De Gruyter handbook of disability and management

The book entitled "De Gruyter Handbook of Disability and Management" discusses issues related to disability and management. It is a collection of essays by different authors edited by Joy E. Beatty, Sophie Hennekam and Mukta Kulkarni. The focus is mainly on how disabled people can be better accommodated and supported in the work environment. Some of the aspects discussed involve the right to work, disability awareness, and the challenges and opportunities faced by people with impairments. The authors are experienced scholars on diversity in the workplace, experiences of employees with disabilities, and inclusion. Presenting a global and inclusive perspective, the book aims to provide guidance and support to managers, human resource professionals and policy makers so that they can become more proactive in creating an inclusive work environment for all. The book consists of twenty-three chapters divided into six parts.

Part One (Chapters 1–4) discusses the concept and definition of disability in the workplace. Chapter 1, by Jammaers and Hardonk, encourages further collaboration with practitioners, employees with disabilities, and other disciplines to improve understanding of the best supports for disabled people in the workplace. It emphasizes the importance of ongoing collaboration to continually refine and advance the strategies and approaches that contribute to a more inclusive and supportive work environment for disabled people. Chapter 2, by Fattoracci and colleagues, explores the concepts of disability, identification, legal protection, and treatment in the workplace, dissecting the nuanced dimensions surrounding disability, investigating how disability is perceived, identified, legally protected, and addressed in professional settings. The next chapter, by Moore, describes legal requirements in the United States related to accommodations for disabled people and illustrates potential innovations in law, policy and practice. The final chapter of this section is by Wass and Jones, and it highlights the importance of accurate disability measurement to illustrate inequalities and the impact of employer practices, recommending meaningful and manageable data collection, with standardized methods to benefit employers and national policy.

Part Two (Chapter 5–7) emphasises the importance of considering intersecting social identities alongside disability, especially during the pandemic. It focuses on the adverse effects of COVID-19 on employment, specifically underscoring the challenges faced by disabled women, both from white and minoritized ethnic communities. The authors suggest that social support includes understanding and engagement from coworkers and supervisors to meet the challenges faced by disabled employees. They argue that increased job autonomy involves providing the flexibility and resources necessary for individuals to manage their work more independently. The authors delve into the distinctive challenges faced by employees with less obvious impairments and emphasise the necessity for personalized support tailored to individual needs

Part 3 (Chapters 8–11) discusses social reactions in work relationships. In Chapter 8, Santuzzi, Keating, Martinez and Thomas discuss social reactions in employment relationships, demonstrating the importance of understanding individual identities and the climate of inclusion in the organization. Chapter 9 delves into the responses of managers to disabled individuals across the employment cycle, with a particular focus on promoting fair and inclusive practices. In Chapter 10, Stone and colleagues discuss the relationship between the "Best Employer Award for Hiring disabled people" and hiring managers’ beliefs. This exploration sheds light on the dynamics influencing hiring decisions and perceptions about the capabilities of disabled individuals in the workplace. Meanwhile, Chapter 11 introduces thought-provoking strategies such as the creation of safe spaces, restructuring leadership dynamics, and the need to recognise untapped leadership potential. These approaches aim to address the existing gaps and challenges, providing a fresh perspective on how to foster increased representation of individuals with disabilities in leadership positions.

Part 4 of the book (Chapter 12–15) delves into critical aspects that shape the inclusion of disabled people. In Chapter 12, Dwertmann and McAlpine investigate the often-overlooked capabilities that disabled people possess. They argue that these untapped capabilities have great potential to provide significant benefits to organizations, especially when there is a harmonious alignment between the specific requirements of a job and the unique strengths of disabled people. Chapter 13, led by Rosado-Solomon and colleagues, advocates for adapting task structures to bolster the work success of individuals with mental illness, challenging the prevailing trend of marginalization. Moving on, Chapter 14, written by Moore and Huberty, delves into the intricate role of organizational culture in addressing disability issues, emphasizing the pivotal role of respectful dialogue. They urge a deeper exploration of cultures that might inadvertently foster discriminatory attitudes. Chapter 15, authored by Richard and Lemaire, sheds light on the French context, unraveling the dynamics of how sheltered employment promotes disability inclusion while navigating the intricate challenges involved in harmonizing performance expectations with inclusionary practices.

Part 5 (Chapters 16–19) discuss the evolution of disability definitions, the experiences of neurodiverse employees in Australia, ‘neuroqueering’ employment, burnout in Belgium, and the impact of economic systems on disability perception. Khan and colleagues explore the stigmatization and discrimination faced by neurodiverse employees, while Lyons and colleagues introduce the concept of ‘neuroqueering’, suggesting autistic employees can contribute to workplace inclusion. Paetzold and Beatty highlight the potential for individuals with serious mental illnesses to excel in their careers, overcoming potential discriminatory barriers.

The definition and circumstances surrounding disability are covered in Part 6 (Chapters 16–19). In Chapter 20, Saleh and colleagues advocate for heightened awareness among employers regarding disability-related messaging in their online outreach and recruitment efforts. In Chapter 21, Bauer and team provide insights into their ongoing collaborative efforts, developing tools that empower employees in making self-disclosure decisions. Scholz, in Chapter 22, accentuates the potential for enhanced accessibility in online recruitment practices through the application of universal guidelines and streamlining application processes. Lastly, Chapter 23, by Baumgärtner, Boehm, Breier, and Jain, introduces the concept of team-based job design as a strategy to redirect attention from disability to capability management. Each chapter contributes distinct perspectives to the overarching theme of HR interventions, further enriching the discourse on inclusive practices in the workplace.

Exploring the multifaceted dimensions of disability within work environments, the book as a whole initiates discussion on organizational culture, global disability management practices, and the evolving role of technology. Delving into social responses, stereotypes, and managerial perspectives throughout the employment cycle, it offers a comprehensive perspective that enriches our understanding of the intricate interplay between disability and the workplace. Its substantial contribution lies not only in theoretical insights but also in offering practical guidance for managers, Human Resource professionals, and policymakers dedicated to advancing the inclusion of disabled individuals in professional settings. Employing an interdisciplinary approach drawing from management, psychology, education, and law, the book ensures a well-rounded comprehension of disability-related matters. By effectively bridging the gap between theory and practice, the text becomes an invaluable resource for professionals seeking actionable strategies to foster more inclusive work environments. However, the book also acknowledges potential complexities for readers lacking specialized backgrounds, indicating areas where enhanced accessibility and clarity could be beneficial. Recommended for organizational leaders, HR specialists, policymakers, researchers, and practitioners, the book emerges as a valuable guide, providing an extensive exploration of disability issues within workplace settings.

Muhammad Fadlullah Ali
University of Diponegoro, Jawa Tengah, Indonesia
[email protected]
Hervikarani Purnomo Putri
University of Diponegoro, Jawa Tengah, Indonesia
[email protected]

Acknowledgements

The authors would like to express gratitude to LPDP (Lembaga Pengelolaan Dana Pendidikan/Indonesia Endowment Fund for Education).