Cultural variation in hiring people with disabilities: a theory and preliminary test

What is it about?

The paper describes a study on the inclusion climate in organizations of people with disabilities across four countries: Canada, China, Norway and France. The goal of this study is to propose and test a model of the effect of the socio-cultural context on the disability inclusion climate of organizations. The model has implications of hiring people with disabilities. The vast majority of research regarding employment of people with disabilities has focused on supply side factors that involve characteristics of the people with disabilities. In contrast, this research focuses on the less researched demand side issue of the socio-cultural context. Data were gathered from 266 managers with hiring responsibilities in Canada, China, Norway and France. Participants responded to an online survey that measured the effect of societal based variables on the disability inclusion climate of organizations. Results indicated support for the theoretical model, which proposed that the socio-cultural context influenced the disability inclusion climate of organizations through two distinct but related paths; manager’s value orientations and their perception of the legitimacy of legislation regarding people with disabilities.

Featured Image

Photo by Meagan Carsience on Unsplash

Photo by Meagan Carsience on Unsplash

Why is it important?

Integrating people with disabilities in the workplace is a core action of inclusion, since workplace participation procures great social and economic links and a good integration base to the overall society. Hence, accepting people with (declared, albeit not always visible) disabilities seems an important step towards the more inclusive organization contributing to a more equal society.

Perspectives