Diversity in disability: leaders' accounts on inclusive employment in the Indian context
29 Apr 2021-Equality, Diversity and Inclusion: An International Journal (Emerald Publishing Limited)-
TL;DR: How disability type influences leaders' views on recruitment of persons with disabilities, in an under-researched study context of Indian organizations is highlighted.
Abstract: PurposeDespite several concerted efforts and directives, Indian organizations have a long road to travel with respect to the inclusion of persons with disabilities in the workforce. Disability taking different forms often impacts organizational decisions on employment and inclusion of persons with disabilities. Acknowledging the role of employers in improving their employment prospects, the purpose of this paper is to examine key factors that direct the decisions regarding targeted recruitment of persons with various types of disabilities.Design/methodology/approachThe exploratory study is based on thematic analysis of senior executives' accounts to examine the factors that direct their decisions pertaining to employment of persons with varied types of disabilities.FindingsFindings highlight organizational determinants that enable/disable employment of persons with varied types of disabilities. The organizational determinants reported are: knowledge about type of disability; work characteristics; accommodations based on type of disability; accessibility of physical infrastructure and external pressures; whereas, persons with orthopedic, vision, hearing and intellectual disabilities are represented in the employee base.Research limitations/implicationsThe present study contributes to employer perspectives on workplace disability inclusion toward understanding the nuances of organizational dynamics and human perceptions. Future studies could explore perspectives of other key stakeholders and the conditions under which organizational determinants are perceived as enabling or disabling.Originality/valueThe present study highlights how disability type influences leaders' views on recruitment of persons with disabilities, in an under-researched study context of Indian organizations.
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TL;DR: In this paper , the authors developed a relational, multilevel perspective of issues and challenges faced by individuals with schizophrenia in the work and career, and highlighted the interconnected nature of multi-level issues faced by schizophrenic individuals.
Abstract: PurposeDespite a plethora of research on diversity and inclusion, workplace-related issues pertaining to individuals with schizophrenia (SCZ) remain grossly underexplored. This paper seeks to develop a relational, multilevel perspective of issues and challenges faced by individuals with SCZ in the work and career.Design/methodology/approachThe research draws on the findings from in-depth, qualitative interviews with schizophrenic individuals, individuals’ family members, healthcare professionals and nongovernmental organization (NGO) representatives.FindingsThe findings highlight the interconnected nature of multilevel issues faced by schizophrenic individuals and indicate that at the societal level, social stigma, economic conditions and inadequate government policies are the key challenges faced by them. At the organizational level workplace support and job suitability and design affect individuals’ employment. At the individual level, self-stigma affects the employability in a negative way whereas personal motivation and resilience, family and social support and realization of illness are the facilitating factors.Originality/valueThe study adds to disability and diversity literature by developing a relational perspective that holistically captures the issues faced by schizophrenic individuals and suggests that the work and employment-related issues may be simultaneously addressed at multiple levels.
2 citations
TL;DR: In this paper , the authors examined the relationship between managerial views of RA availability and implementation ease on attitudes towards hiring PwD and highlighted the potential linkages between managerial perspectives on RA, PWC experiences in the organisation and the effectiveness of disability support and inclusion initiatives.
Abstract: PurposeManagers are responsible for implementing reasonable accommodation (RA) for people with disabilities (PwD). Yet, little is known about the extent to which managerial views of RA shape attitudes toward PwD. The study draws on conservation of resources (COR) and job demands and resources (JD-R) theories to examine the relationship between managerial views of RA availability and implementation ease on attitudes towards hiring PwD.Design/methodology/approachIn total, 162 full-time managers at a large New Zealand (NZ) healthcare organisation completed an online survey. Moderated multiple regressions were conducted to test the main effects and interactions between perceptions of RA process and attitudes towards hiring PwD.FindingsThe study results indicate that line managers held positive attitudes towards hiring PwD when they viewed RA implementation as easy, particularity around the provision of flexible work arrangements.Research limitations/implicationsThis study shows the importance of gaging managers' views of RA processes to understand their attitudes toward PwD and highlights potential linkages between managerial perspectives on RA, PwD experiences in the organisation and the effectiveness of disability support and inclusion initiatives.Practical implicationsRA availability from the organisation is insufficient to elicit positive managerial attitudes toward hiring PwD. Policies and procedures that reduce RA implementation complexity are expected to foster positive managerial attitudes toward PwD and improve employment outcomes for this employee group.Originality/valueThis study is the first to test how managerial attitudes towards hiring PwD are influenced by views of RA availability from the organisation and of RA implementation ease. It also provides a multidimensional measure that captures managerial views of RA availability from the organisation and RA implementation ease.
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TL;DR: The authors operationalize saturation and make evidence-based recommendations regarding nonprobabilistic sample sizes for interviews and found that saturation occurred within the first twelve interviews, although basic elements for metathemes were present as early as six interviews.
Abstract: Guidelines for determining nonprobabilistic sample sizes are virtually nonexistent. Purposive samples are the most commonly used form of nonprobabilistic sampling, and their size typically relies on the concept of “saturation,” or the point at which no new information or themes are observed in the data. Although the idea of saturation is helpful at the conceptual level, it provides little practical guidance for estimating sample sizes, prior to data collection, necessary for conducting quality research. Using data from a study involving sixty in-depth interviews with women in two West African countries, the authors systematically document the degree of data saturation and variability over the course of thematic analysis. They operationalize saturation and make evidence-based recommendations regarding nonprobabilistic sample sizes for interviews. Based on the data set, they found that saturation occurred within the first twelve interviews, although basic elements for metathemes were present as early as six...
12,951 citations
TL;DR: Investigating how stereotypes and emotions shape behavioral tendencies toward groups, offering convergent support for the behaviors from intergroup affect and stereotypes (BIAS) map framework finds emotions predict behavioral tendencies more strongly than stereotypes do and usually mediate stereotype-to-behavioral-tendency links.
Abstract: In the present research, consisting of 2 correlational studies (N = 616) including a representative U.S. sample and 2 experiments (N = 350), the authors investigated how stereotypes and emotions shape behavioral tendencies toward groups, offering convergent support for the behaviors from intergroup affect and stereotypes (BIAS) map framework. Warmth stereotypes determine active behavioral tendencies, attenuating active harm (harassing) and eliciting active facilitation (helping). Competence stereotypes determine passive behavioral tendencies, attenuating passive harm (neglecting) and eliciting passive facilitation (associating). Admired groups (warm, competent) elicit both facilitation tendencies; hated groups (cold, incompetent) elicit both harm tendencies. Envied groups (competent, cold) elicit passive facilitation but active harm; pitied groups (warm, incompetent) elicit active facilitation but passive harm. Emotions predict behavioral tendencies more strongly than stereotypes do and usually mediate stereotype-to-behavioral-tendency links.
1,438 citations
TL;DR: In this article, a model of factors thought to affect the treatment of disabled individuals in organizations is presented, which suggests that person characteristics (e.g., attributes of the disabled person, attributes of an observer), environmental factors (i.e., legislation), and organizational characteristics combine to affect how disabled individuals are treated 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.
583 citations
TL;DR: In this paper, the authors survey human resource professionals and supervisors working for employers known or reputed to be resistant to complying with the ADA's employment provisions and find that the principal barriers to employing workers with disabilities are lack of awareness of disability and accommodation issues, concern over costs, and fear of legal liability.
Abstract: Introduction Despite persistently low employment rates among working-age adults with disabilities, prior research on employer practices and attitudes toward workers with disabilities paints a generally rosy picture of successfully accommodated workers in a welcoming environment. Findings from previous studies might have been biased because of either employer self-selection or social desirability, yielding non-representative or artificially positive conclusions. Methods In this study, a novel approach was used to survey human resource professionals and supervisors working for employers known or reputed to be resistant to complying with the ADA’s employment provisions. Attendees of employer-requested ADA training sessions were asked to assess various possible reasons that employers in general might not hire, retain, or accommodate workers with disabilities and to rate strategies and policy changes that might make it more likely for employers to do so. Results As cited by respondents, the principal barriers to employing workers with disabilities are lack of awareness of disability and accommodation issues, concern over costs, and fear of legal liability. With regard to strategies employers might use to increase hiring and retention, respondents identified increased training and centralized disability and accommodation expertise and mechanisms. Public policy approaches preferred by respondents include no-cost external problem-solving, subsidized accommodations, tax breaks, and mediation in lieu of formal complaints or lawsuits. Conclusions Findings suggest straightforward approaches that employers might use to facilitate hiring and retention of workers with disabilities, as well as new public programs or policy changes that could increase labor force participation among working-age adults who have disabilities.
355 citations
TL;DR: This article reviewed and integrated literature on organizational impression management, recruitment, marketing, and social psychology and provided a framework to assist practitioners in attracting minority and female job applicants, and several avenues for future research are discussed.
Abstract: On account of a number of factors, many companies have increased recruitment targeting female and ethnic or racial minority job applicants. Despite evidence suggesting that these applicants are attracted by different factors than traditional applicants and an abundance of recruitment tactics suggested in the popular press, no empirically based approach to recruiting these populations has emerged. This article reviews and integrates literature on organizational impression management, recruitment, marketing, and social psychology and provides a framework to assist practitioners in attracting minority and female job applicants. In addition, several avenues for future research are discussed.
288 citations