Sexual Orientation and HRD

Gedro, Julie; Tyler, Jo A.

doi:10.1002/9781118839881.ch19

Cited by 1 publication

(1 citation statement)

References 12 publications

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“…With few exceptions (Kwon, 2021; Procknow et al, 2017), the actual application of ableism in HRD literature at both conceptual and empirical has been sparse. Unlike the relatively richer development of research in HRD that theorizes and problematizes other hierarchical categories of social relations such as gender (Bierema, 2002; Callahan & Elliott, 2020), race (Byrd, 2007; Sisco, 2020), sexual orientation (Gedro & Tyler, 2014; Schmidt et al, 2012), disability has (ironically, due to its relational nature) long been out of attention in constructing shared understandings of what constitutes a legitimate organizational life.…”

Section: Areas Of Friction Within Hrdmentioning

confidence: 99%

Conceptualizing the Marginalization Experiences of People with Disabilities in Organizations Using an Ableism Lens

Kwon

Archer

2022

Human Resource Development Review

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Existing literature on disability inclusion in the workplace has done little to confront the structural inequalities facing people with disabilities and has instead focused on ideas of assimilation strategies. As a result, in HRD there is a conflation between disability research and research that is “critical.” The purpose of this conceptual article is to examine the persisting influence of ableism on the marginalization experiences of people with disabilities in organizations. Specifically, the present article conceptualizes the effects of ableism on the hiring, retention, and promotion of people with disabilities in organizations. The critical analysis of everyday work experiences of people with disabilities in ableist organizations as offered in this article calls for organizations to fundamentally rethink how they can better support this world’s largest minority group. Implications for HRD research and practice will be discussed.

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