HRM practices that support the employment and social inclusion of workers with an intellectual disability

Meacham, Hannah; Cavanagh, Jillian; Shaw, Amie; Bartram, Timothy

doi:10.1108/pr-05-2016-0105

Cited by 51 publications

(65 citation statements)

References 56 publications

(120 reference statements)

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“…Next, creating an environment that is both healthy and safe to applicants with a disability is essential (Bengisu & Balta, 2011). Research has shown emotional support from peers and supervisors play an integral role in the success of a proposed work task (Kulkarni and Lengnick-Hall, 2011; Hedley et al, 2017; Meacham, Cavanagh, Shaw, & Bartram, 2017), and can serve as an important role in reducing social isolation (Vornholt, Uitdewilligen, & Nijhuis, 2013) for individuals with a disability. As such, organizations and their staff need to facilitate an environment that is both open and supportive of diversity through social responsibility policies, practices, and initiatives (Meacham et al, 2017: 1477).…”

Section: Discussion Questionsmentioning

confidence: 99%

“…Research has shown emotional support from peers and supervisors play an integral role in the success of a proposed work task (Kulkarni and Lengnick-Hall, 2011; Hedley et al, 2017; Meacham, Cavanagh, Shaw, & Bartram, 2017), and can serve as an important role in reducing social isolation (Vornholt, Uitdewilligen, & Nijhuis, 2013) for individuals with a disability. As such, organizations and their staff need to facilitate an environment that is both open and supportive of diversity through social responsibility policies, practices, and initiatives (Meacham et al, 2017: 1477). As seen during the ice breaker, Julie used self-deprecating humour to generate social engagement along with the trainers interjecting with phrases of encouragement (e.g., ‘that's wonderful!’ or ‘that's really exciting!’).…”

Section: Discussion Questionsmentioning

confidence: 99%

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The DXC technology work experience program: disability-inclusive recruitment and selection in action

Carrero

Krzeminska²,

Härtel

2019

Journal of Management & Organization

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With the rapid advancement of innovative technology, coupled with IT being a core function in contemporary business, there has been an upward trend of multi-national companies (MNCs) reporting a skill deficit in areas such as data analytics and cybersecurity (Columbus, 2017. IBM predicts demand for data scientists will soar 28% By 2020. Forbes; NeSmith, 2018. The cybersecurity gap is an industry crisis. Forbes). In a recent survey with over 3,000 CIOs, 65% indicated their organizations were unable to maintain par with the progression of technology in areas such as data analytics and security due to a lack of adequate talent (Harvey Nash & KPMG, 2018. CIO survey 2018). Although, organizations have recently started to expand their talent pipeline following a neurological breakthrough: research as well as anecdotal evidence suggests adults with mild forms of autism display above-average intelligence, increased attention focus, and high visual–spatial abilities; a combination in high market demand for roles such as software testing, data analysis, cybersecurity, and engineering due to their uncanny ability with pattern recognition, information processing, analytics, and attention to detail.These auspicious developments come at the helm of an increasing rate of governments around the world implementing provisions to their labour regulations towards equitable hiring of people with disabilities (Myors et al., 2017. Perspectives from 22 countries on the legal environment for selection. Handbook of Employee Selection. 659–677. Research Collection Lee Kong Chian School of Business.). Some, such as France, Japan, Kenya, Korea, and Taiwan, have gone so far as to set quota targets (Myors et al., 2017. Perspectives from 22 countries on the legal environment for selection. Handbook of Employee Selection. 659–677. Research Collection Lee Kong Chian School of Business.). The implication for organizations is that they need to develop disability-inclusive recruitment and selection systems along with work designs and environments that are disability friendly. But what does this mean in practice? What does a disability-inclusive recruitment and selection system look like?Enter DXC Technology (DXC): born out of a merger between global conglomerate Computer Science Corporation and Hewlett Packard Enterprise, generating close to $25 billion annually in revenue, with clients across more than 70 countries, they strategically became a pioneer in the digital transformation that was taking place globally. In the wake of the breakthrough in employment diversity, DXC recognized this as an opportunity to gain a critical edge within the increasingly competitive talent pool market. First, design a program of their own for recruiting and selecting adults with high functioning autism. Next, through a collaboration with various universities including the University of Queensland and Macquarie University, Neurodiversity Hubs were established; an initiative designed to assist neurodivergent students with obtaining work experience and internships. In doing so, they faced the following key challenges: How could they design a recruitment and selection strategy for neurodivergent individuals that was equitable, ethical, and efficient? In particular, where could they find suitable neurodivergent candidates, what criteria should they use to select them, and how should they handle unsuccessful candidates to ensure beneficial outcomes for all stakeholders?

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Section: Discussion Questionsmentioning

confidence: 99%

Section: Discussion Questionsmentioning

confidence: 99%

The DXC technology work experience program: disability-inclusive recruitment and selection in action

Carrero

Krzeminska²,

Härtel

2019

Journal of Management & Organization

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“…Although there is some research on the inclusion of people with SND in the workplace (e.g. Dwertmann and Boehm, 2016;Meacham, Cavanagh, Shaw and Bartram, 2017), we still know little about the work engagement of employees with children with SND (Li, Shaffer, and Bagger, 2015;Stewart, 2013). Recent research studies have consistently shown that these parents experience heavier caregiving duties than parents of typically developing children and, as a result, they are more likely to experience mental health and emotional distress (Deater-Deckard, 2004;Morris, 2014;U.S.…”

Section: Introductionmentioning

confidence: 99%

Perceived organizational support and work engagement of employees with children with disabilities

Stefanidis

Strogilos²

2020

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PurposeThe purpose of this research is to investigate the role of organizational support, as it is evidenced by supervisor's support and coworkers' support, in the work engagement levels of employees who are parents of children with special needs and disabilities (SND).Design/methodology/approachThe authors employed a self-administered survey questionnaire in Singapore and collected 224 useable responses. They used moderated hierarchical regression analysis to assess the relationships among organizational support, employees' child disability severity and levels of work engagement.FindingsThe research results indicated that higher levels of supervisor's and coworkers' support have a positive impact on work engagement levels of employees with children with SND. In addition, the authors observed that supervisor's support and coworkers' support moderate the relationship between employee’s child's disability severity and work engagement levels.Research limitations/implicationsThe results contribute to the introduction of a discussion about supportive practices directed toward this diverse group of employees in Singapore. The research findings are country-specific.Practical implicationsThe authors propose that human resource management practitioners could craft policies that may trigger tangible and emotional support by supervisors and coworkers of employees with children with disabilities, depending on employees’ children's disability severity.Originality/valueThis research is the first empirical examination that measures the work engagement levels of employed parents of children with SND in Singapore, considering both organizational and family dimensions.

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“…This may be associated with scholarly attempts to analyse most helping behaviours as part of wider reciprocal interactions (Han et al, 2018). Indeed, majorly investigated through the lense of SET (Cropanzano et al, 2017), helping is mostly based on the principle that people "reap the seeds that they sow" (Meacham et al, 2017(Meacham et al, , p. 1479. In this article, the notion of SET is extended to emphasise its other-oriented dimensions where any benefits in the process of help are valued as symbols of concern for others as opposed to expectations of returns (see: Colbert et al, 2016).…”

mentioning

confidence: 99%

Beyond quid pro quo: good soldiers and characteristics of their helping behaviours

Szulc

2020

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PurposeGood soldiers are people who engage in citizenship behaviors “to do good” instead of “to look good”. The purpose of this article is to explore the motivations behind and the specific characteristics of behaviours of the good soldiers in the context of work using social exchange theory (SET) as a theoretical framework.Design/methodology/approach A total of 47 dyadic interviews with 94 individuals from three organisations where good soldiers are most likely to be observed were conducted.FindingsData analysis revealed that good soldiers are driven by concern for others and generalised reciprocity, but not by expectations of self-benefits. Their actions were further found to be discretionary, reactive and proactive and associated with different levels of self-sacrifice.Practical implicationsThe findings of this study point human resources (HR) practitioners' attention towards qualitatively unique acts of good soldiers. An assumption is made that awareness of such behaviours can help organisations to stimulate individual self-motivation, so that the quality of helping behaviours could be improved.Originality/valueArguing for a fundamental rethink of the psychological foundations underpinning helpful behaviours, this paper departs from predominantly individualistic view on work motivation and reinforces the other-oriented, altruistic dimension of SET. In doing so, it addresses the lack of conceptual and theoretical clarity on differently motivated helping and extends the existing limited research evidence in this area. It further addresses a need for a comprehensive understanding of other-oriented behaviours and accounts for vital – yet neglected – features of such acts.

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HRM practices that support the employment and social inclusion of workers with an intellectual disability

Cited by 51 publications

References 56 publications

The DXC technology work experience program: disability-inclusive recruitment and selection in action

The DXC technology work experience program: disability-inclusive recruitment and selection in action

Perceived organizational support and work engagement of employees with children with disabilities

Beyond quid pro quo: good soldiers and characteristics of their helping behaviours

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