Twenty-eight currently or recently employed adults with concealable impairments from a community in the United States completed semi-structured interviews to capture workers' perceptions of their internal and social experiences that contribute to their identity management decisions. Disability identity management strategies included effortful behaviors, such as avoiding relevant situations and using specific language to describe impairments. Participants suggested intraindividual factors (disability salience, disability strain) and environmental factors (disability stigma, ineffective social support) as primary reasons for their identity management decisions. The findings align with existing research on stigmatized identity management and consequences for well-being, together informing a proposed theoretical model. Conclusions invite policy change at national and organizational levels to account for intraindividual and environmental factors that may introduce barriers to disability disclosure and effective accommodation practices.
PurposeThe formal reporting of disability to an employing organization is inconsistent and likely an underestimate of the true numbers of workers with disabilities and the presence of various types of disabilities. This issue interferes with an organization's count of such workers, as well as efforts to set priorities and develop practices to support workers with disabilities. The authors argue that creating inclusive work environments not only improves worker well-being (as suggested in past research) but also improves their reactions to the process of formal reporting of disability in the workplace.Design/methodology/approachA sample of 160 working adults in the United States who reported disabilities or health conditions that may qualify as disabilities under the Americans with Disabilities Act (1990, as amended in 2008) completed a survey that measured perceptions of the workplace environment and reactions to a frequently used disability disclosure form.FindingsWhen controlling for age of respondents, anticipated disability stigma and inclusion in the workplace predicted different reactions to a disability disclosure request. Anticipated stigma was associated with more negative emotion, concerns about privacy and others' reactions to their responses on the disclosure form. Inclusion in the workplace was associated with higher ratings for appropriateness of the measure, positive emotion and less negative emotion.Originality/valueAlthough research has identified associations between workplace inclusion and general worker experiences, such as job satisfaction and intentions to quit, this work uncovers a benefit of inclusion to required measurement processes in organizations. The unique contributions of inclusion and implications for workplace practices are discussed.
El presente estudio muestra la opinión de estudiantes universitarios del Grado en Maestro en Educación Primaria en relación al uso de recursos audiovisuales, concretamente el vídeo, para el aprendizaje del método científico en la etapa de Educación Primaria. Se realiza un cuestionario, antes y después de la actuación y se comparan los datos a través del programa estadístico SPSS v.26. Los datos arrojan que existen diferencias significativas en cuestiones como la utilidad para los docentes, la inclusión o para trabajar la educación medioambiental. Además, se produce un avance de las medias (no significativo) en las demás cuestiones planteadas.
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