Weitere Kapitel dieses Buchs durch Wischen aufrufen
In recent times, research on workforce diversity is gaining momentum in the organizational circles. However, inclusion of people with disabilities as ‘diverse workforce’ has received less attention than other categories of diversity such as gender or race. The purpose of this chapter is to investigate the factors influencing inclusion of people with disabilities at workplace. Using 31 semi-structured interviews of people with disabilities, various factors that facilitate their successful inclusion at workplace were found. Data was analysed thematically, and four themes were identified. Key factors that were identified are ‘inclusive pathways in terms of organizational culture’ that encourage participation of people with disabilities, need for due ‘accommodation’, adequate ‘job fit’ and the vital role of other ‘stakeholders’. The insights gained from this chapter hold importance for several stakeholders for designing and implementing strategies, interventions and policies to facilitate effective inclusion of under-represented diverse workforce that is ‘people with disabilities’.
Bitte loggen Sie sich ein, um Zugang zu diesem Inhalt zu erhalten
Sie möchten Zugang zu diesem Inhalt erhalten? Dann informieren Sie sich jetzt über unsere Produkte:
Ali, M., Schur, L., & Blanck, M. (2011). What type of jobs do people with disabilities want? Journal of Occupational Rehabilitation,21(2), 199–210. CrossRef
Bamel, U. K., Paul, H., & Bamel, N. (2018) Managing workplace diversity through organizational climate. In T. P. S. Sushil et al. (Eds.), Flexibility in resource management. Flexible systems management (pp. 87–97). Singapore: Springer. https://doi.org/10.1007/978-981-10-4888-3_6.
Barak, M. M. (2005). Managing diversity: Towards a globally inclusive workplace. Thousand Oaks, CA: Sage.
Census of India. (2011). http://censusindia.gov.in/pca/searchdata.aspx. Retrieved on the 1st of February, 2016.
Confederation of Indian Industry. (2009). A values route to business success: The why and how of employing persons with disability. Bangalore: Diversity and Equal Opportunity Center.
Colella, A. (1996). Organizational socialization of employees with disabilities: Theory and research. In G. R. Ferris (Ed.), Research in personnel and human resources management (pp. 351–417). Greenwich, CT: JAI Press.
Cooke, F. L., & Saini, D. S. (2012). Managing diversity in Chinese and Indian organizations: A qualitative study. Journal of Chinese Human Resources Management,3(1), 16–32. CrossRef
Dhir, S., & Dhir, S. (2015). Diversification: Literature review and issues. Strategic Change,24(6), 569–588. CrossRef
Dhir, S., Mital, A., & Chaurasia, S. (2014). Balanced scorecard on top performing Indian firms. International Journal of Indian Culture and Business Management,9(1), 89–100. CrossRef
Joshi, A., & Roh, H. (2007). Context matters: A multilevel framework for work team diversity research. In J. Martocchio (Ed.), Research in personnel and human resource management (Vol. 26, pp. 1–48). Greenwich, CT: JAI Press.
Kossek, E. E., Lobel, S. A., & Brown, A. J. (2005). Human resource strategies to manage workforce diversity. In A. M. Konrad, P. Prasad, & J. M. Pringle (Eds.), Handbook of workplace diversity (pp. 54–74). Thousand Oaks, CA: Sage.
Kulkarni, M. (2013). Help-seeking behaviors of people with disabilities in the workplace. Employee Responsibilities and Rights Journal,25(1), 41–57. CrossRef
Kulkarni, M., Boehm, S. A., & Basu, S. (2016). Workplace inclusion of persons with a disability. Equality, Diversity and Inclusion: An International Journal,35(7/8), 397–414. CrossRef
Kulkarni, M., & Rodrigues, C. (2014). Engagement with disability: Analysis of annual reports of Indian organizations. The International Journal of Human Resource Management,25(11), 1547–1566. CrossRef
Lengnick-Hall, M. L., Gaunt, P. M., & Kulkarni, M. (2008). Overlooked and underutilized: People with disabilities are an untapped human resource. Human Resource Management,47, 255–273. CrossRef
Miles, M. B., & Huberman, A. M. (1994). Qualitative data analysis. Thousand Oaks: Sage.
Pelled, L. H., Ledford, G. E., & Mohrman, S. A. (1999). Demographic dissimilarity and workplace inclusion. Journal of Management Studies,36(7), 1013–1031. CrossRef
Robert, P. M., & Harlan, S. L. (2006). Mechanisms of disability discrimination in large bureaucratic organizations: Ascriptive inequalities in the workplace. The Sociological Quarterly,47(4), 599–630. CrossRef
Shen, J., Chanda, A., D’Netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management,20(2), 235–251. CrossRef
Shore, L. M., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., Jung, D. I., Randel, A. E., et al. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review,19(2), 117–133. CrossRef
Strauss, A., & Corbin, J. (1998) Basics of qualitative research: Techniques and procedures for developing grounded theory (2nd ed.). Thousand Oaks, CA: Sage.
World Health Organization (WHO). (2011). World report on disability: Summary. WHO/NMH/VIP/11.01. Retrieved from http://www.who.int/disabilities/world_report/2011/report.pdf, on the 1st of April, 2016.
Zissi, A., Rontos, C., Papageorgiou, D., & Pierrakou, C. (2007). Greek employers’ attitudes to employing people with disabilities: Effects of the type of disability. Scandinavian Journal of Disability Research,9(1), 14–25. CrossRef
- Disability Inclusion
- Springer Singapore
- Chapter 6
Neuer Inhalt/© Stellmach, Neuer Inhalt/© BBL, Neuer Inhalt/© Maturus, Pluta Logo/© Pluta, Neuer Inhalt/© hww, Neuer Inhalt/© julien tromeur | Fotolia