Model of Successful Corporate Culture Change Integrating Employees with Disabilities

Waxman, Douglas

doi:10.1108/s1479-354720170000010007

Cited by 8 publications

(11 citation statements)

References 44 publications

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“…Additionally, workplace culture may contribute to an increase in the hiring and retention of employees with disabilities. Some suggest that a culture of inclusion is most effectively initiated and propagated by the leadership within an organization (Dunst, Shrogren, & Wehmeyer, 2015; Hernandez & Watt, 2014; Linkow, Barrington, Bruyère, Figueroa, & Wright, 2013; Waxman, 2015). According to Deloitte Canada (2013), senior employees can set an example by setting a high standard of respect and inclusion of employees with disabilities.…”

Section: Employer Perspectivesmentioning

confidence: 99%

Barriers to Employment Participation of Individuals With Disabilities: Addressing the Impact of Employer (Mis)Perception and Policy

Baker

Linden

LaForce

et al. 2018

American Behavioral Scientist

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Although progress has been made toward the objective of increased employment for people with disabilities, the 17.2% employment rate of people with disabilities stands in distressing contrast to the 65% rate of those without disabilities. This article summarizes the results of a comparative survey of representative academic literature and industry publications related to employer policies and practices that can affect workforce participation of individuals with disabilities. Emergent themes include variance in employer perspectives on hiring of individuals with disabilities, impact of perceived versus actual cost as a hiring barrier, and the perceived mismatch of education and/or skills to job qualifications among applicants with disabilities. These themes represent key areas to probe in subsequent research. The research objective is to identify focal points in the industry literature, representative of employer and industry (demand side) points of view that differ from those generally portrayed in the academic literature (more generally, supply side). Findings from a thematic analysis of industry publications can provide (1) evidenced based background to assist in crafting targeted policy to address employer awareness, (2) informed development of industry guidance on topics that may assist employers to achieve a more inclusive workplace, and (3) insights applicable to addressing barriers to broadening participation by technical, scientific, and engineering trained individuals with disabilities.

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Section: Employer Perspectivesmentioning

confidence: 99%

Barriers to Employment Participation of Individuals With Disabilities: Addressing the Impact of Employer (Mis)Perception and Policy

Baker

Linden

LaForce

et al. 2018

American Behavioral Scientist

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“…The findings suggest that an effectiveness deficit by UK private sector firms towards this minority stakeholder group (and all interested social constituents) remains (Harlan & Robert, , Hearn & Parkin, ; Vornholt et al, ; Williams, ). The lack of good quality information and its use to demonstrate human capital and social impact persist as disclosure concerns that could seek more direct contributions from PWDs themselves (Waxman, ). Furthermore, the firm emphasis is towards strategic sustainability and CSR agendas (Hussain, Rigoni, & Orij, ; Ioannou & Serafeim, ; Khan & Korac Kakabadse, ; Schur, Colella, & Adya, ), whereas PWDs attention is more on social factors, for example, quality of life, access and opportunities to develop, or well‐being, as human resource considerations (Cavanagh et al, ; Procknow & Rocco, ; Santuzzi & Waltz, ) in judgments of corporate performance.…”

Section: Discussion and Concluding Remarksmentioning

confidence: 99%

“…Empirical findings suggest that employees with disabilities exhibit higher levels of motivation, productivity, job retention, and lower occupational accident rates compared with employees without disabilities (Bradshaw, ; Hartnett, Stuart, Thurman, Loy, & Batiste, ; Houtenville & Kalargyrou, ; International Labor Office, ; Markel & Barclay, ). The employment of PWDs is not simply a pressing economic concern: It has deeper and more complex cultural and value stakeholder implications that emerge from corporate social responsiveness and sustainability agendas of firms (Kuznetsova & Yalcin, ; Markel & Barclay, ; Samant et al, ; Waxman, ; Williams, ).…”

Section: Diversity and Pwd Employabilitymentioning

confidence: 99%

“…Future research could explore corporate PWDs reporting in other national contexts, drawing on the variety of institutional arrangements found in different regions and countries. This would allow comparative studies and theory building on organizational accountability to PWDs, shedding further light on drivers, motivational factors, and organizational identities (Du, ; Waxman, ; Weedon, ; Williams, ; Williams & Mavin, ). Action research studies may better frame the enabling conditions, barriers, or bottlenecks in the recruitment, selection, training, and career advancement of PWDs within the enterprise.…”

Section: Future Research and Limitationsmentioning

confidence: 99%

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Diversity in the workplace: An overview of disability employment disclosures among UK firms

Khan

Korac‐Kakabadse

Skouloudis

et al. 2018

Corp Soc Responsibility Env

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People with disabilities (PWDs) defined as the world's largest minority stakeholder group continue to face significant barriers to labor market entry and corporate inclusion. The associated social and economic costs of supporting non-working PWDs can be high and long term. Yet, their potential contribution and impact on human capital, firm productivity, and the innovative capacity of business entities are valuable but underutilized. The employment of PWDs has institutional and managerial implications for equitable opportunities, social mobility, and workplace diversity. This study assesses the quality of corporate disclosure on disability issues by firms in the United Kingdom, as a stepping stone for mainstreaming integration of PWDs into labor markets under the scope of corporate social accountability. We benchmark 274 UK sustainability reports against PWDs-adapted indicators of the Global Reporting Initiative guidelines, highlighting trends pertaining to disability employment. The findings suggest that corporate disclosures on the employment of PWDs are lacking.The implications for PWDs are highlighted considering firm employee and managerial policies and national and transnational regulatory frameworks, towards more meaningful reporting for better alignment between PWD expectations and firm practices.

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“…Research has examined the central role of organizational culture in workplace experiences of people with disabilities to promote their integration in the organization's workforce (Waxman, 2017). Theorists have proposed that organizational cultures based on flexibility, autonomy and support for employees with disabilities can enhance employees' integration, performance and retention (Stone and Colella, 1996).…”

Section: Literature Reviewmentioning

confidence: 99%

Retaining and supporting employees with mental illness through inclusive organizations: lessons from five Canadian case studies

Gewurtz¹,

Harlos²,

Tompa³

et al. 2021

EDI

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PurposeAlthough awareness is growing of the importance of employee mental health and the value of inclusive work practices, less is known about how to support employees with mental illness (MI). We aimed to explore organizational strategies and work practices that promote retention and support of employees living with MI in relation to past theory-driven research by building and extending current theory.Design/methodology/approachWe adopted a qualitative case-study approach focussed on organizations that have taken steps towards promoting workplace inclusion for employees with MI. Five diverse Canadian organizations were recruited based on their efforts to build psychologically safe and healthy workplaces, and actively support employees with MI. Data collection in each organization consisted of onsite observation and interviews with workplace stakeholders, including employees with MI, their co-workers, supervisors/managers and human resource professionals. Thirty interviews were conducted from across the five organizations. Data analysis was informed by interpretive description to identify challenges and opportunities.FindingsTwo key themes were noted in depictions of supportive workplaces: (1) relationship-focussed workplaces and (2) flexible, inclusive work practices.Originality/valueThese practices highlight how organizations support employees with MI. Despite our focus on organizations working towards inclusion, the stigma associated with MI and the rigidity of some workplace processes continue to limit support and retention. Our findings suggest that organizations should focus on communication processes, support mechanisms, how they reinforce flexibility, inclusion and oversight of employees with MI.

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Model of Successful Corporate Culture Change Integrating Employees with Disabilities

Cited by 8 publications

References 44 publications

Barriers to Employment Participation of Individuals With Disabilities: Addressing the Impact of Employer (Mis)Perception and Policy

Barriers to Employment Participation of Individuals With Disabilities: Addressing the Impact of Employer (Mis)Perception and Policy

Diversity in the workplace: An overview of disability employment disclosures among UK firms

Retaining and supporting employees with mental illness through inclusive organizations: lessons from five Canadian case studies

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