Corporate culture and the employment of persons with disabilities

Schur, Lisa; Kruse, Douglas; Blanck, Peter

doi:10.1002/bsl.624

Cited by 219 publications

(205 citation statements)

References 31 publications

(34 reference statements)

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“…People with disabilities experience barriers to structural, organizational and individual access to employment (Hogan et al 2012;Schur et al 2009;Schur, Kruse & Blanck 2005). To attempt to address the barriers, various methods for supporting people with disabilities in their search for employment are used in the area of vocational rehabilitation.…”

Section: Supported Employmentmentioning

confidence: 99%

Supported Employment and Social Inclusion – Experiences of Workers with Disabilities in Wage Subsidized Employment in Sweden

Gustafsson¹,

Peralta²,

Danermark

2018

Scandinavian Journal of Disability Research

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Labour market policies targeting people with disabilities primarily focus on establishing a working life based on reaching and procuring employment. Less attention is directed towards the qualitative aspects of working conditions or opportunities to retain employment. This study seeks to examine how people with disabilities who, with the help of Supported Employment (SE) methods, are establishing themselves in the labour market, experience social inclusion at their workplaces and how their working conditions influence their experiences with social inclusion. Data were collected in semi-structured interviews. Two themes were prominent in the interviewees' experiences with social inclusion: the importance of being a valued worker and the sense of social belonging. Competence is important to feeling valued, as is working in fair working conditions. Disclosure of disability often helps to create fairness. The sense of social belonging arises from natural support and mattering to others. Important conditions that increase social inclusion are job-matching and natural support. The SE method can therefore contribute to the creation of social inclusion by ensuring that the matching process is well thought out and by utilizing strategies for inclusion, such as encouragement of natural support.

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Section: Supported Employmentmentioning

confidence: 99%

Supported Employment and Social Inclusion – Experiences of Workers with Disabilities in Wage Subsidized Employment in Sweden

Gustafsson¹,

Peralta²,

Danermark

2018

Scandinavian Journal of Disability Research

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“…In a number of surveys, employers have expressed negative attitudes about employing people with mental illnesses (Ozawa & Yaeda, 2007;Stuart H, 2007). Employer attitudes and unwelcome corporate cultures reflecting stigma and prejudice against mental illness may constrain employment opportunities for this group (Dixon, Kruse, & Van Horn, 2003;Domzal, Houtenville, & Sharma, 2008;Schur, Kruse, & Blanck, 2005). To avoid stigma, people with mental illnesses may try to continue to work despite having symptoms, and the majority do not seek help (Zhang, Rost, Fortney, & Smith, 1999).…”

Section: Discussionmentioning

confidence: 99%

Knowledge and Attitudes about Schizophrenia among Employers in Japan

Yoshii¹,

Mitsunaga²,

Saito³

2017

GJHS

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Purpose: A high percentage of schizophrenia patients cannot find work. If these patients are to find long-term employment, it is essential that employers understand schizophrenia. Therefore, this study aimed to assess knowledge and attitudes about schizophrenia among employers in Japan. Methods:A total of 1877 executives were recruited from private companies to examine knowledge and attitudes about schizophrenia, awareness of employment support, and likelihood of hiring schizophrenic patients. Higher scores indicated greater knowledge and/or higher levels of stigma.Results: Small-scale entrepreneurs were significantly less likely to believe that they might be able to employ a schizophrenia patient. They tended to regard mentally ill people, including schizophrenia patients, as dangerous, despite having little or no contact with them. Basic knowledge of schizophrenia was significantly higher (p = 0.001) and average scores on a number of attitude measures significantly lower (p = 0.001) for employers who said they might employ people with schizophrenia than those that didn't. More than 83.5% of respondents were unaware of support available for people with mental illnesses. Half expressed desire for support from outside agencies in hiring and ongoing employment of people with schizophrenia. Conclusions:This study identified a particular group of employers who were very unlikely to employ anyone with schizophrenia. This might enable targeted interventions to change attitudes among this group. Also found was a widespread lack of knowledge of support available for employers and employees, suggesting that more public information about this may be helpful in increasing employment among those with mental health problems.

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“…Many studies support the idea that a organizational culture is important for how employers treat employees with disabilities (Butterworth, Whitney-Thomas, & Shaw, 1997;Ellison, Russinova, MacDonald-Wilson, & Lyass, 2003;Gates, 2000;Schur, Kruse, & Blanck, 2005). For example, Gilbride, Stensrud, Vandergoot, and Golden (2003) identified various organizational characteristics related to better treatment of employees with a disability including flexible management style, employers focused on worker performance rather than disability, and senior management expecting and rewarding diversity.…”

Section: Contextual and Organizational Factorsmentioning

confidence: 98%

Workplace Accommodations for Employees with Disabilities: A Multilevel Model of Employer Decision-Making

Telwatte¹,

Anglim²,

Wynton³

et al. 2017

Preprint

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Purpose: Existing research suggests that the decision to grant or deny workplace accommodations for people with disabilities is influenced by a range of legal and non-legal factors. However, less is known about how these factors operate at the within-person level. Thus, we proposed and tested a multilevel model of the accommodation decision-making process, which we applied to better understand why people with psychological disabilities often experience greater challenges in obtaining accommodations. Method: A sample of 159 Australian adults, composed mostly of managers and HR professionals, read 12 vignettes involving requests for accommodations from existing employees. The requests differed in whether they were for psychological or physical disabilities. For each vignette, participants rated their empathy with the employee, the legitimacy of the employee's disability, the necessity for productivity, the perceived cost, and the reasonableness, and indicated whether they would grant the accommodation. Results: Multilevel modeling indicated that greater empathy, legitimacy, and necessity, and lower perceived cost predicted perceptions of greater reasonableness and greater granting. Accommodation requests from employees with psychological disabilities were seen as less reasonable and were less likely to be granted; much of this effect seemed to be driven by perceptions that such accommodations were less necessary for productivity. Ratings on accommodations were influenced both by general between-person tendencies and within-person appraisals of particular scenarios. Conclusions: The study points to a need for organizations to more clearly establish guidelines for how decision-makers should fairly evaluate accommodation requests for employees with psychological disabilities and disability more broadly.1 APA owns the copyright to this work. This article may not exactly replicate the authoritative document published in the APA journal. It is not the copy of record. The link provided by the above doi links to the copy of record.2 Apsara Telwatte, Jeromy Anglim, Sarah K. A. Wynton, and Richard Moulding School of Psychology, Deakin University, Geelong, Australia. Correspondence concerning this article should be addressed to Jeromy Anglim, School of Psychology, Deakin University, Locked Bag 20000, Geelong, 3220 Australia. Email: jeromy.anglim@deakin.edu.au WORKPLACE ACCOMMODATIONS 2 Keywords: accommodations, disability, psychological disability, discrimination, vignettes Impact (Point 1) Only limited research has examined employer decision-making behavior when evaluating workplace accommodations and less is known about the disability and accommodation characteristics that influence the employer decisionmaking process. This current study offers several advances over existing research including (a) a non-student sample of human resource professionals and managers, (b) responses in relation to a large number of accommodation scenarios, (c) measurement of employer characteristics, and (d) a multilevel modeling approac...

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Corporate culture and the employment of persons with disabilities

Cited by 219 publications

References 31 publications

Supported Employment and Social Inclusion – Experiences of Workers with Disabilities in Wage Subsidized Employment in Sweden

Supported Employment and Social Inclusion – Experiences of Workers with Disabilities in Wage Subsidized Employment in Sweden

Knowledge and Attitudes about Schizophrenia among Employers in Japan

Workplace Accommodations for Employees with Disabilities: A Multilevel Model of Employer Decision-Making

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