1. HRM 3014: Contemporary Issues in Managing a Workforce
Lecture 12: Dimensions of Diversity II Disability
Neelofer Mashood

2. Learning objectives for today:
To examine the employment patterns and experiences of workers with disabilities
To identify some explanations for different employment trends and outcomes among this social category group 2

3. Disability and employment rates in the UK
In UK, 11.6 million people with disabilities
Impairment has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities
5.7 million are adults of working age
Employment rate for people with disabilities: 46.3%
Employment rate for people without disabilities: 76.4%

4. Disability and employment rates in the EU

5. What kinds of disability are there?
Mobility and physical impairments
Brain injuries
Sensory impairment
Cognitive or learning disabilities
Psychological disorders
Brain injury - Acquired or traumatic
Can produce emotional dysfunction and behaviour disturbance

6. What kinds of disability are there?
Mobility and physical impairments
in-born, age-acquired, accident, disease
Brain injuries
acquired or traumatic
can produce emotional dysfunction & behaviour disturbance
Sensory impairment
visual, hearing
Cognitive or learning disabilities
e.g., dyslexia, ADHD, speech disorders
also genetic disabilities such as Down syndrome, autism
Psychological disorders
affective disorders such as depression, anxiety, bipolar disorder
psychiatric illnesses such as schizophrenia

7. Invisible disability
Many disabilities are not always apparent to others
Can be physical or mental
Examples:
Chronic pain
Chronic fatigue
Sleep disorders
Kidney failure
Diabetes
Asthma
Agoraphobia

8. Stigma
Physical unattractiveness
Degree to which the presumed personally responsible for the disability
Degree to which the disability is progressive and irreversible
Degree to which the disability is apparent to the others
Degree to which the disability is disruptive to communication flow or social interaction
Degree to which the disability is perceived to put others to danger or peril.
McLaughlin, M. E., Bell, M. P., & Stringer, D. Y. (2004). Stigma and acceptance of persons with disabilities understudied aspects of workforce diversity. Group & Organization Management, 29(3),

9. Disability glass ceiling?
Workers with disabilities less likely to occupy senior positions compared with their non-disabled comparators
Even when educational qualifications held constant
People with mental health problems are the impairment group least likely to be in senior positions in all sectors
Why?
Qualitative studies point to low productivity expectations, perceptions of people with disabilities as employment risks, and their presence in the workplace provoking “existential anxiety” in others
Disproportionate impact of presenteeism; stereotypes (“dependent”; “needy”); financial burden of reasonable accommodations
Reading list: See Lengnick-Hall, M. L., Gaunt, P. M., & Kulkami, M. (2008). Overlooked and underutilized: People with disabilities are an untapped human resource. Human Resource Management, 47(2),

10. Disclosing invisible stigmas
“I think there are huge parallels with being lesbian, gay or bisexual and the non-visible experiences of disabled people. I’ve had so many conversations with people who aren’t sure whether they should be open about their diagnosis of multiple sclerosis or the fact that they’re living with HIV or cancer.” - Liz Sayce, Chief Executive of Disability Rights UK and Commissioner, UK Commission for Employment and Skills

11. Activity
In groups of 5
Read through the material provided from the RWD survey and make a 5 minute presentation
04/04/2019