Is Disability Disabling in All Workplaces? Workplace Disparities and Corporate Culture
Using nearly 30,000 employee surveys from fourteen companies, we find disability is linked to lower average pay, job security, training, and participation in decisions, and to more negative attitudes toward the job and company. Disability gaps in attitudes vary substantially, however, across compani...
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| Published in | Industrial relations (Berkeley) Vol. 48; no. 3; pp. 381 - 410 |
|---|---|
| Main Authors | , , , |
| Format | Journal Article |
| Language | English |
| Published |
Oxford, UK
Blackwell Publishing Ltd
01.07.2009
Wiley Subscription Services, Inc |
| Subjects | |
| Online Access | Get full text |
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| Abstract | Using nearly 30,000 employee surveys from fourteen companies, we find disability is linked to lower average pay, job security, training, and participation in decisions, and to more negative attitudes toward the job and company. Disability gaps in attitudes vary substantially, however, across companies and worksites, with no attitude gaps in worksites rated highly by all employees for fairness and responsiveness. The results indicate that corporate cultures that are responsive to the needs of all employees are especially beneficial for employees with disabilities. |
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| AbstractList | Using nearly 30,000 employee surveys from fourteen companies, we find disability is linked to lower average pay, job security, training, and participation in decisions, and to more negative attitudes toward the job and company. Disability gaps in attitudes vary substantially, however, across companies and worksites, with no attitude gaps in worksites rated highly by all employees for fairness and responsiveness. The results indicate that corporate cultures that are responsive to the needs of all employees are especially beneficial for employees with disabilities. Using nearly 30,000 employee surveys from fourteen companies, we find disability is linked to lower average pay, job security, training, and participation in decisions, and to more negative attitudes toward the job and company. Disability gaps in attitudes vary substantially, however, across companies and worksites, with no attitude gaps in worksites rated highly by all employees for fairness and responsiveness. The results indicate that corporate cultures that are responsive to the needs of all employees are especially beneficial for employees with disabilities. Reprinted by permission of Blackwell Publishing Using nearly 30,000 employee surveys from fourteen companies, we find disability is linked to lower average pay, job security, training, and participation in decisions, and to more negative attitudes toward the job and company. Disability gaps in attitudes vary substantially, however, across companies and worksites, with no attitude gaps in worksites rated highly by all employees for fairness and responsiveness. The results indicate that corporate cultures that are responsive to the needs of all employees are especially beneficial for employees with disabilities. [PUBLICATION ABSTRACT] Using nearly 30,000 employee surveys from fourteen companies, we find disability is linked to lower average pay, job security, training, and participation in decisions, and to more negative attitudes toward the job and company. Disability gaps in attitudes vary substantially, however, across companies and worksites, with no attitude gaps in worksites rated highly by all employees for fairness and responsiveness. The results indicate that corporate cultures that are responsive to the needs of all employees are especially beneficial for employees with disabilities. Adapted from the source document. |
| Author | SCHUR, LISA KRUSE, DOUGLAS BLASI, JOSEPH BLANCK, PETER |
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| Notes | ark:/67375/WNG-NVMD4C7G-S ArticleID:IREL565 istex:EEE68B9A0BF08D357FFE57F36C4D98D1F2C6EDDD pblanck@syr.edu The authors’ affiliations are, respectively, School of Management and Labor Relations, Rutgers University, 50 Labor Center Way, New Brunswick, NJ, USA; School of Management and Labor Relations, Rutgers University, 94 Rockafeller Road, Piscataway, NJ, USA; School of Management and Labor Relations, Rutgers University, 94 Rockafeller Road, Piscataway, NJ, USA; Burton Blatt Institute, Syracuse University, 900 Crouse Avenue, Crouse‐Hinds Hall, Suite 300, Syracuse, NY, USA. E‐mails This paper was presented at the Society for Industrial and Organizational Psychology annual conference, Dallas, Texas, May 2006, and in a seminar at the Rutgers University Department of Labor Studies and Employment Relations. Adrienne Colella, Ed Yelin, Corinne Kirchner, Stan Gully, and seminar participants provided useful comments and advice. Refen Koh, Michelle Pinheiro, Rhokeun Park, and Patricia Berhau provided excellent assistance in survey scanning, entry, and verification. The data analyzed were collected as part of the NBER Shared Capitalism Research Project. We are grateful to the Russell Sage and Rockefeller Foundations which funded the project, and to the other project director, Richard Freeman, for letting the data be used for this paper. This research was in part funded by grants to the fourth author from (1) the U.S. Department of Education, National Institute on Disability and Rehabilitation Research (NIDRR), for the “Rehabilitation Research and Training Center (RRTC) on Workforce Investment and Employment Policy for Persons with Disabilities,” Grant No. H133B980042‐99, “IT Works,” Grant No. H133A011803, “Technology for Independence: A Community‐Based Resource Center,” Grant No. H133A021801, “Demand Side Employment Placement Models,” Grant No. H133A060033, “Southeast Disability & Business Technical Assistance Center,” Grant No. H133A060094, and The Rehabilitation Services Administration (RSA) for “RRTC on Employment Policy for People with Disabilities,” and (2) the U.S. Department of Labor, Office of Disability and Employment Policy, Contract #J‐9‐M‐2‐0022. The opinions expressed herein do not necessarily reflect the position or policy of any U.S. Department or any other entity. jrbru@hotmail.com lschur@rci.rutgers.edu , dkruse@rci.rutgers.edu ObjectType-Article-2 SourceType-Scholarly Journals-1 ObjectType-Feature-1 content type line 23 ObjectType-Article-1 ObjectType-Feature-2 |
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Disability Studies Quarterly, 26(1): Available at: http://www.dsq-sds-archives.org/_articles_html/2006/winter/ball.asp 2007; 18 1987; 1 2001; 124 2006; 75 1991; 34 2000; 26 2006; 32 2005; 90 1997a; 8 2004; 23 2006; 59 1996; 50 2003; 14 1996 2007 2006 2007; 92 1994 2005 2001; 26 1998; 83 2003 2002 1996; 14 2005; 26 2001; 62 2005; 66 2005; 23 1998; 25 1997; 8 1997b; 8 2002; 41 2000 2002; 20 2002; 61 2006; 27 2006; 26 1988; 44 2007; 60 2008; 61 1998; 121 2003; 42 1996; 21 2007; 25 2003; 44 e_1_2_7_5_1 e_1_2_7_3_1 Yelin Ed (e_1_2_7_57_1) 2003 e_1_2_7_7_1 e_1_2_7_19_1 e_1_2_7_41_1 Blanck Peter (e_1_2_7_13_1) 2007; 25 e_1_2_7_45_1 Stapleton David C. (e_1_2_7_53_1) 2003 e_1_2_7_26_1 e_1_2_7_49_1 Schartz Helen (e_1_2_7_48_1) 2006; 75 Kruse Douglas (e_1_2_7_30_1) 1998; 121 Wilgosh Lorraine R. (e_1_2_7_56_1) 1987; 1 Blanck Peter (e_1_2_7_12_1) 2005 e_1_2_7_50_1 Bruyère Susanne (e_1_2_7_15_1) 2000 e_1_2_7_31_1 e_1_2_7_52_1 e_1_2_7_23_1 e_1_2_7_33_1 e_1_2_7_54_1 Klein Katherine J. (e_1_2_7_29_1) 2000 e_1_2_7_35_1 Colella Adrienne (e_1_2_7_17_1) 1996; 14 Di Natale Marisa (e_1_2_7_21_1) 2001; 124 e_1_2_7_37_1 e_1_2_7_39_1 Presser H. (e_1_2_7_43_1) 2002 Hartnette Johnette (e_1_2_7_28_1) 2003 e_1_2_7_6_1 Marti Mollie W. (e_1_2_7_36_1) 2000 e_1_2_7_4_1 Hale Thomas (e_1_2_7_25_1) 1998; 121 e_1_2_7_8_1 e_1_2_7_18_1 e_1_2_7_40_1 e_1_2_7_2_1 e_1_2_7_14_1 e_1_2_7_42_1 Blanck Peter (e_1_2_7_9_1) 2001; 62 e_1_2_7_10_1 e_1_2_7_46_1 Harris Interactive, Inc (e_1_2_7_27_1) 2000 Blanck Peter (e_1_2_7_11_1) 2003; 14 e_1_2_7_51_1 e_1_2_7_24_1 e_1_2_7_32_1 e_1_2_7_34_1 Uppal Sharanjit (e_1_2_7_55_1) 2005; 26 Dixon Karen (e_1_2_7_22_1) 2003 RRTC (e_1_2_7_44_1) 2007 e_1_2_7_20_1 e_1_2_7_38_1 Bruyère Susanne (e_1_2_7_16_1) 2003; 44 Schartz Helen (e_1_2_7_47_1) 2006; 27 |
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| SubjectTerms | Attitudes Corporate culture Disability Employee attitude Employees Employment Equality Handicapped Inequality Job Security Labour relations Organizational Culture Social inequality Studies Work place Workers with disabilities Workplace diversity |
| Title | Is Disability Disabling in All Workplaces? Workplace Disparities and Corporate Culture |
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