A mixed methods study of employers' and employees' evaluations of job seekers with a mental illness, disability, or of a cultural minority

Disability, recruitment and job retention: Identifying barriers and facilitators from the employers' point of view

BACKGROUND

Despite increased public awareness of the professional, integration of people with disabilities, they encounter more difficulties than their non-disabled counterparts in accessing employment.

OBJECTIVE

The aim of this study was to gain a better understanding of the barriers and facilitators to hiring and retaining people with disabilities from the perspective of employers in the private and public sector in France.

METHODS

This was a qualitative study using semi-structured interviews with forty-two employers from public structures or private companies. The Consolidated Criteria for Reporting Qualitative Research was used as a guideline to secure accurate and complete reporting of the study.

RESULTS

Among barriers we found that 1. Stereotypes persist about disability, still associated with lower productivity and dangerous behaviour; 2. Disabilities were associated with costs that were considered too high; 3. Disabilities management was seen as an administrative burden. 4. The bumps of inclusion. We also highlighted facilitators such as 1. A public sector is a more favourable environment 2. Employer's personal motivation to hire people with disabilities; 3. The support by Job Coaches was seen as a powerful facilitator.

CONCLUSIONS

The decision to hire people with disabilities depends on many personal, societal and organisational factors. This study has contributed to a better understanding of their interrelationships and could be useful in developing more effective strategies for the inclusion of people with disabilities.

Understanding work inclusion: Analysis of the perspectives of people with intellectual disabilities on employment in the Icelandic labor market

BACKGROUND

People with intellectual disabilities experience persistent marginalization in relation to work and employment. The concept of work inclusion provides a way of generating a more specific understanding of the meaning of employment participation. Work inclusion of people with intellectual disabilities focuses not on mere presence, but instead emphasizes relational aspects and potential for meaningful participation.

OBJECTIVE

In this paper we report on an empirical study into the experiences of people with intellectual disabilities of employment participation in the Icelandic labor market. We considered their experiences in relation to four key components of work inclusion, placing emphasis on how they perceived opportunities for inclusion related to social relations, belonging, valued contributions and trust.

METHODS

This study used a qualitative research design. Data was collected with semi-structured interviews with 9 participants with intellectual disabilities who all had experience of being employed in the Icelandic labour market.

RESULTS

Our findings show the role of the work environment in participants' experiences of opportunities for having good relations at work, having a sense of belonging to the organization, being able to make a contribution to the goals of the organization, and receiving trust in one's professional role and responsibility. When participants experienced opportunities in relation to these basic components of work inclusion, they felt more positively about their employment participation. Lack of opportunities was reported as a reason for segregation and withdrawal.

CONCLUSION

This study shows the importance for work organizations and other actors in the labor market of paying attention to components of work inclusion and their relation with corporate culture.