Inclusion of persons with disabilities in mainstream employment: is it really all about the money? A case study of four large companies in Norway and Sweden

Kuznetsova, Yulia; Yalcin, Betul

doi:10.1080/09687599.2017.1281794

Cited by 36 publications

(29 citation statements)

References 38 publications

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“…CSR: The inclusion of PWD is an important component of CSR (Kuznetsova and Yalcin, 2017). Employment of PWD promotes social inclusion, diversity, and equal opportunities as well as an inclusive corporate culture (Csillag and Gyori, 2016; Aytac et al, 2012; Bennett, 2011).…”

Section: Resultsmentioning

confidence: 99%

How Social Inclusion Promotes Sales: An Analysis of the Example of Employing People with Disabilities

Miethlich¹,

Oldenburg²

2019

JMRCS

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Although social inclusion is an important aspect of corporate social responsibility (CSR), it has received little attention in the literature and research on the subject. However, it is increasingly recognized that more attention needs to be paid to this area: When making purchasing decisions, customers are increasingly looking for companies that act (and credibly demonstrate) in a sustainable and socially responsible manner. Customers are more aware of product-related CSR activities than philanthropy or sustainable business initiatives. Therefore, CSR is an interesting marketing instrument that can be used for competitor differentiation. This article aims to analyse how the promotion of social inclusion could affect the turnover of companies, using the example of the employment of people with disabilities (PWD). The research is based on a literature review using deductive content analysis. The results show that social inclusion, as part of the CSR strategy, contributes to sales growth. This aspect is particularly relevant when it comes to services and direct customer contact. The most important point here is that the company reflects the diversity of its existing and potential customers. In this way, new customers can be won, customer loyalty can be promoted or strengthened, and in return, sales can be increased. CSR activities that are used as a marketing tool for differentiation and that do not only pursue the goal of strengthening the company's reputation can achieve sustainable competitive advantage, a higher market share, open new market segments, and ultimately increase sales permanently.

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Section: Resultsmentioning

confidence: 99%

How Social Inclusion Promotes Sales: An Analysis of the Example of Employing People with Disabilities

Miethlich¹,

Oldenburg²

2019

JMRCS

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show abstract

Section: Resultsmentioning

confidence: 99%

“…The difficulties that PWD have in the labor market and the failure of government measures to promote the employment of PWD indicate the need to address this issue as part of the CSR strategy of companies (Miethlich and Slahor, 2018b;Kuznetsova, 2012). The promotion of employment and social inclusion of PWD can therefore also be seen as a central component of a company's social commitment to its employees and society (Kuznetsova and Yalcin, 2017;Monachino and Moreiram, 2014;Markel and Barclay, 2009). In their CSR strategies, companies must explicitly formulate how and in what form this concern is addressed.…”

Section: Employment Of Pwd As Part Of the Csr Strategymentioning

confidence: 99%

Social Inclusion Drives Business Sales: A Literature Review on the Case of the Employment of Persons With Disabilities

Miethlich¹,

Oldenburg²

2019

Sciemcee

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So far companies seem to ignore the potential of persons with disabilities (PWD) as customers and as employees. Although there is some empirical evidence that PWD employment can bring many benefits to companies and that social inclusion can attract a lasting customer base. The employment of PWD and social inclusion, generally, are important social commitments of companies and should represent a central element of the Corporate Social Responsibility (CSR) strategy. CSR is also an interesting marketing instrument for differentiation. However, customers are more aware of productrelated CSR activities than philanthropy or sustainable business initiatives. The aim of this article is to analyze how the promotion of social inclusion, through the example of the employment of PWD, could impact directly or indirectly on business sales. The research is based on a literature review. The selected literature was evaluated regarding the impact on business sales using a deductive content analysis. The results show that social inclusion, as a CSR activity, contributes to increased sales. This is particularly important when it comes to providing services and direct customer contact. Through social inclusion, the company reflects the diversity of existing and potential customers. In this way, new customers can be acquired, customer loyalty promoted or strengthened, and, as a result, sales increased. CSR activities that are used as a marketing tool for differentiation and do not pursue the sole goal of strengthening the company's reputation can create a competitive advantage and thus secure market share, open-up new market segments and permanently increase sales.

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“…Throughout the discussion of employer practices, we encourage consideration of how government policy can reify abstract notions of equality in the workplace (turn policy into practice). Companies respond differently to public policy directives in the area of disability employment: research from Norway and Sweden, for instance, indicates certain prevalent themes in large companies' approaches to recruitment, including the importance of support beyond mere financial incentives or offsets (e.g., advisory support or technical assistance) and the importance of "value choices" by management (Kuznetsova & Yalcin, 2017). Studies further show that employer knowledge, especially at HR and management levels, is a key threshold ingredient affecting employer commitment to disability inclusive hiring, including training of management in pertinent legal requirements and potential workplace accommodations (Chan, Strauser, Maher, et al, 2010).…”

Section: The Importance Of Employer Practicesmentioning

confidence: 99%

Leveraging Employer Practices in Global Regulatory Frameworks to Improve Employment Outcomes for People with Disabilities

Saleh

Bruyère

2018

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Work is an important part of life, providing both economic security and a forum to contribute one's talents and skills to society, thereby anchoring the individual in a social role. However, access to work is not equally available to people with disabilities globally. Regulatory environments that prohibit discrimination and support vocational training and educational opportunities constitute a critical first step toward economic independence. However, they have not proven sufficient in themselves. In this article, we aim to infuse deeper consideration of employer practice and demand-side policy reforms into global policy discussions of the right to work for people with disabilities. We begin by documenting the employment and economic disparities existing for people with disabilities globally, followed by a description of the international, regional, and local regulatory contexts aiming to improve labor market outcomes for people with disabilities. Next, we examine how policies can leverage employer interests to further address inequalities. We discuss employer policies and practices demonstrated in the research to facilitate recruitment, hiring, career development, retention, and meaningful workplace inclusion. The goal of the article is to synthesize existing international literature on employment rights for people with disabilities with the employer perspective.

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Inclusion of persons with disabilities in mainstream employment: is it really all about the money? A case study of four large companies in Norway and Sweden

Cited by 36 publications

References 38 publications

How Social Inclusion Promotes Sales: An Analysis of the Example of Employing People with Disabilities

How Social Inclusion Promotes Sales: An Analysis of the Example of Employing People with Disabilities

Social Inclusion Drives Business Sales: A Literature Review on the Case of the Employment of Persons With Disabilities

Leveraging Employer Practices in Global Regulatory Frameworks to Improve Employment Outcomes for People with Disabilities

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