The Three-Legged Stool: Synthesizing and Extending Our Understanding of the Career Advancement Facilitators of Persons With Disabilities in Leadership Positions

Samosh, Daniel S.

doi:10.1177/0007650320907134

Cited by 11 publications

(7 citation statements)

References 71 publications

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“…Employers and human resource management practitioners can also encourage informal networking or support groups so that employees can reach out to similar others at their workplaces and elsewhere (Kulkarni, 2012; Samosh, 2020). This may be especially useful because those with invisible conditions often feel isolated, and networking with similar others can be helpful (Beatty and Kirby, 2006; Ragins, 2008) for tangible as well as nonwork support requirements (Baldridge and Kulkarni, 2017).…”

Section: Discussionmentioning

confidence: 99%

Hiding but hoping to be found: workplace disclosure dilemmas of individuals with hidden disabilities

Kulkarni

2021

EDI

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PurposeThe purpose of this paper is to describe workplace disclosure dilemmas of individuals with hidden mental health conditions who have privately accepted their mental health condition (anxiety and/or depression), but have chosen not to disclose it in their respective workplaces.Design/methodology/approachInterviews were conducted with 15 individuals who experience anxiety and/or depression. These individuals work across diverse organizations and sectors in India (e.g. architecture and health care). Data were analyzed using qualitative methods.FindingsInterviewees grappled with three dilemmas: professionalism versus authenticity (i.e. bringing only a partial professional self or the whole self to work), withdrawal versus participation (i.e. withdrawal from workplace interactions to conceal their condition or participation such that people could know of it) and personal privacy versus general advocacy (i.e. guarding one's privacy or engaging in advocacy for individuals who experience mental health conditions). Overall, findings suggest that the disclosure dilemma can stem from both one's internalized sense of a devalued self and by perceived contextual cues.Research limitations/implicationsFindings imply that perceived contextual conditions that amplify threat of discovery and its anticipated consequences can lead to and reinforce the disclosure dilemma. As individuals internalize others' constructions of themselves, they self-police and do not interrogate assumed normality within their social contexts.Practical implicationsEmployers can create inclusive environments. Present findings suggest some examples of inclusive practices such as the employment of dedicated resident counselors or counselors shared across organizations, training of stakeholders (including human resource personnel), allowing for selective disclosure (e.g. only to medical personnel) and cultivating informal support networks comprising similar others.Originality/valueSuch evidence-based research that can inform practices of inclusion for persons with a disability is especially important, considering that research on mental health conditions is conspicuous by its relative absence in mainstream management journals.

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Section: Discussionmentioning

confidence: 99%

Hiding but hoping to be found: workplace disclosure dilemmas of individuals with hidden disabilities

Kulkarni

2021

EDI

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“…(2010) suggest that positive role models are essential in guiding adolescents and young adults to navigate the lived experience of disability as well as improving academic attendance and school performance. According to Samosh (2020), mentorship programs that expose people with disability to positive examples and network building are especially influential in supporting their career advancement and personal accomplishments. Previous research that has examined successful mentorship of people with disability identifies several critical factors, including opportunities to connect with mentors for navigating disability-specific concerns (Braun et al.…”

Section: Introductionmentioning

confidence: 99%

“…Previous research that has examined successful mentorship of people with disability identifies several critical factors, including opportunities to connect with mentors for navigating disability-specific concerns (Braun et al. , 2017; O’Mally and Antonelli, 2016; Samosh, 2020), industry-experience (Braun et al. , 2017), use of accessible technologies (Stumbo et al.…”

Section: Introductionmentioning

confidence: 99%

“…The current issue and full text archive of this journal is available on Emerald Insight at: https://www.emerald.com/insight/2046-6854.htm improving academic attendance and school performance. According to Samosh (2020), mentorship programs that expose people with disability to positive examples and network building are especially influential in supporting their career advancement and personal accomplishments. Previous research that has examined successful mentorship of people with disability identifies several critical factors, including opportunities to connect with mentors for navigating disability-specific concerns (Braun et al, 2017;O'Mally and Antonelli, 2016;Samosh, 2020), industry-experience (Braun et al, 2017), use of accessible technologies (Stumbo et al, 2010), and flexible, individualized planning (Lucas and James, 2017).…”

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confidence: 99%

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The role and place of mentorship for young people with blindness and low vision in educational contexts

Cain

Blackstock²,

Fanshawe³

et al. 2022

IJMCE

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PurposeThe purpose of this article is to understand the role and value of mentorship for young people with blindness and low vision (BLV) through their education and work journey and to provide a conceptual framework for developing mentoring opportunities for young people with BLV.Design/methodology/approachExperiences of formal and informal mentorship were gathered within two distinct groups: adolescents with BLV in Australia and young adults with BLV in Canada. Qualitative data were collected from semi-structured individualized interviews regarding the experiences, understanding, and valuing of mentorship within these groups.FindingsResults indicate the importance of informal role models and formal mentors within the lives of participants and how these become more refined and specific over time. Australian students valued role models as examples of success and inspiration for their own goals. Canadian mentees desired mentors as examples of personal lived experiences and providers of career-specific advice.Originality/valueThe study is original in its focus on the role of mentors for young people with blindness or low vision.

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“…Recognizing the complex nature of disability barriers, researchers have argued that approaches to inclusion need to be multipronged and multilevel to produce change. Samosh (2021) developed a model of career success by persons with disabilities, called the "three-legged stool", that highlights how career advancement for this population is most likely under conditions that individual level, group level as well as organizational and societal level facilitators are present in combination. Prior research has examined individual level facilitators, such as career self-management strategies (e.g.…”

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confidence: 99%

Guest editorial The benefits of inclusion: disability and work in the 21st century

Tompa

Samosh

Santuzzi

2022

EDI

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Guest editorialThe benefits of inclusion: disability and work in the 21st century Changing perspectives on disability and workThe United Nations Convention on the Rights of Persons with Disabilities (CRPD) was adopted in 2006 with 82 nation signatories (United Nations, 2019). The purpose of the convention was to elaborate upon and codify the rights of persons with disabilities while setting a path for implementation of legislation, policies, programs and practices that ensure those rights are activated and maintained (United Nations, 2006). To date, over 160 nations have signed the convention (United Nations, 2019), indicating global interest in implementing legislation, regulations, policies and programs on the rights of persons with disabilities.Increased international attention on the rights of persons with disabilities is associated with a shift away from the medical model of disability, which characterizes disability as a deficit of the individual (e.g. Areheart, 2008). Historically, this model has been the focus of disability benefits programs (e.g. Withers, 2016). More inclusive approaches to disability are now being recognized, such as the social model of disability, which identifies disability as a societal rather than individual phenomenon (Oliver, 1983(Oliver, , 2013, and the human rights model of disability, which draws from the social model to highlight the centrality of upholding the rights and dignity of all persons in society (Office of Disability Issues, 2003).The social model of disability was first developed in Britain during the 1970s and 1980s. However, the social understanding of disability has been advanced by activists and disability studies scholars in several countries. This understanding proposes that disability is a form of oppression caused by social barriers that exclude persons with impairments from participation in society. Attention is drawn to the role of environment and society in creating barriers. This approach very much underpins the human rights approach to disability. Over the period that followed, the World Health Organization (WHO) and others integrated the social understanding and medical understanding into a biopsychosocial framework, known as the disablement process, which is described in the International Classification of Functioning, Disability and Health (ICF) (WHO, 2001) and in earlier work by the WHO (1980). In this framework, a health condition or impairment is a necessary but not sufficient condition for disablement. The social and built environments are seen as key factors that can be enabling or disabling. Earlier work by Nagi (1965Nagi ( , 1991 also took this approach. With this approach, disability is conceptualized as arising out of the complex interaction between a health condition or impairment, barriers in the physical and social environment, and personal factors (Kazou, 2017).The human rights model of disability looks to societal norms, practices and structures to understand the barriers that persons with disabilities experience. This approach focuses...

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The Three-Legged Stool: Synthesizing and Extending Our Understanding of the Career Advancement Facilitators of Persons With Disabilities in Leadership Positions

Cited by 11 publications

References 71 publications

Hiding but hoping to be found: workplace disclosure dilemmas of individuals with hidden disabilities

Hiding but hoping to be found: workplace disclosure dilemmas of individuals with hidden disabilities

The role and place of mentorship for young people with blindness and low vision in educational contexts

Guest editorial The benefits of inclusion: disability and work in the 21st century

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