Employment of Persons With Disabilities as a Corporate Social Responsibility Initiative: Necessity and Variants of Implementation

Miethlich, Boris; Šlahor, Ľudomír

doi:10.12955/cbup.v6.1181

Cited by 17 publications

(27 citation statements)

References 28 publications

(74 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Vocational rehabilitation is also an interesting way of recruiting and retaining staff (Miethlich and Slahor, 2018a). The employment of PWD has similar advantages in this respect (Miethlich, 2018). PWD are very loyal and committed employees and change jobs less often, reducing staff turnover.…”

Section: Csr As a Competitive Advantagementioning

confidence: 99%

“…Only if customer needs are met effectively, profitably, and better than by competitors, a real competitive advantage can be created (Papulova and Papulova, 2006). A commitment to the employment of PWD can help develop a better understanding of the needs and concerns of customers with disabilities (Miethlich, 2018;Seino et al, 2017). Till this day, PWD with the same professional qualifications as persons without disabilities have lower career prospects (Lindsay et al, 2018; Berthoud, 2008) and are disproportionately affected by unemployment (Markel and Barclay, 2009).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

The Employment of Persons with Disabilities as a Strategic Asset: A Resource-Based-View using the Value-Rarity-Imitability-Organization (VRIO) Framework

Miethlich¹,

Oldenburg²

2019

JEERBE

Self Cite

View full text Add to dashboard Cite

Till today most companies seem to ignore the potential of persons with disabilities (PWD) as customers and as employees. PWD represent a largely untapped market and customer segment worldwide, as well as an enormous untapped pool of potential workforce. Although it is generally agreed upon that PWD employment can bring many benefits to companies, the effects and the possibly resulting competitive advantages have rarely been empirically investigated. This article aims to analyze the competitive implications of the employment of PWD, as part of the corporate social responsibility (CSR) strategy. The research is based on a literature review. The selected literature was evaluated regarding the competitive advantage using the value-rarity-imitability-organization (VRIO) framework. The results show that the employment of PWD is valuable, rare, and costly to imitate. If a company succeeds in using this resource effectively, it can lead to sustainable competitive advantages. However, an established corporate culture is a mandatory prerequisite to integrate PWD successfully and therefore represents an imitation barrier. The promotion of the employment of PWD facilitates access to a large, untapped pool of workers and can contribute to avoiding a future shortage of skilled workers. The employment of PWD does not wear off as a human resource. Furthermore, the concept can be transferred to different technologies, products, and markets. The sensitivity gained inside the company by employing PWD can open opportunities to access new markets and customer segments. Therefore, the employment of PWD, as part of the value creation strategy, is a strategic asset that can make a long-term contribution to the company's success and thus represent a sustainable competitive advantage.

show abstract

Section: Csr As a Competitive Advantagementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The Employment of Persons with Disabilities as a Strategic Asset: A Resource-Based-View using the Value-Rarity-Imitability-Organization (VRIO) Framework

Miethlich¹,

Oldenburg²

2019

JEERBE

Self Cite

View full text Add to dashboard Cite

show abstract

“…This is an exclusively voluntary social commitment of a company. Overall, vocational rehabilitation and the employment of people with disabilities are important social concerns that companies must address as part of their CSR strategy (Miethlich & Slahor, 2018;Kuznetsova, 2012). For companies, disability is a sensitive element of their CSR strategy and is addressed very differently.…”

Section: The Importance Of Addressing Vocational Rehabilitation As Pamentioning

confidence: 99%

“…Vocational rehabilitation should be described in concrete terms in the CSR strategy; a commitment alone is not sufficient (Miethlich & Slahor, 2018;Fasciglione, 2015;Kuznetsova, 2012). The procedure and the course of vocational rehabilitation in the company should be recorded in RTW policies or a separate guideline or process (Gensby et al, 2014).…”

Section: Implementation Of Vocational Rehabilitation As Part Of the Cmentioning

confidence: 99%

Creating Shared Value Through Implementing Vocational Rehabilitation In The Corporate Social Responsibility Strategy: A Literature Review

Miethlich¹,

Šlahor²

2018

Sciemcee

Self Cite

View full text Add to dashboard Cite

After an accident or illness, it may be difficult or even impossible to return to work. Although occupational safety and health (OHS) are essential elements of corporate social responsibility (CSR), support for employees returning to work or vocational rehabilitation are rarely part of the CSR strategy. The aim of this paper is to assess and synthesize the current state of research of vocational rehabilitation in the context of CSR. A literature analysis was conducted to examine the need to address vocational rehabilitation as part of the CSR strategy as well as the existing approaches for implementation. Vocational rehabilitation is an important part of a company's social responsibility towards its employees as well as towards society. The promotion of vocational rehabilitation should be an essential element of the CSR strategy and can create shared value. However, a commitment to vocational rehabilitation alone is not enough; the commitment must be explicitly described and go beyond the legal minimum. That can be done, for example, through return-to-work (RTW) policies, proactive initiation and coordination of the rehabilitation process, the adaptation of the workplace and work activities, the institutionalization of sheltered workplaces, and a specialist unit for vocational rehabilitation within the company. Particularly access for external persons to the company's sheltered workplaces, internships or entry-level positions is a critical aspect for substantially promoting vocational rehabilitation and achieving additional shared value. Vocational rehabilitation as part of the CSR strategy must continue to be examined empirically, in particular "best practice" approaches from business practice.

show abstract

“…Returning to the company, even to a different or possibly adapted workplace, also enables the person concerned to continue to be formally and informally involved in the business [16]. Often, however, there are no suitable alternatives to work within the company and a person affected is dependent on being given a chance in another company despite any impairments [17].…”

Section: Introductionmentioning

confidence: 99%

Disability as a Blind Spot in Sustainability Frameworks and Standards

2019

IJRTE

View full text Add to dashboard Cite

After an accident or illness, returning to work can be difficult or even impossible. Although Occupational health and safety (OHS) is an important and central element of Corporate social responsibility (CSR) and is included in all international CSR frameworks and standards as well as in most CSR strategies of companies, in the event that an employee becomes ill or has an accident and then needs support in returning to work or vocational rehabilitation, it is rarely a part of CSR strategies. Vocational rehabilitation as an element of CSR has also received little attention in the literature so far. The aim of this study is therefore to examine whether and to what extent vocational rehabilitation and also the employment of people with disabilities are taken into account in the popular CSR frameworks and standards. The research is based on a comprehensive search of published peer-reviewed literature. For the in-depth analysis, the most popular CSR frameworks, guidelines, firms' rating indices, management systems and certification schemes were selected and evaluated, using deductive content analysis. The results of the analysis show that although OHS is a central topic in all international CSR frameworks and standards, vocational rehabilitation and the employment of people with disabilities, or rather disability in general, are not taken into account. The conclusion suggests that the promotion of vocational rehabilitation and the employment of people with disabilities can be substantially promoted by implementation and consideration in CSR frameworks and standards. Irrespective of this, the implementation of vocational rehabilitation and the employment of people with disabilities as part of the CSR strategy and its implementation in business practice should be further investigated.

show abstract

Employment of Persons With Disabilities as a Corporate Social Responsibility Initiative: Necessity and Variants of Implementation

Cited by 17 publications

References 28 publications

The Employment of Persons with Disabilities as a Strategic Asset: A Resource-Based-View using the Value-Rarity-Imitability-Organization (VRIO) Framework

The Employment of Persons with Disabilities as a Strategic Asset: A Resource-Based-View using the Value-Rarity-Imitability-Organization (VRIO) Framework

Creating Shared Value Through Implementing Vocational Rehabilitation In The Corporate Social Responsibility Strategy: A Literature Review

Disability as a Blind Spot in Sustainability Frameworks and Standards

Contact Info

Product

Resources

About