Career Management Strategies of People With Disabilities

Abstract

People with disabilities (PWD) tend to experience less career success than their counterparts without a disability, and their talent and skill remain underutilized. Disability literature also outlines various barriers to careers of PWD. Yet there are those who successfully manage their careers. Our aim in the present interview‐based study was to understand which strategies PWD engage in to manage their careers proactively. Findings indicate that strategies include maintaining a positive mind‐set; trouncing competence stereotypes by sensitizing people to their ability through learning and applying new skills, and by seeking feedback; engaging in disability advocacy to remove performance myths; and building, leveraging, and contributing to disability networks. We noted gender and tenure differences with regard to strategies employed. Findings imply that career objectives of PWD are not those traditionally expected or lauded by organizations, and motivations for career self‐management are unique to PWD as compared to those without a disability. © 2014 Wiley Periodicals, Inc.

On the treatment of persons with disabilities in organizations: A review and research agenda

“…As another example, research does not always provide a conclusive answer about how much of the wage difference of persons with and without disabilities can be explained by health limitations versus discrimination (see DeLeire, ). We also cannot yet state whether the strategies and tactics of employees with disabilities have any discernible impact on diverse organizational stakeholders (Kulkarni & Gopakumar, ). The same can be said about the understudied role of trade unions, which have the potential to affect workplace outcomes (Richards & Sang, ).…”

The Tyranny of Fit: Yet another Barrier to Mainstream Employment for Disabled People in Sheltered Employment

“…If motivation to leave sheltered employment can come from realistic job aspirations, then the authors suggest that the tyranny of job fit prevents disabled people from improving their opportunities for mainstream employment. New programmes are required to encourage disabled people to manage their career (Kulkarni and Gopakumar ). Such a move goes back to the early intentions of sheltered employment (NDRN ): to offer disabled people paid work opportunities.…”

“…If disabled people could get the help they need, they might set goals, explore options and formulate plans for the future (Kulkarni and Gopakumar : 447). Sheltered employment is comfortable, but often viewed as exploitative and destructive, for example offering low wages and being detrimental to individuals’ self‐esteem as they compare themselves to others in and outside their workplace (NDRN ; Kulkarni and Gopakumar ). Aspirations are as important for disabled people's career development as for non‐disabled people (Tuckerman et al .…”

“…All people are entitled to be supported to live the life they value (Commonwealth of Australia : 96). But satisfactory career outcomes for most disabled people seem unlikely because they have fewer opportunities than non‐disabled people to develop beyond the jobs they do have (Kulkarni and Gopakumar : 449).Hypothesis Better fit can reduce aspirations for jobs beyond sheltered employment by increasing disabled employees’ intentions to stay in sheltered employment.…”

“…Agencies can also support disabled people to develop and achieve their own employment goals (NDRN : 43). Providing assistance to disabled people so they can self‐manage their own careers, rather than job placements will place employment choice and control back into their hands (Kulkarni and Gopakumar ).…”