Inclusion of professionals with disabilities in the workplace: challenges for the Human Resources Management

Soares, Eva Bessa

doi:10.1590/0104-530x-2871-19

Cited by 4 publications

(4 citation statements)

References 6 publications

(17 reference statements)

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“…36 articles discussed practices aimed at workers with disabilities (e.g., physical, intellectual, or developmental disabilities), which aligns with previous research that shows that wider conceptualisations of vulnerable workers (e.g., including migrant workers) have received little to no attention in relation to the employer's perspective [3]. The remaining two articles discussed long-term unemployed workers [56] and loweducated workers [87]. Even though explicit search terms were used for migrant, articles were not retrieved, even after additional searches.…”

Section: Resultsmentioning

confidence: 57%

“…The 38 articles that were included in the review applied different methodologies: 18 articles described quantitative studies [55][56][57][58][59][60][61][62][63][64][65][66][67][68][69][70][71][72], 16 articles described qualitative studies [73][74][75][76][77][78][79][80][81][82][83][84][85][86][87][88] and four studies applied mixed methods [89][90][91][92]. An overview of the articles, structured by methodology and listed from highest quality to lowest quality, can be found in Tables 1, 2 and 3.…”

Section: Resultsmentioning

confidence: 99%

“…Additionally, accessibility practices were indicated to be important accommodations [84]. Examples were adapted formats of communication, accessible elevators, washrooms, parking, handrails, ramps, transportation, technical aids at work, improved infrastructure, and adapted lighting [59,62,68,70,71,75,77,79,87,89,91,92]. In line with this, adapted furniture or equipment was indicated to be important for safety and attractiveness of the workplace [61,70,72,78].…”

Section: Job Accommodations and Redesign Of Workmentioning

confidence: 99%

“…Openness and supportiveness, however, were not significantly related to turnover of persons with disabilities. Other supportive cultural practices were encouragement, positive reinforcement, redirection, a stimulating and accepting atmosphere with open communication, inclusion in customs and social opportunities, supported socialisation, demonstrating genuine care about the well-being of employees and credible and equitable treatment of persons with disabilities [66,74,78,85,87,90,91].…”

Section: Supportive Culturementioning

confidence: 99%

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Organisational Policies and Practices for the Inclusion of Vulnerable Workers: A Scoping Review of the Employer’s Perspective

et al. 2022

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Purpose Current models of inclusive workplaces are primarily based on the perceptions of vulnerable workers, whereas attention for employer’s perceptions is lacking. This scoping review addresses this issue by mapping the literature that covers employer’s perceptions on the application and importance of organisational policies and practices aimed at the inclusion of vulnerable workers. Methods A literature search for qualitative and quantitative research articles was conducted in MEDLINE, Scopus, ProQuest, PsychInfo, Google Scholar and Web of Science. Studies were included when (a) they reported on practices aimed at the inclusion, participation, or rehabilitation of (b) workers with disabilities, a low education or migration background, or who were long-term unemployed, and (c) were based on samples of employers or their representatives. Results The search resulted in 3,134 articles. In total, 38 articles met the inclusion criteria of this study. We identified seven types of inclusive practices to stimulate the inclusion of vulnerable workers that employers applied and/or perceived as valuable: senior management commitment, recruitment and selection, performance management and development practices, job accommodations and redesign of work, supportive culture, external collaborations with other employers, and monitoring. Conclusions Our review identified seven categories of inclusive practices that pertain to all stages of the employee journey of vulnerable workers. These categories move beyond those reported in studies based on employee samples, for instance by highlighting the importance of monitoring and collaborations with other employers. Hence, our findings stress that insight into employers’ perceptions about effective measures is crucial to increase labour market participation of vulnerable groups.

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Section: Resultsmentioning

confidence: 57%

Section: Resultsmentioning

confidence: 99%

Section: Job Accommodations and Redesign Of Workmentioning

confidence: 99%

Section: Supportive Culturementioning

confidence: 99%

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Organisational Policies and Practices for the Inclusion of Vulnerable Workers: A Scoping Review of the Employer’s Perspective

et al. 2022

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Advancing Inclusivity in HRM: A Proposition by a Disability Rights Advocate

Hussain,

Muhammad

2024

South Asian Journal of Human Resources Management

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This interview features a prominent disability rights advocate who has been instrumental in shaping the discourse on inclusive human resource management (HRM) in Pakistan. With over two decades of experience in the Disability Movement and a personal background of physical disability, the interviewee offers valuable insights into advancing disability inclusion through HRM policies and practices in the region. The interview delves into the advocate’s perspectives on various issues, including raising organisational awareness, recruiting and retaining employees with disabilities, identifying policy gaps, fostering effective collaborations between HR professionals and disability networks, and introducing innovations in workplace accommodations. It underscores the pressing need for tailored training, improved legal compliance, proactive accessibility audits and continuous engagement with the disability community to foster cultural shifts within organisations. The advocate substantiates her recommendations with illustrations of disability inclusion initiatives, such as internship programmes and partnerships with disabled people’s organisations, that serve as exemplary models. The interview provides a unique perspective on how South Asian and Pakistani organisations can harness the lived experiences and expertise of advocates to advance towards equitable, rights-based HRM that empowers employees with disabilities. The discussion provides valuable perspectives and insights for translating disability rights commitments into tangible strategies for HR practitioners.

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The Marketing of All Things

Márquez¹

2021

JMBE

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In a context marked by a changing reality, where technology bursts in with increasing force and business models are increasingly disruptive, the university and marketing are faced with the challenge of adapting to future groups of professionals to the new demands. It is a text that tries to combine all the aspects that come together in the material and human development of a society that transfers the demand for a highly personalized treatment and that puts endless data, derived from their daily routines, collected thanks to the Internet of Things and that allows differentiating new lover profiles, paradoxically from their intimacy and who prefer to be identified by their psychological age and not by their numerical age. A point of view for which universities must be prepared and go further, since they must focus on the internationalization and social inclusion of workers, in light of the concepts of training and freedom. Resumen En un panorama marcado por una realidad cambiante, donde la tecnología irrumpe cada vez con mayor fuerza y los modelos de negocio cada vez son más disruptivos, a la universidad y al marketing se les presenta el reto de adaptar a las futuras hornadas de profesionales a las nuevas demandas. Se trata de un texto que trata de aunar todas las vertientes que confluyen en el desarrollo material y humano de una sociedad que traslada la exigencia de un trato muy personalizado y que pone al servicio de los especialistas en marketing un sinfín de datos, derivados de sus rutinas diarias, recabadas gracias al Internet of Things y que permite diferenciar nuevos perfiles amantes, paradójicamente de su intimidad y que prefieren ser identificados por su edad psicológica y no por su edad numérica. Un punto de vista para el que las universidades deben estar preparadas e ir más allá, ya que deben poner el foco en la internacionalización e inclusión social de los trabajadores, a la luz de los conceptos de capacitación y libertad.

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Inclusion of professionals with disabilities in the workplace: challenges for the Human Resources Management

Cited by 4 publications

References 6 publications

Organisational Policies and Practices for the Inclusion of Vulnerable Workers: A Scoping Review of the Employer’s Perspective

Organisational Policies and Practices for the Inclusion of Vulnerable Workers: A Scoping Review of the Employer’s Perspective

Advancing Inclusivity in HRM: A Proposition by a Disability Rights Advocate

The Marketing of All Things

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