Is Disability Disabling in All Workplaces? Workplace Disparities and Corporate Culture

Abstract

Using nearly 30,000 employee surveys from fourteen companies, we find disability is linked to lower average pay, job security, training, and participation in decisions, and to more negative attitudes toward the job and company. Disability gaps in attitudes vary substantially, however, across companies and worksites, with no attitude gaps in worksites rated highly by all employees for fairness and responsiveness. The results indicate that corporate cultures that are responsive to the needs of all employees are especially beneficial for employees with disabilities.

Wage subsidies and hiring chances for the disabled: some causal evidence

“…First, Datta Gupta and Larsen [10] evaluated the Danish Flexjob scheme, which entitles employers to a 1 In addition, hourly wages and training opportunities are also lower among disabled employees [3,9,13,37,38]. 2 Within the classical competitive framework in which wages and employment are formed by a confrontation of labour supply and labour demand, wage subsidies will shift out the labour demand curve for the targeted workers.…”

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

“…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.…”

“…Social inclusion in the labour market is perceived as an important component of participation; simultaneously, many people, including people with disabilities and reduced work capacity, do not have access to the labour market (Statistics Sweden 2016). Attention has focused on the subject of social inclusion as a meaningful factor in ensuring employment (Gilbride et al 2003) However, relatively few studies examine social inclusion more broadly, examining the qualitative aspects of working conditions for people with disabilities (Schur et al 2009). In order to open up the labour market for people with disabilities it is of interest to understand how people with disabilities are establishing themselves in the labour market and how social inclusion is experienced by these workers as well as how their working conditions influence their experiences with social inclusion.…”

How green is my firm? Workers' attitudes and behaviors towards job in environmentally-related firms

“…Moreover, it is argued that generally disabled employees are unfairly treated, including disparate opportunities for advancement (Braddock and Bachelder, 1994;Jones, 1997), more negative performance evaluations (Colella et al, 1997), even (arguably) differential rates of discharge. In the same vein, several authors underline that negative stereotypes about disabled employees influence unfair or undeserved treatment or doubtful status (Cleveland et al, 1997;Colella et al, 1997).Additionally, previous scholars have found that disability is linked to lower average pay, job security, training, participation in decisions (Schur et al, 2009). Therefore, as Schur et al (2009) argued, "these differences contribute to the more negative evaluations of firm treatment by employees with disabilities, and their lower levels of company loyalty.…”

“…In the same vein, several authors underline that negative stereotypes about disabled employees influence unfair or undeserved treatment or doubtful status (Cleveland et al, 1997;Colella et al, 1997).Additionally, previous scholars have found that disability is linked to lower average pay, job security, training, participation in decisions (Schur et al, 2009). Therefore, as Schur et al (2009) argued, "these differences contribute to the more negative evaluations of firm treatment by employees with disabilities, and their lower levels of company loyalty. "…”