Subtle workplace discrimination inhibiting workers with intellectual disability from thriving at the workplace

Abstract

PurposeThe purpose of the article is to examine the experiences of workers with intellectual disability (WWID) and subtle discriminatory practices that hold these workers back from thriving at the workplace.Design/methodology/approachThe research design employs the Shore et al. (2011) framework of inclusion supported by optimal distinctiveness theory (ODT) (Brewer, 1991). These theoretical frames are used to examine the potential for WWID to become members of a work group and experience the opportunity to develop their unique selves, negotiate and thrive through their work for purposeful career outcomes. A qualitative case study approach was adopted through interviews and focus groups with a total of 91 participants: 41 WWID, 5 human resource (HR) managers, 5 duty/department managers (DMs), 24 colleagues and 16 supervisors.FindingsThe authors found that enhancing inclusion is underpinned by the positive impact of human resource management (HRM) practices and line management support for WWID feelings of belongingness and uniqueness that enable them to thrive through their work activities. The authors demonstrate that WWID need manager support and positive social interactions to increase their learning and vitality for work to embrace opportunities for growth. However, when WWID do not have these conditions, there are fewer opportunities for them to thrive at the workplace.Practical implicationsThere is a need for formal HRM and management support and inclusive organisational interventions to mitigate discriminatory practices and better support WWID at work. There is an opportunity for HRM to design training and development around belongingness and uniqueness for this cohort of workers to maximise WWID opportunities to thrive through their work.Originality/valueThis study examines a cohort of WWID who are often forgotten and subtly discriminated against more so than other minority or vulnerable cohorts in the workplace, especially in terms of their development and reaching their full potential at work, which has an impact on their ability to thrive through their work. The paper makes an innovative contribution to the HRM literature through unpacking the processes through which Shore et al.'s (2011) conceptualisation of belongingness and uniqueness contributes to thriving for a marginalised and often overlooked cohort of workers.

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“…Many individuals with disabilities experience discrimination in healthcare and community settings. [21][22][23] Research demonstrates that HCPs view people with ID as having a worse quality of life (QOL) than non-disabled people. 8,[24][25][26] Such assumptions have devastating impacts on the healthcare provided to this population.…”

Examining the need for HR analytics to better manage and mitigate incidents of violence against nurses and personal care assistants in aged care

“…Workplace violence leads to significant short-term effects in workplace performance (Lanctôt and Guay 2014;Pariona-Cabrera et al 2022) and negatively influences long-term psychological and physical health (Safe Work Australia 2017). A key problem is that nurses are regularly exposed to violent outbursts and this impacts on their quality of care for residents and their intention to leave (Cavanagh, Pariona-Cabrera and Bartram 2021;Joa and Morken 2012;Spector, Zhou and Che 2014). It is therefore critical to examine ways to better support nurses and PCAs.…”

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“…1 The International Labor Organization (ILO) and the World Health Organization (WHO) jointly urge better safety protection for health workers 1 and call for taking the necessary steps to address inequities and inequalities within the health workforce, including decent, safe working conditions and adequate pay. 2 Health workers are exposed to undignified working conditions for long periods of time, and deviant behaviors will occur when they cannot tolerate the current workload and work safety threats, 3,4 which directly affects their workplace performance. 3 The construct of decent work was first proposed by the ILO.…”

“…2 Health workers are exposed to undignified working conditions for long periods of time, and deviant behaviors will occur when they cannot tolerate the current workload and work safety threats, 3,4 which directly affects their workplace performance. 3 The construct of decent work was first proposed by the ILO. 5 Later, scholars' studies on decent work were extended from the macro to the micro level.…”

“…11,16 Therefore, it is crucial to examine the negative aspects of decent work to gain a more comprehensive understanding of its impact on employees in various work settings. 17 Burnout and work fatigue represent the loss of a healthy working state, while workplace deviance is a violation that further harms the organization 3 rather than an internal mental friction. Currently, there is a lack of literature examining the potential impact of decent work on workplace deviance.…”