Being disabled, being a manager: ‘glass partitions’ and conditional identities in the contemporary workplace

Roulstone, Alan; Williams, Jannine

doi:10.1080/09687599.2013.764280

Cited by 47 publications

(42 citation statements)

References 23 publications

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“…While Rebecca saw this ad‐hoc arrangement as positive she was wary that should her line manager change, these ‘ informal privileges ’ may be removed and if she changed job she would be unlikely to secure such arrangements. This type of experience reflects the idea of ‘glass partitions’, where participants report being reluctant to move jobs because they may lose informal privileges or networks of support set up with colleagues (Roulstone and Williams ). The participants, in addition, reported that these informal RAs were often insufficient to meet their needs.…”

Section: Methodsmentioning

confidence: 99%

The implementation of equality legislation: the case of disabled graduates and reasonable adjustments

William

2016

Industrial Relations Journal

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Section: Methodsmentioning

confidence: 99%

The implementation of equality legislation: the case of disabled graduates and reasonable adjustments

William

2016

Industrial Relations Journal

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“…There are no statistics on where disabled people who work in TV are employed, although Vasey (1997: 138) comments, 'my suspicion is that the majority of those who do creative work … are working within disability-specific programming or at least got started there'. Many of the respondents reported in the present article had experience of working within such programming and it is argued that this separate sector was important in enabling people with disabilities to enter the industry, although it can ghettoize workers, forming a glass ceiling and a 'glass partition' (Roulstone and Williams, 2014) -a barrier to both vertical and horizontal career mobility.…”

Section: Systemic Disadvantage In the Creative Industriesmentioning

confidence: 97%

Macho, mobile and resilient? How workers with impairments are doubly disabled in project-based film and television work

Randle

Hardy

2016

Work, Employment and Society

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?? 2016. This is an Open Access article, distributed under the terms of the Creative Commons Attribution Non Commercial 3.0 (CC BY-NC 3.0) licence https://creativecommons.org/licenses/by-nc/3.0/ The final, definitive version of this paper has been published by SAGE Publishing in Work, Employment and Society, first published June 9, 2016 and is available on line via doi: 10.1177/0950017016643482 Keith Randle is Professor of Work and Organisation at the Hertfordshire Business School, UK. He has a particular interest in exclusion and inequalities in the creative and cultural industries internationally and has published widely on work and employment in the film and television industries. In 2013 he co-established the interdisciplinary Creative Economy Research Centre (CERC) at the University of Hertfordshire with the aim of bringing together research interests in Business, Humanities and the Creative Arts. Dr Kate Hardy is a Lecturer in Work and Employment Relations at the University of Leeds. Her research interests include paid and unpaid work; gender; agency; the sex industry; materialist feminism; collective organising; political economy; the body; disability and theorising work and employment. Her work has been widely published academically and disseminated through radio and news media. She has co-authored a monograph with Teela Sanders, entitled ???Flexible Workers: labour, regulation and the political economy of stripping industry???. Kate is committed to developing methodologies which work alongside research participants, in order to undertake socially and politically transformative research.Inequalities in the creative industries are known to be persistent and systemic. The model of production in UK film and television (UKF&TV) is argued to exclude on the basis of gender, race and class. This article considers a social category that has been overlooked in these debates: disability. It argues that workers with impairments are ???doubly disabled??? ??? in both the labour markets and labour processes of UKF&TV. It concludes that disability cannot simply be incorporated in an additive way in order to understand the exclusion of these workers, but that they face qualitatively different sources of disadvantage compared with other minorities in UKF&TV workplaces. This has negative implications for workers with impairments in other labour markets, as project and network-based freelance work, a contributor to disadvantage, is seen as both increasingly normative and paradigmatic

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“…The term 'disability' is still sometimes equated with a lack of ability to gain senior positions in employment (Hansen 2008;Roulstone and Williams 2014), and nowhere is this more so than in universities, where the 'hierarchies in higher education [are] based on the pervasive construct of normalcy' (Taylor and Shallish 2019, p. 2). Power structures are endemic in most organisations, but in universities, the elite status of a senior academic may be combined with the power of management, and power can play out in subtle ways (Fleming and Sturdy 2009;Hancock and Tyler 2009).…”

Section: Disability In Higher Educationmentioning

confidence: 99%

The insider view: tackling disabling practices in higher education institutions

Merchant¹,

Read

D'Evelyn

et al. 2019

High Educ

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This paper reports on research about the experiences of disabled staff members in UK universities, drawing on eleven semi-structured interviews with disabled staff in one university, alongside a group auto ethnography conducted by the first four authors, all of whom identified as disabled academics. Disability is generally considered to be predominantly an issue for students, both in practice and in the literature. By contrast, taking a social practice approach, we focused on the barriers faced by disabled employees, both overt and hidden. We found that disability was still viewed as a medical problem, and that disabled members of staff faced considerable extra labour in organising their own supports. We were often made to feel that we were unwanted and that we were 'misfits' in the institution. This paper contributes to theory by showing how social practices can become exclusionary, and how interconnections between practices matter. We discuss ways in which ableism, based on the ideal of 'individual' excellence, creates barriers for disabled staff. In the global context of Higher Education, the increasing marketization of universities in higher income countries creates a difficult climate for the values of inclusion.

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Being disabled, being a manager: ‘glass partitions’ and conditional identities in the contemporary workplace

Cited by 47 publications

References 23 publications

The implementation of equality legislation: the case of disabled graduates and reasonable adjustments

The implementation of equality legislation: the case of disabled graduates and reasonable adjustments

Macho, mobile and resilient? How workers with impairments are doubly disabled in project-based film and television work

The insider view: tackling disabling practices in higher education institutions

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