Bonaccio Silvia, Connelly Catherine E, Gellatly Ian R, Jetha Arif, Martin Ginis Kathleen A
1Telfer School of Management, University of Ottawa, 55 Laurier Avenue East, Ottawa, ON K1N 6N5 Canada.
2DeGroote School of Business, McMaster University, Hamilton, Canada.
J Bus Psychol. 2020;35(2):135-158. doi: 10.1007/s10869-018-9602-5. Epub 2019 Jan 22.
Despite legislation on diversity in the workplace, people with disabilities still do not experience the same access to work opportunities as do their counterparts without disabilities. Many employers have been shown to harbor sincere yet ill-founded views about the work-related abilities of people with disabilities; these negative views are often a result of interrelated concerns that permeate the entire employment cycle. In this paper, we provide evidence-based responses to 11 specific concerns that employers have about people with disabilities, from pre-employment and entry experiences to the final dissolution of the employment relationship. At each stage of the employment cycle, we summarize and evaluate the relevant empirical evidence and provide recommendations for organizations committed to creating more effective, equitable, and inclusive workplaces for all individuals. We also suggest avenues for future research.
尽管有关于职场多元化的立法，但残疾人获得工作机会的情况仍与非残疾同龄人不同。许多雇主对残疾人的工作相关能力持有真诚但毫无根据的看法；这些负面看法往往是由贯穿整个就业周期的相互关联的担忧导致的。在本文中，我们针对雇主对残疾人的11个具体担忧提供基于证据的回应，从入职前和入职经历到雇佣关系的最终解除。在就业周期的每个阶段，我们总结并评估相关实证证据，并为致力于为所有人创造更有效、公平和包容的工作场所的组织提供建议。我们还提出了未来研究的方向。
