Persons With (dis)Abilities

Abstract

This chapter examines workplace discrimination faced by persons with (dis)abilities. It begins by discussing usage, meaning, and effects of the word “disability” and the related term “persons with disabilities.” It then considers the diversity of conditions and experiences among persons with (dis)abilities by reviewing extant research on people with five common disabling conditions (i.e., mobility, seeing, hearing, chronic illness, and psychiatric conditions). It also examines the importance of national context by taking a closer look at research on the experiences of people with (dis)abilities in five nations (i.e., United States, Canada, Germany, India, and China). By separately highlighting extant research on a few common conditions and nations, the chapter’s intent is to show the need for more research on specific conditions in specific work and national contexts, as well as the need for research integrating and summarizing these focused studies.

On the treatment of persons with disabilities in organizations: A review and research agenda

“…As an example, inclusion may be understood as access to organizational positions or as organizational entry. The motivation and methods for including persons with disabilities may differ across countries (e.g., employment based on a reservation or quota system versus employment based on a human rights philosophy; Baldridge et al, ). HR practitioners must be alert to such differences because they may affect employees' experiences after joining the organization.…”

“…Furthermore, disability is a broad term, and HR practitioners need to consider how treatment may differ across disability types; persons with disabilities are not a homogenous group (Baldridge et al, ). When HR practitioners focus on observable characteristics such as gender or race, the effects of ambiguous or hidden disabilities can go undermanaged, while more visible disabilities may receive undue attention.…”

“…Instead, the evidence suggests that these types of organizations aim to be more inclusive. A possible reason could be that in many countries, government policies support or require public‐sector organizations to make a greater effort to hire employees with disabilities (Baldridge, Beatty, Boehm, Kulkarni, & Moore, ).…”

Thriving of employees with disabilities: The roles of job self‐efficacy, inclusion, and team‐learning climate

“…The disability discrimination environment in China is complicated. While discrimination based on disability is more widespread and overt in China as compared with the United States, Germany, and Canada (Baldridge, Beatty, Moore, Böhm, & Kulkarni, ; Benomir, Nicolson, & Beail, ), disability is more tolerated in China, and Chinese may have relatively more positive attitudes toward PWD (Grames & Leverentz, ). These seemingly contradictory views are caused by the fact that Western cultures tend to use a nondiscrimination model and view PWD as normal human beings.…”

Job Seekers with Musculoskeletal or Sensory Disabilities: Barriers and Facilitators of Job Search

“…Theoretical models such as the disability stigmatization model (Stone and Colella, ) give prominence to the role of disability characteristics in shaping employment outcomes. However, this emphasis on disability type is not reflected in empirical work, where organizational researchers tend to consider people with a single disability type or aggregate people with a wide range of disabilities (Baldridge et al ., ; Dwertmann, ). These approaches preclude strong conclusions about the relative experience of job seekers with different disabilities.…”