TY - CHAP T1 - People with disabilities: Identity, stigmatization, accommodation, and intersection with gender and aging effects on employment opportunities. In Bendl, R., Bleijenbergh, I., Henttonen, E., & Mills, A. J., The Oxford Handbook of Diversity in Organisation Y1 - 2018 A1 - Baldridge,David A1 - Beatty,Joy A1 - Konrad,Alison A1 - Moore,Mark KW - Management AB - Disability status continues to have a significant negative impact on employment outcomes, even in countries with nondiscrimination policies, and outcomes differ by gender and age. These subpar outcomes can be linked to both environmental and psychological factors. The design of jobs and workplaces often limits the ability of workers with disabilities to contribute to their fullest capacity. Stigmatization on the basis of disability status reduces employer willingness to hire workers with disabilities and make reasonable accommodations to allow them to perform effectively. Some research indicates that women, older workers and workers with disabilities tend to be labeled as unwilling or unable to perform in demanding paid work roles. Age intersects with disability resulting in inappropriate attribution of disability status as “normal aging.” Gender intersects with disability to result in lower labor force participation for women with disabilities compared to their male counterparts. Exclusion and stigmatization create barriers to the development of a positive self-identity as a person with a disability, but such identity development can be empowering, creating a sense of pride and providing a basis for advocacy. Considerably more research is needed to understand how the actions of organizations, leaders, and teams affect the employment outcomes of workers with disabilities and how impacts differ by gender and age. But based upon extant knowledge, there are many actions employers can take to improve outcomes for this group of workers. CY - Oxford UK U2 - d U4 - 87603222528 ID - 87603222528 ER - TY - JOUR T1 - Childhood-onset disability, strong ties and employment quality JF - Equality, Diversity and Inclusion Y1 - 2017 A1 - Baldridge,David A1 - Konrad,Alison A1 - Moore,Mark A1 - Yang,Yang KW - Management AB - Purpose

Persons with childhood-onset disabilities are among the most marginalized populations, often unemployed or underemployment in jobs providing neither adequate hours for financial self-sufficiency nor fulfillment through skill-utilization. The purpose of this paper is to examine the extent to which social capital in the form of strong ties with family and friends is associated with enhanced employment outcomes for persons with childhood-onset disabilities.
Design/methodology/approach

Questioning the current theoretical consensus that strong social ties are unimportant to employment quality, the authors draw on disability research and opportunity, motivation and ability social capital theory to propose a model of the impact of strong ties with family and friends on paid-work-hours and skill-utilization as well as the potential moderating role of gender and disability severity. The authors then test this model using data from 1,380 people with childhood-onset disabilities and OLS regression analysis.
Findings

As theorized, family-of-origin-size is positively associated with hours worked. Family-of-origin-size is also associated with having more close friends and children. These strong ties, in turn, are positively associated with hours worked. The impact of having more children on hours worked and skill-utilization, however, is positive for men but non-significant for women.
Originality/value

This study breaks new ground by focusing on the association between strong ties with family and friends and employment quality for people with childhood-onset disabilities – a marginalized and understudied group. Findings further indicate the particular vulnerability of women with disabilities. UR - https://www.emeraldinsight.com/doi/full/10.1108/EDI-11-2016-0093 U2 - a U4 - 52362063872 ID - 52362063872 ER - TY - CHAP T1 - Persons with (dis)Abilities Y1 - 2015 A1 - Baldridge,David A1 - Beatty,Joy A1 - Böhm,Stephan A1 - Kulkarni,Mukta A1 - Moore,Mark KW - Management AB - This chapter examines workplace discrimination faced by persons with (dis)abilities. It begins by discussing usage, meaning, and effects of the word “disability” and the related term “persons with disabilities.” It then considers the diversity of conditions and experiences among persons with (dis)abilities by reviewing extant research on people with five common disabling conditions (i.e., mobility, seeing, hearing, chronic illness, and psychiatric conditions). It also examines the importance of national context by taking a closer look at research on the experiences of people with (dis)abilities in five nations (i.e., United States, Canada, Germany, India, and China). By separately highlighting extant research on a few common conditions and nations, the chapter’s intent is to show the need for more research on specific conditions in specific work and national contexts, as well as the need for research integrating and summarizing these focused studies. CY - New York U2 - d U4 - 104999849984 ID - 104999849984 ER - TY - HEAR T1 - Advancing Research on Discrimination: The Contextual Meanings and Effects of the Word "Disability Y1 - 2014 A1 - Baldridge,David A1 - Beatty,Joy E A1 - Böhm,Stephan A1 - Kulkarni,Mukta A1 - Moore,Mark KW - Management JA - 2014 Academy of Management Meeting CY - Philadelphia, Pennsylvania U2 - c U4 - 87603374080 ID - 87603374080 ER - TY - HEAR T1 - Workplace Inclusion of People with Disabilities: Toward Greater Understanding of the Role of Disability Attributes, Social Support and Barriers Y1 - 2012 A1 - Baldridge,David A1 - Moore,Mark A1 - Konrad,Alison KW - Management JA - Annual Meeting of the Academy of Management CY - Boston U2 - c U4 - 52361820160 ID - 52361820160 ER -