Transculturalized Diversity and Inclusion Model: A New Framework for Disabilities

Abstract

The Problem. After 30+ years of debating the best model for disability, there is a need for a new framework. As the medical model of disability seeks a cure and the social model points to the environment, neither model is without its flaws. Human resource development (HRD) professionals and practitioners are in a position to craft a model that reflects the experiences of people with disabilities. This new model will strengthen HRD's importance in the field and its impact on other disciplines. The Solution. This article offers consideration to be given for a new model for disability that addresses the complexities of cultural boundaries, gives value to the experiences of people with disabilities, and changes language in how disabilities are described. Using the results of the literature review, a path to the Transculturalized Diversity and Inclusion Model lays the groundwork for further research. This article accesses the perceptions of people with disabilities regarding both models, incorporates the strategies used by HRD scholars and researchers for improving value in a growing population of disabled people, and synthesizes a platform for future discussion and development of the Transculturalized Diversity and Inclusion Model. The Stakeholders. HRD practitioners, especially those serving populations with disabilities, will benefit greatly from a new model and perspective provided by the Transculturalized Diversity and Inclusion Model. HRD scholars likewise will be provided with a new framework for conducting research on people with disabilities in the workplace.

Disability and Employment in the United States, 1880–1955: Implications for Human Resource Development Practice and Research

“…Previous history of HRD research has largely overlooked issues of disability, with exceptions (Bohonos et al, in press) focusing on the history of late 20 th -century legislation relative to disability in the workplace. Recent literature focused on disability in AHRD (Academy of Human Resource Development) journals has looked at confronting ableism (Kwon, 2021(Kwon, , 2023 disability and leadership (Procknow et al, 2017), HRD models (Thoms & Burton, 2018), and interventions (Farkas et al, 2020) for people with disability, as well as job preferences of PWD (Michna et al, 2017). While it is encouraging to see the growth of disability centered research in HRD, the topic has yet to be the focus of historical research in HRD.…”

Diversity Intelligence: Is This the Solution Human Resource Development Needs?

“…Since Hughes’s introduction of DQ, many researchers have implemented its framework. Thoms and Burton (2018) proposed the Transculturalized Diversity and Inclusion model, which is based in DQ since it allows for “a gap in the diversity framework [to close] by advocating that individuals should contribute based on their ability” (p. 360). Sims (2018) proposed combining DQ and servant leadership to bring a progressive, equitable, and inclusive workplace into reality.…”

“He Sees his Autism as a Strength, Not a Deficit Now”: A Repeated Cross-Sectional Study Investigating the Impact of Strengths-Based Programs on Autistic Adolescents

“…The social model of disability has challenged the deficit-focussed medical model of disability where ‘disability’ is seen to be the problem of the individuals, focussing on what a person cannot do and be (Finkelstein, 2001 ; Thomas & Burton, 2018 ). In the medical model treatments or interventions are mainly to control the impact of disability (Sharma et al, 2012 ).…”