences HR representatives or employers for not hiring PWDs into
their workforces. Based on literature findings the researcher was able identify four impediments as major
barriers for PWDs to find employment. They are negative attitudes, discrimination, lack of qualifications and
accessibility barriers. Further, based on literature findings four reasons could be identified as key factors
influence HR representatives for not hiring or employing PWDs into their workforces. They are negative
perceptions on PWDs’ abilities, additional cost, inability to measure PWDs’ abilities and legal constraints.
Study data was gathered through semi-structured in-depth interviews conducted covering two categories of
respondents, ten unemployed people with physical disabilities and ten HR representatives of selected private
sector organizations which do not have people with disabilities in their workforces. Study finding were
consistent with initially developed propositions which were based on existing literature. But, ‘negative
perceptions’ of HR representatives/employers could be identified as the major impediment that hiders PWDs
in acquiring jobs and on the other hand the major factor that influence HR representatives in hiring PWDs.
However, in addition to factors mentioned in propositions, ‘safety issues’ could be identified as another
impediment faced by PWDs in finding employment as well as a factor influencing HR representatives for not
hiring PWDs into their workforces.
6. Practical implications
Based on the findings and concluding remarks of the study, the researcher developed some implications that
can be incorporated by the Human Resources Managers for creating a competitive advantage through having
an inclusive and diverse workforce in their organizations. According to the Panel on Labour Market
Opportunities for Persons with Disabilities (2013), as our population ages and disability rates increase, it would
be clear that we cannot afford to exclude this group of working aged people with disabilities from the labour
force. Further according to Deloitte (2010) the talent market is shrinking hence, businesses must look for
talent in every corner in the community and PWDs are part of an untapped market which consists of people
with variety of skills at a variety of levels. Therefore hiring PWDs would create a competitive advantage to the
company. Thus, it would be better if PWDs can be provided with opportunities to show their abilities rather
than having prejudgements on their capabilities at interviews. Rather than striking only to their disabilities it is
important to identify PWDs’ abilities and hire the most suitable person to the vacant position regardless of
their disability. Changing employer attitudes can be a slower process (Murray & Heron, 2003). Therefore, HR
Managers can play a special role through informing success stories of PWDs to employers and current
employees to convince them about PWDs’ abilities. If there is an uncertainty about PWDs’ performance, it is
better to hire them on temporary bases and can have a better understanding about their abilities. It is
important to remember that disability is less important than the knowledge, skills and abilities of a person
when it comes to performing a job. Moreover, it is important to communicate straightforward with the
applicants with disabilities about what kind of special arrangements they expect from the company rather than
having presumptions on them.
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