The Unheard, Unseen, and Often Forgotten

Procknow, Greg; Rocco, Tonette S.

doi:10.1177/1534484316671194

Cited by 43 publications

(29 citation statements)

References 49 publications

(137 reference statements)

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“…It has been only recently that ableism has emerged as a novel theoretical lens to understanding the marginalization of people with disabilities in workplace settings (Procknow & Rocco, 2016;Williams & Mavin, 2012). Ableism refers to "a network of beliefs, processes and practices that produces a particular kind of self and body (the corporeal standard) that is projected as perfect, species-typical and therefore essential and fully human" (Campbell, 2008, p. 1).…”

Section: Ableism In Organizationsmentioning

confidence: 99%

Resisting ableism in deliberately developmental organizations: A discursive analysis of the identity work of employees with disabilities

Kwon

2020

Human Resource Dev Quarterly

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People with disabilities, an understudied population in human resource development, are often constructed as deficient and unproductive in the workplace. Such a phenomenon can largely be attributed to ableism, which is intensified by the widespread organizational emphasis on productivity. With the recognition of people with disabilities as political agents, this study examined the discursive practices of employees with disabilities in Deliberately Developmental Organizations (DDOs). DDOs as a research site were purposefully selected given their commitment to employees' continuous learning, growth, and development distinct from productivity as the main organizing principle. The critical discourse analysis of seven employees with disabilities in DDOs revealed two ways in which the participants countered the negative stereotypes associated with them: (a) the participants resisted ableism by openly communicating the scope of their ability, and (b) the participants resisted ableism by stepping outside the category of people with disabilities. These two radical ways in which the participants challenged ableism by drawing upon the empowering discursive resources in DDOs did not have ableism's reproducing effects and therefore illuminates the potential of continuing to research DDOs as a promising alternative organizational space for inclusion. This study expands our

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Section: Ableism In Organizationsmentioning

confidence: 99%

Resisting ableism in deliberately developmental organizations: A discursive analysis of the identity work of employees with disabilities

Kwon

2020

Human Resource Dev Quarterly

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“…While research on disability is dispersed throughout the HRD literature, generally, the subject is largely neglected in HRD conversations when addressing diverse or minority groups (Bierema, 2010;Rocco, 1998Rocco, , 2002Rocco, , 2005Procknow & Rocco, 2016). The field of HRD claims "diversity as a vital responsibility, and diversity management a key competency" (Bierema, 2010, p. 565).…”

mentioning

confidence: 99%

“…The field of HRD claims "diversity as a vital responsibility, and diversity management a key competency" (Bierema, 2010, p. 565). Yet, race, age, and gender are the central areas of HRD research on diversity, and the mention of disability has the tendency to focus more on a physical disability rather than a mental, neurodevelopmental, and/or cognitive disability (Procknow & Rocco, 2016). Furthermore, with the limited HRD research that investigates ways that learning and training can enhance the potential of individuals with disabilities, there appears to be a disconnect between principles of humanistic theories underpinning HRD (Bierema, 2010) and the actual mission of HRD-the development of human potential to improve individual, organizational, community, or national gain (McLean & McLean, 2001).…”

mentioning

confidence: 99%

Workplace Success Strategies for Employees With Autism Spectrum Disorder: A New Frontier for Human Resource Development

Johnson

Ennis-Cole

Bonhamgregory

2020

Human Resource Development Review

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The increased prevalence of young adults with Autism Spectrum Disorder (ASD) translates into a dire need to find ways to facilitate successful employment opportunities. Employment options are limited because of impaired communication and social skills that are vital for the workplace. There are a growing number of studies published on the need for employment, and primarily social psychologists, medical, and rehabilitation professionals have conducted this research; this necessitates multidisciplinary research that involves workforce development experts. Our study identified ways that human resource development (HRD) professionals can foster skill development and promote a work environment that supports the success of employees with ASD. Through a narrative literature review, key themes were identified as critical employment strategies that fall within the scope of HRD. As agents of change, HRD professionals can play a role in the multifaceted and multidisciplinary approach needed to facilitate improved work outcomes of employees with ASD.

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“…Women with disabilities. In one of the few attempts in the last decade to focus on workers with disabilities, Procknow and Rocco (2016) chronicled studies that explored the interplay between mental disability, sexual identity, and gender within HRD. Although the reviewed studies examined how these identities impact career advancement, the literature review does not cite a single study that looked at the intersection of gender and disability status through a feminist lens.…”

Section: Focusing On Lives and Experiences Of Different Groups Of Womenmentioning

confidence: 99%

Feminist Theory: A Research Agenda for HRD

Hirudayaraj

Shields

2019

Advances in Developing Human Resources

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The Problem Limited research representing the field of human resource development (HRD) has challenged the masculine rationality in organizational culture, processes, and discourse; questioned power or gender hegemony within organizations; or examined how oppression and hegemony are manifested in the lives of different groups of women in a variety of work contexts. This limited scope of research has resulted in a lack of consideration and application of feminist theory, a valuable framework for examining issues relating to inequity and the subjugation of women. Compared with related fields, studies applying feminist theory in HRD research are fewer in number and less robust in terms of issues explored, research design, and target groups examined. The Solution A deeper examination of (a) populations beyond White middle class women, (b) the lives and experiences of women from varying backgrounds, (c) asymmetrical power relationships, (d) opportunities for women to gain knowledge and power, (e) the use of language and power to silence women, (f) gender as a social construct and essential category of analysis, and (g) ways to promote social change are presented along with recommendations to broaden the scope of research that applies feminist theory in HRD research and practice. The Key Stakeholders The examination of feminist theory is expected to benefit HRD researchers, practitioners, scholars, and women in the workforce.

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The Unheard, Unseen, and Often Forgotten

Cited by 43 publications

References 49 publications

Resisting ableism in deliberately developmental organizations: A discursive analysis of the identity work of employees with disabilities

Resisting ableism in deliberately developmental organizations: A discursive analysis of the identity work of employees with disabilities

Workplace Success Strategies for Employees With Autism Spectrum Disorder: A New Frontier for Human Resource Development

Feminist Theory: A Research Agenda for HRD

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