2023-09-28 14:46:10 +00:00
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abstract: 'Purpose The purpose of the article is to examine the experiences of
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workers with intellectual disability (WWID) and subtle discriminatory
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practices that hold these workers back from thriving at the workplace.
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Design/methodology/approach The research design employs the Shore et al.
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(2011) framework of inclusion supported by optimal distinctiveness
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theory (ODT) (Brewer, 1991). These theoretical frames are used to
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examine the potential for WWID to become members of a work group and
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experience the opportunity to develop their unique selves, negotiate and
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thrive through their work for purposeful career outcomes. A qualitative
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case study approach was adopted through interviews and focus groups with
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a total of 91 participants: 41 WWID, 5 human resource (HR) managers, 5
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duty/department managers (DMs), 24 colleagues and 16 supervisors.
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Findings The authors found that enhancing inclusion is underpinned by
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the positive impact of human resource management (HRM) practices and
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line management support for WWID feelings of belongingness and
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uniqueness that enable them to thrive through their work activities. The
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authors demonstrate that WWID need manager support and positive social
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interactions to increase their learning and vitality for work to embrace
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opportunities for growth. However, when WWID do not have these
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conditions, there are fewer opportunities for them to thrive at the
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workplace. Practical implications There is a need for formal HRM and
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management support and inclusive organisational interventions to
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mitigate discriminatory practices and better support WWID at work. There
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is an opportunity for HRM to design training and development around
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belongingness and uniqueness for this cohort of workers to maximise WWID
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opportunities to thrive through their work. Originality/value This study
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examines a cohort of WWID who are often forgotten and subtly
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discriminated against more so than other minority or vulnerable cohorts
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in the workplace, especially in terms of their development and reaching
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their full potential at work, which has an impact on their ability to
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thrive through their work. The paper makes an innovative contribution to
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the HRM literature through unpacking the processes through which Shore
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et al.''s (2011) conceptualisation of belongingness and uniqueness
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contributes to thriving for a marginalised and often overlooked cohort
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of workers.'
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affiliation: 'Pariona-Cabrera, P (Corresponding Author), RMIT Univ, Melbourne, Vic,
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Australia.
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Cavanagh, Jillian; Pariona-Cabrera, Patricia; Bartram, Timothy, RMIT Univ, Melbourne,
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Vic, Australia.
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Meacham, Hannah, Monash Univ, Melbourne, Vic, Australia.'
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author: Cavanagh, Jillian and Meacham, Hannah and Pariona-Cabrera, Patricia and Bartram,
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Timothy
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author-email: patricia.pariona-cabrera@rmit.edu.au
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author_list:
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- family: Cavanagh
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given: Jillian
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- family: Meacham
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given: Hannah
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- family: Pariona-Cabrera
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given: Patricia
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- family: Bartram
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given: Timothy
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da: '2023-09-28'
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doi: 10.1108/PR-10-2021-0723
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earlyaccessdate: NOV 2021
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eissn: 1758-6933
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files: []
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issn: 0048-3486
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journal: PERSONNEL REVIEW
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keywords: 'Discrimination; Intellectual disability; Line managers; HRM;
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Belongingness; Uniqueness; Thriving and inclusion'
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keywords-plus: 'SOCIAL INCLUSION; SELF-EFFICACY; EMPLOYMENT; DIVERSITY; PEOPLE;
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EMPLOYEES; PERSPECTIVES; PERCEPTIONS; EXCLUSION; IDENTITY'
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language: English
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month: OCT 17
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number: 7-8, SI
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number-of-cited-references: '66'
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orcid-numbers: 'Pariona-Cabrera, Patricia/0000-0002-4578-2005
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Bartram, Timothy/0000-0003-4496-7048'
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pages: 1739-1756
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papis_id: b251ad1c7cc4e1c03a345ee3ac76c9a8
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ref: Cavanagh2021subtleworkplace
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researcherid-numbers: 'Pariona-Cabrera, Patricia/ISB-3348-2023
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'
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times-cited: '1'
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title: Subtle workplace discrimination inhibiting workers with intellectual disability
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from thriving at the workplace
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2023-10-01 08:15:07 +00:00
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type: article
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2023-09-28 14:46:10 +00:00
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unique-id: WOS:000722829800001
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usage-count-last-180-days: '5'
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usage-count-since-2013: '20'
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volume: '50'
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web-of-science-categories: Industrial Relations \& Labor; Psychology, Applied; Management
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year: '2021'
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