i
RECRUITING PEOPLE WITH DISABILTIES
Nguyen Mai Khanh
Tackle he “ ea o unce ain y” and c ea e an inclusi e wo king
en i onmen
Disse a ion p esen ed as pa ial equi emen o ob aining he
Mas e ’s deg ee in S a is ics and In o ma ion Managemen
2
NOVA In o ma ion Managemen School
Ins i u o Supe io de Es a ís ica e Ges ão de In o mação
Uni e sidade No a de Lisboa
RECRUITING PEOPLE WITH DISABILITIES
TACKLE THE “FEAR OF UNCERTAINTY” AND CREATE AN INCLUSIVE WORKING
ENVIRONMENT
by
Nguyen Mai Khanh
Disse a ion p esen ed as pa ial equi emen o ob aining he Mas e ’s deg ee in In o ma ion
Managemen / Mas e ’s deg ee in S a is ics and In o ma ion Managemen , wi h a specializa ion in
Ma ke Resea ch and CRM
Ad iso : Rui Gonçal es
3
ACKNOWLEDGEMENTS
I has been a long lea ning and eye-opening jou ney o his mas e hesis. Th oughou his jou ney, I
was able o achie e a long objec i e o mine, o do a mas e hesis. The e o e, I wan o ake his
oppo uni y o men ion all he colleagues a NOVA IMS, and all o he amazing people ha I was able
o mee du ing his jou ney in Po ugal.
Secondly, I would like o hank my p o esso , Rui Gonçal es, o his pa ience and guidance in he
elabo a ion o his mas e hesis.
Thi dly, om he bo om o my hea , I also would like o hank all o my colleagues, iends, as well
as people who ha e pa icipa e in he in e iews and make his hesis possible. Wi hou you help
and men al suppo , I would no be able o comple e his jou ney.
I hope his mas e hesis b ings posi i e changes o millions o people who ha e disabili ies and a e
unable o ind a job. Wi h his hesis, I hope I can make a small con ibu ion o a wo ld whe e
people wi h disabili ies ha e mo e oppo uni ies.
Las ly, I would like o dedica e his hesis o my pa en s (Dam Nguyen and Xuan Pham) and my sis e
(Keo). Since I was a kid, my amily has passed o me he impo ance o educa ion. Wi hou his
aluable lesson, and hei cons an suppo , I wouldn’ ha e been able o be whe e I am oday and
success ully deli e his mas e hesis.
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ABSTRACT
Despi e being he wo ld’s la ges mino i y g oup, and many esea ches ha showed a a ou able
a i ude o employe s owa d hi ing people wi h disabili ies, people wi h disabili ies a e s ill
unde ep esen ed ac oss coun ies, e en in he mos ad anced economies.
“Fea s o unce ain y” and “lack o expe ience” a e o en pinpoin ed as he easons ha p e en
companies om hi ing people wi h disabili ies. The e o e, o encou age companies o hi e people
wi h disabili ies and c ea e an inclusi e wo king en i onmen o people wi h disabili ies, his
esea ch aimed a explo ing he pe cei ed ea s and isks associa ed wi h hi ing people wi h
disabili ies, and how hese ea s and isks can be managed. Mo eo e , sugges ions on hings ha can
be done o c ea e an inclusi e wo king en i onmen a e also examined.
The esea ch i s s a ed by looking in o he exis ing s udies abou he opic o unde s and he
concep o di e si y, inclusi e wo king en i onmen , disabili y, as well as he pe cei ed bene i s and
pe cei ed isks o hi ing people wi h disabili ies possessed by he companies.
A e wa ds, 28 in-dep h in e iews wi h manage and employees wi h and wi hou disabili ies we e
conduc ed.
In he end, his esea ch e iews and p o ides guidance on how companies can be e ec ui and
c ea e an inclusi e wo king en i onmen o people wi h disabili ies in he wo kplace.
Key wo ds: Di e si y, Inclusi e wo kplace, Disabili ies, Risk managemen , Human Resou ce isk
managemen
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INDEX
1. In oduc ion ............................................................................................................................................. 7
1.1. Backg ound ..................................................................................................................................... 7
1.2. Resea ch objec i es and esea ch ques ions ................................................................................... 7
2. Li e a u e e iew...................................................................................................................................... 9
2.1. Di e se wo k o ce ............................................................................................................................ 9
2.2. Inclusi e wo king en i onmen ...................................................................................................... 10
2.3. Risk managemen and Human Resou ces (HR) isk managemen ................................................ 10
2.4. Risk managemen o hi ing new employees ................................................................................ 11
2.5. De ini ion o disabili y ................................................................................................................... 12
2.6. His o y o disabili y ........................................................................................................................ 15
Ea ly iews o Disabili y - p io o Wo ld Wa I ............................................................................... 15
P og ess on he iews o Disabili y - a e Wo ld Wa I .................................................................. 16
2.7. Models o disabili y and i s impac on he accessibili y o disabled people o he job ma ke ...... 18
The Cha i y Model .......................................................................................................................... 19
The Medical Model ......................................................................................................................... 19
The Social Model ............................................................................................................................. 20
The In e na ional Classi ica ion o Func ioning, Disabili y and Heal h (ICF) model ........................ 20
2.8. People wi h disabili ies and hei accessibili y o he job ma ke .................................................. 22
2.9. Bene i s o companies when hi ing PWDs ..................................................................................... 23
2.10. Fea s and pe cei ed isks ha companies ha e owa ds hi ing disabled people ........................ 25
2.11. Managing “ ea o unce ain y” wi h human esou ces isk managemen ................................ 27
2.12. Rec ui ing PWDs ......................................................................................................................... 27
2.13. C ea ing an inclusi e wo king en i onmen o PWDs. ............................................................... 29
2.14. Summa y o main heo e ical concep s p esen ed. ..................................................................... 30
3. Me hodology.......................................................................................................................................... 42
4. Resul s and discussion ........................................................................................................................... 48
5. Conclusions ............................................................................................................................................ 60
6. Limi a ions ............................................................................................................................................. 63
7. Fu u e Resea ch .................................................................................................................................... 64
Re e ences ................................................................................................................................................. 65
Appendix .................................................................................................................................................... 71
INDEX OF FIGURES
Figu e 1. In e ac ions be ween he componen s o ICF (WHO 2011:18) ............................................. 21
Figu e 2. Pe cei ed ea s and isks ha keep companies om hi ing PWDs ....................................... 52

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INDEX OF TABLES
Table 1. Summa y o heo e ical concep s ........................................................................................... 40
Table 2. Ini ial quo a o each g oup o in e iewees ........................................................................... 45
Table 3. Final p opo ion o in e iewees in each g oup ...................................................................... 46
Table 4. Sugges ions o c ea e an inclusi e wo king en i onmen o PWDs ....................................... 61
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1. INTRODUCTION
1.1. BACKGROUND
Acco ding o he Uni ed Na ions (n.d), a ound 15 % o he popula ion (mo e han 1 billion people)
ha li e on ou plane ha e some kind o disabili y, which makes hem he wo ld’s la ges mino i y
g oup.
Since he adop ion o he Uni ed Na ions Con en ion on he Righ s o Pe sons wi h Disabili ies
(CRPD) in 2006, signi ican p og ess has been made in p omo ing equal igh s, inclusion and
empowe men o disabled people in socie y. O e he las 10 yea s, he CRPD has aised awa eness
o p o ide people wi h disabili ies (PWDs) wi h access o heal h, ehabili a ion, suppo , educa ion,
and especially o employmen (Uni ed Na ions, 2016).
Howe e , despi e he ac ha esea che s ha e poin ed ou a gene ally a o able a i ude and
willingness o employe s o hi e disabled adul s (Bu ke e al., 2013), as well as se e al signi ican
bene i s o such ec ui men o companies (Lindsay e al. 2018), PWDs a e s ill unde ep esen ed in
he In de eloping coun ies, 80 pe cen o 90 pe cen o wo king-age pe sons wi h disabili ies a e
unemployed, compa ed o 50 pe cen o 70 pe cen in de eloped coun ies. E en in he mos
ad anced economies, he o icial unemploymen a e o PWDs o wo king age is a leas wo imes
ha o people wi hou disabili ies in he wo k o ce wo ldwide (Uni ed Na ions, n.d.).
As indica ed by he Uni ed Na ions (n.d), and Kaye e al. (2011), ac oss coun ies, mispe cep ion,
p ejudice, “ ea o he unknown” and pe cei ed isks due o lack o expe ience in ec ui ing PWDs
we e pinpoin ed as he main ba ie s ha keep companies om hi ing PWDs.
To ackle hese ea and he common associa ed isks encou aging companies o ec ui PWDs, his
esea ch aims a explo ing he ea s and pe cei ed isks ha keep companies om hi ing PWDs,
e iewing he bene i s o hi ing PWDs o companies, and p o ide guidelines on bes p ac ices ha
companies can u ilize o ec ui and c ea e an inclusi e wo king en i onmen o PWDs employees.
1.2. RESEARCH OBJECTIVES AND RESEARCH QUESTIONS
To add ess he p e iously s a ed esea ch p oblems, his pape aims a a aining he ollowing h ee
objec i es:
• Explo ing he common ea s as well as pe cei ed isks ha keep companies om hi ing
PWDs
• Explo ing how companies can ackle he ea s as well as manage he pe cei ed isks and
p o ide an inclusi e wo king en i onmen o PWDs
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To achie e hese objec i es, his esea ch will add ess he ollowing esea ch ques ions:
• Wha a e he pe cei ed ea s and isks associa ed wi h hi ing PWDs?
• Wha a e he pe cei ed bene i s o hi ing PWDs?
• Wha can be done o help companies ackle he ea s and manage he pe cei ed isks in
o de o ec ui and c ea e an inclusi e wo king en i onmen o PWDs?
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2. LITERATURE REVIEW
In o de o deli e a comp ehensi e unde s anding o he scien i ic esea ches ha ha e been done
on his opic, his sec ion will e iew ela ed concep s o he esea ch ques ions and iden i y a gap in
he li e a u e ha his pape aims a illing in.
The li e a u e e iew will s a by explaining he concep o a di e se wo k o ce, an inclusi e wo king
en i onmen , and human esou ces isk managemen and why hey a e impo an . This will be
ollowed by he his o y o he disabili y concep , he cu en accessibili y o PWDs o he job ma ke ,
as well as ela ed amewo ks o disabili y. A e wa ds, his esea ch will look in o why companies
should hi e PWDs, wha common ea s and pe cei ed isks a e p e en ing companies om hi ing
PWDs, as well as he a ailable scien i ic e idence o debunk he my hs. Finally, we will go h ough
exis ing indings on how companies can ec ui and c ea e an inclusi e wo king en i onmen o
PWDs.
2.1. DIVERSE WORKFORCE
As de ined by I de (2016) and Bou oniko (2021), a di e se wo k o ce consis s o indi iduals wi h
unique cha ac e is ics and backg ounds. This ype o wo k o ce helps b ing in di e se skills,
pe spec i es, and expe ience, which a e c ucial o de eloping new ideas and gene a ing inno a ion.
In o de o ha e di e si y in he wo kplace, companies need o ac i ely and consciously ec ui
employees wi h a ied backg ounds, skill se s, gende , age, ace, e hnici y, eligion, abili y,
educa ion, sexual o ien a ion, and o he ac o s. Howe e , I de (2016) and Bou oniko (2021) also
poin ed ou ha o maximize he bene i s o a di e se wo k o ce and ully u ilize hei alen s,
companies need o also c ea e an inclusi e wo kplace en i onmen .
In a 2003 epo om he Eu opean Commission, some bene i s o a di e se wo k o ce a e
men ioned such as “s eng hening long- e m “ alue-d i e s” and “gene a ing sho and medium-
e m oppo uni ies o imp o e cash lows”. Ne e heless, he epo also poin s ou he hidden cos s
o a di e se wo k o ce:
• Cos s om di e si y by hi ing specialis s, aining o employees, and possibly changing
wo king condi ions.
• Cos s o Legal Compliance. When hi ing a di e se wo k o ce, legal cos s migh a ise so he
company complies wi h he cu en legisla i e equi emen s. These cos s will a y acco ding
o he geog aphy o each company.
• Business Risks o Di e si y- some p og ams ha aim o c ea e a di e se wo k o ce
en i onmen migh ake mo e ime and esou ces o implemen han wha was i s
planned by he business.
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Be ween he 1600s and 1800s, he public began o iew disabili y as a medical p oblem ha is he
esul o auma, diseases, o o he heal h condi ions (Ja e , n.d.). F om his, he medical model o
disabili y, which iewed disabili y as a heal h issue o PWDs, was bo n. The app oach by which
socie ies ea PWDs has shi ed o ying o cu e he disabling condi ion o modi ying he beha io s
o people wi h a disabili y (Smel ze e al., 2017). As G an e al. (2013) and Smel ze e al. (2017)
no ed, du ing his cen u y, special schools o child en who a e "men ally handicapped", and
ins i u ions o people wi h de elopmen al disabili ies we e se up by s a es o c ea e a li elong
ins i u ional en i onmen o hese people. As PWDs we e s ill pe cei ed as a h ea o he
communi y, he s a es ied o seg ega e hem by building schools and ins i u ions on he ou ski s
o own. This seclusion om socie y " u he s igma izes people".
F om he 1800s un il 1914, hough PWDs gained mo e access o heal h ca e and educa ion, he
public’s pe cep ion o disabili y ha dly p og essed. PWDs con inue o li e in a "pa allel wo ld", whe e
hey a e con ined o buildings o disabled people. Du ing his ime, wo ds like ‘c ipple’, ‘insane’,
‘idio s’, ‘de ec i e’, ‘'men ally de icien ' o "idle" we e used o desc ibe PWDs (Ja e , n.d.).
Acco ding o G an e al. (2013), in 1913, he Men al De iciency Ac was in oduced in he UK o
make p o isions o he ins i u ional ea men o people wi h men al heal h o lea ning disabili ies,
who we e e e ed o as' ‘ eeble-minded ’, ‘imbeciles’, ‘idio s’ o ‘mo al de ec i es’. This Ac u he
caused se e al mo e people wi h lea ning di icul ies o be inca ce a ed (G an e al., 2013).
Due o he lack o access o esou ces, he ba ie s om socie y, and he non-exis ing way o hem
o con ibu e o socie y, PWDs we e pe cei ed as bu dens, no only o hei amilies bu also o
socie y (Smel ze e al., 2017).
P og ess on he iews o Disabili y - a e Wo ld Wa I
A e Wo ld Wa I ( om 1914 o 1918) ended, eigh million ex-se icemen, including soldie s and
sailo s, became disabled a e he wa . These people needed ongoing ca e, medical ea men , and
inancial suppo o con inue hei li es a e he wa (Ja e , n.d.). The e u n o ex-se icemen
om he wa played a c ucial pa in s eng hening and encou aging in e na ional in e ac ions and
p omo ing he wel a e o people who became disabled (Sal an e, 2020). Se e al ini ia i es by he
go e nmen and he public we e ca ied ou o help hese ex-se icemen. New a i icial limbs, which
we e made o ligh aluminium ins ead o hea y wood, and plas ic su ge ies we e o e ed, while
gymnas ic exe cise cen e s we e se up o help hese people eco e and ge back o hei daily li es.
The ise o wel a e o ex-se icemen also e en ually bene i ed o he PWDs. In 1918, in he Uni ed
Kingdom, he Educa ion Ac , made schooling o all disabled child en compulso y (Ja e , n.d.).
Howe e , he esou ces we e s ill mainly spen on suppo ing disabled se icemen ins ead o being
sha ed e enly among all PWDs. In 1919, The 'King's Na ional Roll' was issued, which encou aged

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o ganiza ions o ec ui disabled ex-se icemen. Howe e , his scheme only had li le success, as
mos disabled people could no ind any jobs, o he han posi ions in "shel e ed" employmen ha
we e se up o hem (Ja e , n.d.).
Meanwhile, in Ge many, by 1919, in an e o o ehabili a e disabled e e ans, almos e e y own
had ehabili a ion cen e s o people wi h blindness o physical disabili ies. Fu he mo e, due o
labo sho ages du ing and igh a e he wa , employe s we e glad o hi e disabled e e ans, bu
no hose wi h mo e se e e disabili ies. In 1920, employmen quo as o disabled people we e
in oduced h ough “The Law o he Se e ely Disabled”. Acco ding o his law, employe s wi h 25 o
mo e wo ke s mus ec ui a leas 2% o wo ke s wi h se e e disabili ies (Uni e he Union, 2014).
Though PWDs had gained mo e bene i s and a en ion om he au ho i ies, he social s igmas and
disc imina ion hey ecei ed s ill s ood. Acco ding o Khazan (2014), du ing Wo ld Wa II ( om 1939
o 1945), disabled people we e a ge ed o mass mu de , ca ied ou unde he "T-4" p og am o
he Nazis. Unde his in olun a y "eu hanasia" p og am, i is es ima ed ha a ound 300,000 PWDs
we e ex e mina ed, as he Nazis deemed hem o be a bu den o socie y.
Howe e , du ing his same pe iod, p og ess on igh s o PWDs was also eco ded. In he UK, he
1944 Disabili y Employmen Ac was in oduced o p o ide paid employmen , designa ed oca ions,
and employmen quo as o no only disabled ex-se icemen and ex-se icewomen, bu also o all
PWDs in gene al, including wo ke s who had been inju ed in wo kplace acciden s. This was deemed
as he i s legisla ion ha shi ed he ocus om a speci ic impai men g oup owa d PWDs in
gene al. Howe e , his legisla ion was no execu ed o ce ully, and li le e o was made o penalize
o ganiza ions who did no mee he ec ui ing objec i e. Addi ionally, in he same yea , he 1944
Educa ion Ac was enac ed o encou age he educa ion o s uden s wi h disabili ies alongside non-
disabled s uden s in elemen a y and seconda y schools. Howe e , i s ipula ed ha in eg a ion was
subjec o app op ia e ui ion and inancing (Ba nes and Me ce , 2004).
A e Wo ld Wa II, al hough he e is no sou ce ha men ions he o icial numbe o e e ans who
became disabled a e he wa , he numbe is belie ed o be much la ge han ha o Wo ld Wa I;
and i is es ima ed ha a ound 25,000,000 e e ans we e wounded in he ba les (The Na ional
WWII Museum - New O leans, n.d.). Acco ding o Ja e e (n.d.) and Uni e he Union (2014), since
he a e ma h o WWI, ehabili a ion has placed a s ong ocus on inc easing physical i ness. In
1948, The Pa alympics we e bo n ou o a spo s compe i ion, which was used as he apy o
e e ans wi h spinal inju ies om he wa .
As Ja e (n.d.) poin ed ou , du ing his e a, PWDs s a ed o be mo e ac i e in igh ing o hei
igh s, and many campaigns o PWDs we e o med be ween he 1940s and 1950s. The ci il igh s
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mo emen in Ame ica in he 1960s and 1970s inspi ed disabled people o ake di ec ac ion agains
disc imina ion, inadequa e access, and inequali y by s a ing nume ous campaigns. A his ime, he
social model o disabili y, which will be discussed u he in he la e sec ions, was bo n and s a ed
o eme ge. Acco ding o Smel ze e al., (2017), ins ead o iewing disabili y as some hing w ong
wi h a pe son, he social model sees disabili y as a esul o an inaccessible en i onmen , which
p e en s PWDs om pa icipa ing ully in he socie y. Hence, i sugges s adap a ion o he
en i onmen should be made o emo e he ba ie s.
Howe e , i is no un il he 1990s ha signi ican p og ess can be obse ed as an inc eased le el o
a en ion has been gi en o he igh s o disabled people. Se e al egula ions, including he
Ame icans wi h Disabili ies Ac (ADA) in oduced in 1990, he Disabili y Se ices Ac o Aus ilia
in oduced in 1993 and he Disabili y Disc imina ion Ac o he UK in oduced in 1995, we e enac ed
o igh agains disc imina ion again s PWDs and emo ed he social ba ie ss. One o he miles ones
du ing his ime also includes he Uni ed Na ions Wo ld Con e ence on Special Needs Educa ion
con e ence in 1994, whe e 92 coun ies ecognized ha access o educa ion is a undamen al igh
o all child en, and ag eed o imp o e educa ion access o disabled people h ough an inclusi e
schooling sys em. This con e ence adop ed a new F amewo k o Ac ion, which was buil based on
he p emise ha human di e ences a e no mal, and schools a e esponsible o adap ing o he
needs o he s uden s. The e o e, egula schools should accommoda e all child en'', ega dless o
hei linguis ic, in ellec ual, social, physical, emo ional, o o he condi ions, and all child en should
s udy oge he , whe e possible (UNESCO, 1994).
Following ha con e ence, coun ies ha e s a ed wo king on imp o ing educa ion and job ma ke
access o disabled people. Howe e , disabled people s ill emain unde ep esen ed in he wo king
ma ke and wi h he same le el o unemploymen as hey did be o e hese
measu es we e aken place, which is a 54% pe cen . (G aham & Shie , 2008).
I ’s impo an o poin ou ha all sou ces ag ee ha people wi h disabili ies s ill ace many
challenges and di icul ies in inding jobs and employmen .
2.7. MODELS OF DISABILITY AND ITS IMPACT ON THE ACCESSIBILITY OF DISABLED PEOPLE TO THE JOB MARKET
As discussed in he p e ious sec ion abou his o y o disabili y, and de ini ion o disabili y, he e a e
a ious models o disabili y, which cha ac e ize ac o s ha in luence he people’s pe cep ion o
disabili ies.
When esea ching “disabili y”, i is c ucial o s udy di e en ypes o models o disabili y. As Sma
(2004) and Re ie and Le šosa (2018) ag eed, hese models a e based on he pe cei ed needs o
PWDs, and se e se e al pu poses, including de ining and shaping pe cep ion ega ding disabili y,
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explaining causal and esponsibili y a ibu ions, as well as guiding he o mula ion and
implemen a ion o policy.
Howe e , Sma (2004) and Re ie and Le šosa (2018) also highligh ed he limi a ions o hese
models, which a e no alue neu al and could lead o disc imina ion and p econcep ion.
As iden i ied by Re ie and Le šosa (2018), he among he mos dominan models o disabili ies,
which will be discussed in he la e pa o his sec ion, oge he wi h he In e na ional Classi ica ion
o Func ioning, Disabili y and Heal h (ICF model), a e:
• The Cha i y Model
• The Medical Model
• The Social Model
Ou o hese, he wo models ha a e deemed as wo o he mos common models by se e al
au ho s and o ganiza ions, such as Wo ld Heal h O ganiza ion (2011) and Ha on (2020) a e he
Medical Model and he Social Model.
The Cha i y Model
Acco ding o Duyan (2007), Re ie and Le šosa (2018), and Ha on (2020), his model depic s PWDs
as ic ims, who su e om agic si ua ions, and should be pi ied. As i can be in e ed om he
name, his model is o en used o cha i y pu poses since i d aws a en ion o he hapless and pi i ul
side o being disabled (Ha on, 2020). F om ha , i u ges o a humane ea men owa ds PWDs
(Hende son and B yan, 2011) and encou ages people o assis PWDs in all possible ways (Duya,
(2007) o o dona e money (Ha on, 2020). Many au ho s, including Seale (2006) and Ha on (2020)
c i icized his Cha i y Model o desc ibing PWDs as passi e and a e g ea ly dependen on he
p o ec ion and gene osi y o he su ounde s. Hence, acco ding o Ha on (2020), his model causes
p oblems o PWDs in he job ma ke , since hey a e o en hink o as cha i y ecei e s. Due o his
iew, he ec ui men o disabled people would be seen as doing a a ou o PWDs, o as a cha i y
ac . When employed his iew, companies would no be able o see PWDs as aluable alen s, o
ha ing bene icial skill se s o he job posi ions.
The Medical Model
This model (also known as he de ici model) s a ed o eplace he mo al/ eligious model in he
mid-1800s (Re ie and Le šosa, (2018). Acco ding o Olkin (1999) and Ha on (2020), his model iews
disabili ies as nega i e medical p oblems, which a e de ec s o he body, and should be “ ixed' by
medical and o he ea men s. The medical model indica es ha he condi ions o PWDs should be
cu ed by physicians and ained p o essionals, deeming hem as expe s who knew wha was bes o
PWDs. Meanwhile, PWDs we e no pe cei ed as people who a e capable o knowing wha hey
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needed, and need o ely on he suppo om o he people in heal h ca e and se ices (Iezzoni and
F eedman, 2008).
This model is c i icized by se e al au ho s due o i s nega i e iew o disabili y. As C eame (2009)
poin ed ou , e ms like “in alid”, “handicapped”, “c ipple” o “ e a ded” all come om his medical
model. Acco ding o Johns one (2012), his iew o disabili y leads o a misleading implica ion ha
PWDs a e no as good o in e io o he “able-bodied”. In a simila iew, Ha on (2020) poin ed ou
he issue wi h his model is ha he model ocus on wha is ""w ong"" wi h he pe son ins ead o
wha he pe son needs. I depic s he di e ences o PWDs om a pe son wi hou disabili y as a
de ici , implying ha he di e ences a e in insically bad, and should be a oided a all cos s. Hence,
he medical model p omo es disc imina ing agains PWDs, and also c ea es ba ie s o PWDs when
hey wan o en e he job ma ke .
The Social Model
Acco ding o D’Alessio (2011), he social model comes om he B i ish disabili y mo emen du ing
he 1960s and 1970s, as an e olu ion om he limi a ions o he medical model. Meanwhile,
T egaskis (2002) a ibu es he bi h o his model o he disabili y igh s mo emen o he Union o
he Physically Impai ed Agains Seg ega ion (UPIAS) om he UK in 1976. Explaining his model,
Iezzoni and F eedman (2008) and Ha on (2020) s a ed ha his model shi s he ocus o he
p oblems om he PWDs and hei di e ences, and loca es i wi hin socie y. Based on his iew,
people a e disabled no by hei impai men s, bu by he ba ie s ha socie y pu s in hei way.
The e o e, he solu ion, ins ead o di ec ing o indi idual adjus men o ehabili a ion, ocuses on
social change o elimina e he ba ie s and disad an ages o PWDs posed by socie y (Ba nes, Me ce
& Shakespea e, 2010). The ul ima e pu pose o his model, acco ding o By ne-Habe (2021), is o
allow PWDs o ha e equal access o educa ion, employmen , and communi y pa icipa ion h ough
adap a ions and accommoda ions o hei choices. This model highligh s he impo ance o emo ing
social en i onmen s, s uc u al, a i udinal, echnological and physical o he inclusion and
pa icipa ion o disabled people.
Though his model is ega ded as libe a ing by many people (Iezzoni and F eedman, 2008), as no ed
by Giddens (2006), he model also ecei es some c i iques o seemingly igno ing he “pain ul
eali ies o impai men ”.
Ha on (2020) also admi ed ha he social model is no aul less. Howe e , he au ho sugges ed
ha he social model is he mos sui able and ecommended model o companies o use while
including PWDs in hei alen pool.
The In e na ional Classi ica ion o Func ioning, Disabili y and Heal h (ICF) model
Despi e a shi om a “medical model” o a “social model” hanks o he mo emen o PWDs, Wo ld
Heal h O ganiza ion (2011) claimed ha nei he o hese models is comp ehensi e. Hence, ins ead o
21
iewing disabili y as ei he “pu e medical” o “pu e social”, simila o Shakespea e (2006) and
Fo sy h e al. (2007), Wo ld Heal h O ganiza ion (2011) sugges s ha a ious aspec s o disabili y
should be aken in o accoun , wi h a mo e balanced app oach. The e o e, he model ha he Wo ld
Heal h O ganiza ion (2011) deemed as mos app op ia e o be used is he model o In e na ional
Classi ica ion o Func ioning, Disabili y and Heal h (ICF model), which is p esen ed as below:
Figu e 1. In e ac ions be ween he componen s o ICF (WHO 2011:18)
The ICF model is a combina ion o he Medical and Social models, which is cha ac e ized as a “bio-
psycho-social model”. This model concep ualises “disabili y” as an in e ac i e ela ionship be ween a
pe son’s heal h condi ions, en i onmen al ac o s and pe sonal ac o s. This model iden i ies he 4
dimensions ela ed o unc ioning and disabili ies as:
• Body unc ions and s uc u es
• Ac i i ies
• Pa icipa ion
• En i onmen al ac o s
Acco ding o WHO (2011), disabili y eme ges om he in e ac ion be ween people wi h impai men s
and he en i onmen al ba ie s as well as a i udinal ba ie s, which p e en hem om pa icipa ing
ully and e ec i ely in socie y on an equal e ms wi h o he s. Iden i ying “disabili y” as an in e ac ion
o mul iple ac o s implies ha “disabili y” is no a pe sonal cha ac e is ic. By add essing he hu dles
ha limi PWDs in hei daily li es, we could help o s eng hen hei social pa icipa ion.
The Wo ld Heal h O ganiza ion (2011) also no ed ha many people wi h disabili ies do conside
hemsel es as heal hy. As ci ed by Wo ld Heal h O ganiza ion (2011), when esponded o he 2007–
2008 Aus alian Na ional Heal h Su ey, 40% o people wi h se e e disabili y desc ibed hei heal h
condi ion as “good, e y good, o excellen ”.

22
2.8. PEOPLE WITH DISABILITIES AND THEIR ACCESSIBILITY TO THE JOB MARKET
As men ioned p e iously, PWDs a e s ill unde ep esen ed in he wo k o ce ac oss coun ies, wi h
hei unemploymen a e anging om 80 pe cen o 90 pe cen in de eloped coun ies, and om 50
pe cen o 70 pe cen in de eloped coun ies. Acco ding o he Uni ed Na ions (n.d), companies
o en do no conside PWDs as pa o hei po en ial wo k o ce due o mispe cep ions , ea , and
p ejudice.
In an a emp o inc ease he ep esen a ion o people wi h disabili ies in he wo k o ce, some
ini ia i es om go e nmen s ha e been implemen ed. Besides he ini ia i e o se ing he quo as o
pe cen age o PWDs ha companies need o hi e, which was i s in oduced in Ge many in 1920
(Uni e he Union, 2014), many go e nmen s, including he UK, he US, Canada, Aus alia, coun ies
wi hin he EU, China, Singapo e, e c. also gi e ax incen i es o companies ha hi e people wi h
disabili ies. Acco ding o “A Repo o he Disabili y Righ s Task Fo ce on Ci il Righ s o Disabled
People'', o inc ease job ma ke access o PWDs, ax incen i es should be gi en o companies who
choose o hi e disabled people, and he public sec o should show ini ia i e o s a g adually
employing mo e disabled people (Depa men o Educa ion and Employmen , 2001).
Howe e , he ideas ha en’ seemed o b ing no able bene i s o PWDs. In Canada, al hough he
coun y has had s able and con inuous economic g ow h o e ecen yea s, ha weal h hasn’
eached disabled people. Disabled people emain unde ep esen ed in he wo king ma ke and wi h
he same le el o unemploymen han hey did be o e hese measu es o gi ing ax incen i es ook
place, which is a 54%. (G aham & Shie , 2008).
E en when companies hi e people wi h disabili ies, e y o en, hey lis his ac ion unde hei ac o
social esponsibili y (Gould e al., 2020), which means iewing people wi h disabili ies unde he
Cha i y Model, ins ead o iewing people wi h disabili y as a quali ied wo k o ce.
No only acing di icul ies in inding jobs, PWDs also need o ace lo s o obs acles in ad ancing hei
ca ee . Acco ding o Owen (2019), in a su ey wi h 1002 business leade s, 27 pe cen o hem
epo ed ha hei companies migh no ha e any bene i s in ec ui ing PWDs. In he same
in e iew, 20 pe cen o people epo ed ha hey would be e y conce ned, and 58 pe cen said
hey would ha e some conce ns abou p omo ing PWDs in o a senio posi ion, while only 11
pe cen o he business leade s said ha hey ha e no conce n a all. As Owen (2019) poin ed ou ,
he esul s o he su ey ha e demons a ed he nume ous wo kplace biases owa ds PWDs.
Fo hese easons, many people wi h disabili ies do no eel com o able disclosing hei disabili ies
a wo k. Acco ding o Hennebo n (2021), in a su ey o 5,870 employees, 78 pe cen o employees
23
wi h disabili ies epo ed ha hey do no disclose hei disabili ies o hei co-wo ke s, HR o
manage s a wo k, as hey a e a aid o being e alia ed agains , ha ing slowe ad ancemen o less
impo an posi ions in he company. Addi ionally, hey also do no belie e ha hei company
cul u e is uly de o ed o assis ing hem in h i ing and succeeding. The e o e, as Ha on (2020)
indica ed, many employe s migh ha e al eady employed PWDs wi hou ealizing i , as a ound eigh y
pe cen o impai men a e no isible.
2.9. BENEFITS OF COMPANIES WHEN HIRING PWDS
As Lindsay e al. (2018) poin ed ou , hi ing PWDs can bene i companies in a ious ways.
Inc eased p oduc i i y
Se e al s udies ha e sugges ed ha , in e ms o wo k pe o mance, PWDs can be equally p oduc i e,
o , in some cases, e en ou pe o m employees wi hou disabili ies. While Hindle e al. (2010) and
Bengisu and Bal a (2011) ound ha he e is no di e ence be ween he pe o mance o PWDs and
o he employees, G a am e al. (2002), Bi encou and Guima aes (2011), Ha nee e al. (2011),
Kala gy ou (2014), and Ha on (2020), h ough s udies ac oss a ious indus ies, indica ed ha PWDs
end o be mo e p oduc i e han people wi hou disabili ies. Explaining his, Ha nee e al. (2011)
poin ed ou ha PWDs we e epo ed as mo e eliable, punc ual, and dedica ed o hei wo k, which
consequen ly inc eased p oduc i i y. Addi ionally, "Ge ing o Equal: The Disabili y Inclusion
Ad an age | Accen u e” (2018) added ha , as PWDs need o be c ea i e o adap o hei
su oundings, hey end o be keen on inno a ion and excel a p oblem-sol ing skills, o e hough ,
pe sis ence, and lexibili y.
Lowe u no e a e
Acco ding o Buciuniene and Kazlauskai e (2010), Kala gy ou (2014) and Lindsay e al. (2018), PWDs
end o ha e lowe u no e a es when compa ed o hei pee s. As he Wo kplace Ini ia i e (2016)
poin ed ou , on a e age, PWDs ha e wen y o hi y pe cen lowe u no e a es when compa ed
o o he employees. These au ho s sugges ed ha he lowe u no e a es a e due o he sense o
achie emen PWDs ha e om employmen , and hei highe le el o loyal y owa ds companies ha
in es ed in hi ing and p o iding hem wi h aining. Simons (2001), Scha z e al. (2006), Ha ne e
al. (2011), Gewu z e al. (2016), Wo kplace Ini ia i e (2016), and Lindsay e al. (2018) all ag ee ha
his can signi ican ly bene i companies since a lowe u no e a e o en leads o ewe cos s o
ehi e, e aining, loss in p oduc i i y, and human esou ces e o s.
Bene i om ha ing a di e se wo k o ce and an inclusi e wo kplace en i onmen .
Acco ding o Bi encou and Guima aes (2011) and Kala gy ou (2014), by hi ing PWDs, companies
can bene i om a mo e di e se wo k o ce and an inclusi e wo kplace cul u e. As Sokolo a (2016)
indica es, he e a e se e al bene i s o ha ing di e si y and inclusion in he wo kplace, including:
24
• Boos ing p oduc i i y and inno a ion.
• S eng hening wo ke commi men and engagemen o con ibu e o o ganiza ional
success.
• Inc easing employees’ heal h and well-being.
• Reducing he pe cep ion o inequali y and disc imina ion among employees.
• Enhancing collabo a ion and coope a ion among co-wo ke s
Access o a la ge alen pool and a new cus ome base
Acco ding o he Uni ed Na ions (n.d.), Sokolo a (2016), and Dono an (2020), by hi ing PWDs,
companies can no only access a la ge alen pool, bu also c ea e a compe i i e ad an age as hey
can access a new and di e se cus ome base. Many companies ha e disco e ed ha by hi ing PWDs,
hey a e be e equipped o comp ehend and se ice hei clien s wi h disabili ies. Uni ed Na ions
(n.d.). As Dono an (2020) indica ed, he o al a e - ax disposable income o PWDs all a ound he
wo ld is a ound 1.9 illion dolla s, and he disposable income o hei amilies and iends is a ound
10.7 illion dolla s. Mo eo e , PWDs also ha e a endency o be mo e loyal o he b and and hey
spend mo e pe shopping ip as well as go on mo e shopping ips han he a e age cus ome
(Nielsen, 2017). The e o e, by adap ing se ices o accommoda e he a ious needs o PWDs,
businesses can ap in o a la ge ma ke wi h no able pu chasing powe . (Uni ed Na ions, n.d)
Enhance company epu a ion
Acco ding o Kala gy ou and Volis (2014) and Lindsay (2018), by hi ing PWDs, companies can
imp o e hei public epu a ion among hei cus ome s, employees, and supplie s. This c ea es
compe i i e ad an ages o companies, especially o hose in he hospi ali y and se ice indus ies,
as i would inc ease cus ome loyal y among cus ome s who alue di e si y and inclusion (Hen y,
2014). Based on a su ey conduc ed by he Na ional Business and Disabili y Council in 2016, 66
pe cen o consume s will buy goods and/o se ices om a company ha ea u es PWDs in hei
ad e isemen s, while 73 pe cen o cus ome s said ha hey will buy goods and/o se ices om a
company i hey know he company hi es PWDs (Wal on Op ions o Independen Li ing, 2016).
Inc ease p o i abili y
All oge he , by hi ing PWDs, companies can imp o e hei p o i abili y h ough inc easing e en ion
a es, enhanced p oduc i i y, access o a la ge alen pool as well as cus ome bases, and gaining
mo e loyal cus ome s. "Ge ing o Equal: The Disabili y Inclusion Ad an age | Accen u e” (2018)
indica ed ha companies which p ocess bes p ac ices o hi ing and heading owa d disabili y
inclusion ha e ou pe o med, and, on a e age, a e wo imes mo e likely o ha e bigge o al
sha eholde e u ns han hose o hei compe i o s.
25
2.10. FEARS AND PERCEIVED RISKS THAT COMPANIES HAVE TOWARDS HIRING DISABLED PEOPLE
E en hough he e a e many bene i s o hi ing disabled people, as we discussed p e iously his is s ill
no a common decision made by he companies due o he many conce ns, mispe cep ion, ea , and
pe cei ed isks ha companies ha e (Uni ed Na ions, n.d).
As Kaye e al. (2011) poin ed ou as he esul s o 468 ques ionnai es, he common conce ns ha
discou age companies om hi e PWDs can be ca ego ized in he ollowing g oups:
• Job pe o mance
• Cos s o accommoda ion
• Rela ionship wi h exis ing employees
• Legal liabili ies
• Lack o expe ience
Job pe o mance
One o he mos common s e eo ypes ha we e indica ed by Uni ed Na ions (n.d), Ami e al (2009)
and Kaye e al. (2011) is ha PWDs do no ha e good job pe o me s, and a e likely o be absen
om wo k. As Ami e al. (2009) poin ou , and la e ci ed by Re ie and Le šosa (2018), employe s
a e o en a aid ha :
• PWDs need longe ime o lea n and mas e new wo k asks.
• PWDs need suppo om o he s o comple e he job as PWDs would ha e di icul ies in
ge ing hei wo k done on ime.
• PWDs would call in sick mo e o en han o he employees due o heal h issues o pe sonal
p oblems.
In addi ion, employe s also ha e doub s abou he ex a ime ha co-wo ke s, manage s o
supe iso s migh need o spend o adjus PWDs (Kaye e al., 2011).
Howe e , as he Uni ed Na ions (n.d) and au ho s men ioned in he p e ious sec ion, including
G a am e al. (2002), Hindle e al.(2010), Bengisu and Bal a (2011), Bi encou and Guima aes
(2011), Ha nee e al. (2011), Kala gy ou (2014), Ha on (2020), indica ed, in con as o hese
no ions, many companies which hi e PWDs ha e ound ha PWDs a e mo e han capable.
Addi ionally, Ha on (2020) poin ed ou ha PWDs ha e no ably less ime o sick and absence han
hei colleagues.
Cos s o accommoda ion
Ano he common s e eo ype is ha accommoda ion o people wi h disabili y o help hem pe o m
he wo k is expensi e (Uni ed Na ions, n.d). Accommoda ion can be de ined as modi ica ions o he
32
consis en
wi h a a ge .”
( Powe ,
2019).
(Wa kins,
2020)
Risk
Manageme
n
De ini ion o isk
managemen in
Human Resou ces
“HR isk
managemen is a
c ucial pa o a
company’s isk
managemen ,
which ocuses on
iden i ying and
managing he
unique isks ha
wo ke s ep esen
o he company.”
“Human
esou ce isk
managemen
is he
assessmen o
human
esou ce isk,
and i is
di ec ly
ela ed o he
e ec i eness
o human
esou ce isk
managemen .
”( Huang,
2017).
(Kelle ,
2017)
Risk
Manageme
n
How o mi iga e
he isk
managemen o
new hi ings
“Companies should
wo k on hei
employee alue
p oposi ion and use
mo e echnology in
he hi ing p ocess”.
(Ame icans
wi h
Disabili ies
Ac , 1990)
Disabili y
De ini ion o
Disabili y
“A pe son wi h a
disabili y is de ined
as a pe son who
su e s om a
men al o physical
disabili y ha
se e ely es ic s
one o mo e key
Only ocus
on he
heal h
aspec o
disabili y

33
daily ac i i ies.
(Wo ld
Heal h
O ganiza io
n , 2011)
Disabili y
De ini ion o
Disabili y
“Any heal h
condi ions ha a e
ela ed o:
Impai men s,
Ac i i y Limi a ions
and Pa icipa ion
Res ic ions”
(UK
Depa men
o
Educa ion
and
Employmen
, 2001)
In eg a ion
o disabled
people in
he job
ma ke
Incen i es o
companies o hi e
disbaled people
“In o de o inc ease
job ma ke access,
ax incen i es
should ha e been
gi en o companies”
“Disabled
people emain
wi h he same
le el o
unemploymen
han hey did
be o e hese
measu es”
(G aham &
Shie , 2008)
("Ge ing o
Equal: The
Disabili y
Inclusion
Ad an age |
Accen u e",
2018)
In eg a ion
o disabled
people in
he job
ma ke
Main ba ie s o
companies no o
hi e disabled
people
“Lacking awa eness
o he scope o
alen ; lacking
awa eness o
po en ial bene i s in
hi ing PWDs; ha ing
mispe cep ion o
he cos s e sus
e u n on
in es men o
including PWDs in
he wo k o ce”
(Ca anagh
e al, 2016)
In eg a ion
o disabled
people in
How o o e come
ba ie s o hi e
disbaled people
“Close ela ionship
be ween companies
and go e nmen s”
“Di e en
me hods o
pe o mance
34
he job
ma ke
“Speci ic aining o
manage s”
e alua ion”
“Mo e
emo ional
suppo should
be gi en o
employe s and
employees” (
A ksey, 2013)
(Ha on
,2020)
(Re ie and
Le šosa
,2018)
(Duyan
,2007)
(Hende son
and B yan,
2011)
Models o
disabili y
The Cha i y
Model
“PWDs a e ic ims,
who su e om
agic si ua ions,
and should be
pi ied”
“I u ges o a
humane ea men
owa ds PWDs “
“Disabled
people a e
hink as
cha i y
ecei e s”
(Ha on
,2020)
(Ha on
,2020)
Olkin (1999)
Models o
disabili y
The Medical
Model
“Disabili ies a e
nega i e medical
p oblems, which
a e de ec s o he
body, and should be
“ ixed' by medical
and o he
ea men s”
“This iew
o
disabili y
leads o a
misleading
implica ion
ha PWDs
a e no as
good o
in e io o
he “able-
bodied”(Jo
hns one
,2012)
(By ne-
Habe ,
Models o
disabili y
The Social Model
“Allow PWDs o
ha e equal access
“Model
igno es he
35
2021)
o educa ion,
employmen , and
communi y
pa icipa ion
h ough
adap a ions and
accommoda ions o
hei choices”
pain ul
eali ies o
impai men
”
(Giddens
,2006 )
(Wo ld
Heal h
O ganiza io
n ,2011)
Models o
disabili y
The In e na ional
Classi ica ion o
Func ioning,
Disabili y and
Heal h (ICF)
model
“This model
concep ualises
“disabili y” as an
in e ac i e
ela ionship
be ween a pe son’s
heal h condi ions,
en i onmen al
ac o s and
pe sonal ac o s. “
(Ha nee e
al. ,2011)
Bene i s o
hi ing
people
wi h
disabili ies
Inc eased
p oduc i i y
“PWDs we e
epo ed as mo e
eliable, punc ual,
and dedica ed in
hei wo k, which
consequen ly
inc eased
p oduc i i y”
(Bi encou
and
Guima aes,
2011)
(Sokolo a
,2016)
Bene i s o
hi ing
people
wi h
disabili ies
Di e se wo k o ce
“Companies can
bene i om a mo e
di e se wo k o ce
and an inclusi e
wo kplace cul u e”
“Some bene i s o
inclusi e wo kplace
Resea ch
o
Bi encou
and
Guima aes
is done
wi h
samples o
36
cul u e a e, boos in
p oduc i i y,
s eng hening
wo ke commi men
and enhancing
collabo a ion
among co-wo ke s”
companies
wi hin he
oo wea
indus y
(Dono an
,2020)
(Uni ed
Na ions
,n.d.)
Bene i s o
hi ing
people
wi h
disabili ies
Access o a la ge
alen pool and
new cus ome
base
“ Companies can
no only access a
la ge alen pool
bu also can c ea e
a compe i i e
ad an age as hey
can access a new
and di e se
cus ome base”
(Buciuniene
and
Kazlauskai e
,2010)
(Kala gy ou
,2014)
(Lindsay e
al. ,2018)
Bene i s o
hi ing
people
wi h
disabili ies
Lowe u no e
a es
“PWDs end o ha e
lowe u no e
a es when
compa ed o hei
pee s”
“Lowe u no e
a e o en leads o
ewe cos s o
ehi e, e ain, loss
o p oduc i i y, and
human esou ces
e o s. “
(Lindsay,
2018)
(Kala gy ou
and Volis
,2014)
(Hen y ,
Bene i s o
hi ing
people
wi h
disabili ies
Enhance company
epu a ion
“By hi ing PWDs,
companies can
imp o e hei public
epu a ion among
hei cus ome s,
employees, as well
37
2014)
as supplie s. “
“This c ea es
compe i i e
ad an ages o
companies as i
would inc ease
cus ome loyal y
among cus ome s
who alue di e si y
and inclusion ”
"Ge ing o
Equal: The
Disabili y
Inclusion
Ad an age |
Accen u e”
(2018)
Bene i s o
hi ing
people
wi h
disabili ies
Inc ease
p o i abili y
“Companies which
head owa d
disabili y inclusion
a e wo imes mo e
likely o ha e bigge
o al sha eholde
e u ns han hose
o hei
compe i o s.”
(Kaye e al.,
2011)
Ba ie s o
hi ing
people
wi h
bene i s
Igno ance
“Companies
pe cei e ha
employing PWDs
would c ea e ex a
challenges, as hey
will need o ge
amilia wi h he
employe 's legal
esponsibili ies,
app op ia e
accommoda ions,
cos s and bene i s,
and p epa e o
un o eseen issues
ha migh a ise. “
Responden
s a e
human
esou ces
p o ession
als and
manage s
who
a ended
disabili y-
ela ed
ainings

38
(Kaye e al.,
2011)
(As Ami e
al. ,2009)
Ba ie s o
hi ing
people
wi h
disabili ies
Job pe o mance
“Employe s a e
a aid: PWDs need
longe lea ning
ime, mo e suppo
om colleagues and
mo e sick days”
“PWDs we e
epo ed as
mo e eliable,
punc ual, and
dedica ed in
hei wo k,
which
consequen ly
inc eased
p oduc i i y”
(Ha nee e
al. ,2011)
(Kaye e al.,
2011)
(Uni ed
Na ions,
n.d)
Ba ie s o
hi ing
people
wi h
disabili ies
Cos s o
accommoda ion
“Accommoda ion
o a pe son wi h
disabili y o help
hem pe o m he
wo k is expensi e”
“Mos
employe s
epo no cos
o low cos o
accommoda in
g employees
wi h
disabili ies” (
Job
Accommoda i
on Ne wo k,
2021)
(Ami e al
,2009)
Ba ie s o
hi ing
people
wi h
disabili ies
Rela ionship wi h
exis ing
employees
“Exis ing
employees would
no be e y
com o able o
wo k and
collabo a e wi h
PWDs “
“PWDs would ha e
di icul ies ge ing
39
along wi h o he s
on he job.”
(Kaye e al,
2011)
(Hee a,
2016)
Ba ie s o
hi ing
people
wi h
disabili ies
Legal liabili ies
“Fea o possibile
li iga ions”
“Unable o
discipline o i e a
wo ke wi h PWDs
and a poo
pe o mance”
(Kaye e al,
2011)
Ba ie s o
hi ing
people
wi h
disabili ies
Lack o
expe ience
“Hi ing Pwds would
c ea e ex a
challenges, as hey
will need o ge
amilia wi h he
employe 's legal
esponsibili ies,
app op ia e
accommoda ions,
cos s and bene i s,
and p epa e o
un o eseen issues
ha migh a ise”
(Ha a d.ed
u, 2013)
Rec ui
PWDs
Imp o e
ec ui men
p ocess o
PWDs”
“A oid making
assump ions abou
whe he a disabled
candida e can “ i
in” he eam o he
ole”
“P epa e esponses
o he ques ions
ha applican s wi h
disabili ies a e likely
o ask o de e mine
whe he an
40
o ganiza ion is
suppo i e and
inclusi e. “
“Be o e mee ing o
calling wi h a
candida e who has
a disabili y,
o ganiza ions can
acqui e a be e
unde s anding o
his o he disabili y”
(Bi encou
and
Guima aes
,2011)
Inclusi e
wo king
en i onme
n o
PWDs
How o c ea e
inclusi e wo king
en i onmen o
PWDs
“Gi e a b ie o he
wo k o he
employees wi h a
disabili y.”
“In eg a e hem
in o he wo kplace
and suppo hem.”
“In o m and ensu e
ha co-wo ke s
we e su icien ly
p epa ed o wo k.
wi h hose who
ha e a disabili y.”
“Ex e nal
esou ces o
ge guidance
on disabili y
and
accommoda io
n issues” (
Kaye e al,
2018)
Table 1. Summa y o heo e ical concep s
Based on he analysis o he concep s men ioned in he able abo e, i can be seen ha he
pe cep ion owa d people wi h disabili y has e ol ed o e ime. Al hough he e is no uni e sal
de ini ion o disabili y, as Cen e s o Disease Con ol and P e en ion (n.d.), Wo ld Heal h
O ganiza ion (2011) and Disabled Wo ld (2019) poin ed ou , he pe cep ion o “disabili y” in he las
ew decades has pu mo e emphasis on he impo ance o en i onmen al ac o s o he ex en o
disabili y and he expe ience ha PWDs ha e. Addi ionally, se e al legisla ions, such as Ame icans
wi h Disabili ies Ac in 1990, he Disabili y Se ices Ac in 1993, he Disabili y Disc imina ion Ac in
1995, Uni ed Na ions Wo ld Con e ence on Special Needs Educa ion s a emen in 1994, and he
Equali y Ac 2010, we e in oduced o p o ec he igh s o PWDs and p omo e hei pa icipa ion in
socie y. Howe e , he implemen a ion o hese ac s, especially hose egula ions abou ec ui ing
41
PWDs, ha e been neglec ed due o he lack o moni o ing and s ong con ol ac ion om he
go e nmen . Consequen ly, as Uni ed Na ions (n.d) and Kaye e al. (2011) indica ed, PWDs a e s ill
unde - ep esen ed in he wo k o ce ac oss coun ies due o he mispe cep ion and ea o he
companies.
The e ha e been many esea ches on bene i s o hi ing PWDs by se e al au ho s o e he yea s, such
as Simons (2001),G a am e al. (2002), Scha z e al. (2006), Ha ne e al. (2011), Kala gy ou
(2014), Gewu z e al. (2016), Wal on Op ions o Independen Li ing (2016), Nielsen, (2017),
Lindsay e al. (2018), "Ge ing o Equal: The Disabili y Inclusion Ad an age | Accen u e" (2018), and
Ha on (2020). Addi ionally, au ho s such as Bengisu and Bal a (2011), Bi encou and Guima aes
(2011), Kala gy ou (2014), Job Accommoda ion Ne wo k (2021) also poin ed ou e idences o
debunk he op mispe cep ions and conce ns o hi ing PWDs ha employe s ha e, which we e lis ed
by Uni ed Na ions (n.d), Ami e al. (2009), Kaye e al. (2011), and Re ie and Le šosa (2018).
Ne e heless, companies a e s ill eluc an in hi ing PWDs due o “ ea o he unknown” Kaye e al.
(2011). One iden i ied gap is ha hough “ ela ionship wi h exis ing employees” was lis ed among
he op conce ns by employe s in hi ing PWDs (Ami e al., 2009), (Hee a, 2016), esea ch has been
ocused on ha ing su eys and in e iews o unde s and he pe cep ion o human esou ces
p o essionals and manage s, bu no wi h he co-wo ke s and po en ial co-wo ke s o PWDs.
Meanwhile, au ho s like Bi encou and Guima aes (2011), Kaye e al. (2011), Ha a d.edu. (2013),
"Ge ing o Equal: The Disabili y Inclusion Ad an age | Accen u e" (2018), and Ha on (2020) ha e
p o ided guidelines and sugges ions on how company can ec ui and c ea e inclusi e wo king
en i onmen o PWDs. Howe e , o add ess he “ ea o he unknown” om he companies in
ec ui ing people wi h disabili ies (Kaye e al., 2011), his esea ch deemed ha mo e eal- li e
examples on how companies o e come challenges o success ully ec ui and c ea e inclusi e
wo king en i onmen s o PWDs and expe ience o PWDs in he wo kplace should be s udied o
explo e i he e a e any o he bes p ac ices ha companies can ollow.
48
4. RESULTS AND DISCUSSION
Fo ou s udy, in o al 28 people we e in e iewed o he ques ionnai e, o whom:
• 10 people iden i ied hemsel es as wi hou disabili ies and ha e no wo ked wi h people
wi h disabili ies: including 5 manage s wi h an a e age o 12.8 yea s o wo king expe ience
(G oup 1), and 5 employees wi h an a e age o 2.2 yea s o wo king expe ience (G oup 2).
• 8 people iden i ied hemsel es as wi hou disabili ies and ha e wo ked wi h people wi h
disabili ies: including 4 manage s wi h an a e age o 12.6 yea s o wo king expe ience
(G oup 3), and 4 employees wi h an a e age o 9.5 yea s o wo king expe ience (G oup 4).
• 10 people wi h physical disabili ies: including 1 manage wi h mo e han 40 yea s o
wo king expe ience (G oup 5), and 9 employees, on a e age, ha e 5 yea s o wo king
expe ience (G oup 6). The manage and 2 employees ha e disabili ies la e on in hei li es,
while 7 employees we e bo n wi h disabili ies.
4.1. Pe cei ed company’s pe cep ions owa ds hi ing people wi h disabili ies
Fo people in G oup 1 - manage s who iden i ied hemsel es as wi hou disabili ies
and ha e no wo ked wi h PWDs, 2 ou o 5 manage s hough ha companies ha e a neu al
a i ude owa ds hi ing PWDs. One manage belie ed ha companies a e cu en ly ha ing a nega i e
a i ude hough hey should ha e a neu al a i ude, and 2 manage s hink ha companies ha e a
nega i e a i ude owa ds hi ing PWDs.
Fo G oup 2 - employees who iden i ied hemsel es as wi hou disabili ies and ha e no wo ked wi h
PWDs, all o hem pe cei ed ha in gene al, companies ha e a nega i e a i ude owa ds hi ing
people wi h disabili ies. In ac , 2 ou o 5 employees men ioned ha since companies a e no hi ing
PWDs, hey ha e ne e wo ked wi h PWDs, while one in e iewee who wo ked in he legal sec o
men ioned ha i is e y uncommon o see PWDs in he ield.
Meanwhile, o G oup 3, manage s who iden i ied hemsel es as wi hou disabili ies and ha e
wo ked wi h PWDs, 1 ou o 4 manage s s a ed ha companies in gene al used o ha e a nega i e
a i ude owa ds hi ing PWDs. Howe e ecen ly, wi h he suppo om he go e nmen , companies
ha e been mo e open and mo e ac i e in his subjec . In eali y, 1 manage said ha companies ha e
a mixed a i ude abou his subjec . Though he pe son belie es ha in gene al, people hink i is he
igh hing o do, he e is s ill a lo o p ejudice associa ed wi h such ec ui men . When hinking
abou a di e se wo k o ce, people end o hink mo e abou gende , aces o cul u es, and ha e no
pu as much a en ion o PWDs. As people end o hi e hose who a e simila o hem, hey migh
pe cei e ha hi ing PWDs is mo e challenging and he e migh be mo e hings hey need o lea n.
Wi h he lack o PWDs in he manage ial posi ions, i is no common o companies o ec ui PWDs.

49
Meanwhile, he emaining 2 manage s said ha companies ha e a neu al a i ude owa ds hi ing
PWDs. Howe e , hey belie e ha big and in e na ional companies end o ha e a mo e posi i e
a i ude and a e mo e open o hi ing PWDs while small companies a e less likely o hi e PWDs due o
he pe cei ed e o and in es men needed.
In G oup 4, employees who iden i ied hemsel es as wi hou disabili ies and ha e wo ked wi h
PWDs, he opinions a ies:
• One employee hough companies, in gene al, ha e a posi i e a i ude owa ds hi ing
PWDs, as mo e a en ion has been paid o ha e a mo e di e se and inclusi e wo king
en i onmen .
• One employee hough ha companies ha e a neu al a i ude owa ds hi ing PWDs, bu i
is also depending on he ypes o he companies and whe he he ypes o disabili ies would
impac he job o no .
• One employee s a ed ha companies in his coun y need o ha e a quo a o PWDs wo king
wi hin he companies. The e o e, i is e y common ha companies hi e PWDs, bu
no mally, only o low-paid jobs.
• One employee said ha companies o en ha e a nega i e a i ude owa ds hi ing PWDs.
Though in his coun y, he go e nmen se s a quo a o he pe cen age o PWDs ha
companies need o hi e, i is a e o see o ganiza ions ollow his quo a, e en in public
o ganiza ions and in public sec o s.
Fo g oup 5, manage wi h disabili ies, he only pe son o his g oup hinks ha companies, in
gene al, a e e y ese ed o hi e people wi h disabili ies as hey ha e mispe cep ions and do no
ully unde s and he bene i s o hi ing PWDs. In e es ingly, he public sec o also seems o be less
ac i e and in ol ed in hi ing PWDs han p i a e companies. Howe e , hal a yea a e he COVID
pandemic b oke ou , she no iced ha mo e companies s a ed o explo e he op ion o hi ing PWDs,
possibly due o he ac ha he majo i y o people a e wo king om home, which helps o emo e
ce ain ba ie s o PWDs.
In g oup 6, employees wi h disabili ies, all o he 9 people men ioned ha hey need o ace
di icul ies in inding a job. One o hem, who is blind and cu en ly wo king as a elephone suppo ,
emphasized ha he e a e e y limi ed job op ions a ailable o him, and du ing mo e han 20 yea s
o wo king, he only has en y le el jobs.
Based on he esul s, i can be seen ha in gene al, people, especially hose who ha e no wo ked
wi h PWDs, pe cei e ha companies ha e a somewha nega i e and ese ed a i ude owa ds
hi ing PWDs. Since hei companies do no hi e PWDs, hey ha e no wo ked wi h people wi h
50
disabili ies. Meanwhile, people who ha e wo ked wi h PWDs end o pe cei e companies as ha ing a
mo e neu al a i ude owa ds hi ing PWDs.
Howe e , as poin ed ou by he in e iewees, depending on he indus y a ea, he ypes o
companies, and he ype o disabili ies ha he pe son possesses, he pe cep ion migh a y. The
esul s sugges people pe cei ed ha in e na ional and big companies migh be mo e open o hi e
PWDs, due o hei inc easing ocus on ha ing a di e se wo k o ce.
Meanwhile, he e a e conce ns aised by he in e iewees ha companies some imes migh hi e
PWDs o do low-paid jobs due o he equi ed quo a om he go e nmen , o o show hei social
esponsibili y, wi hou making su e he job sui s he pe son, o c ea ing an inclusi e wo king
en i onmen o PWDs. In such cases, he ec ui men migh no be well pe cei ed by he exis ing
employees.
Addi ionally, he answe s om he in e iewees om all g oups also pinpoin ed he lack o
pa icipa ion o he go e nmen in se ing examples o o ganiza ion in hi ing PWDs in some
coun ies.
4.2. In e iewee’s pe sonal pe cep ions on whe he companies should hi ing people wi h
disabili ies
To be e unde s and he pe cep ion o people in he i s 4 g oups owa ds companies hi ing PWDs,
he in e iewees we e asked o a e he ollowing sen ence on a scale o 1 o 10, wi h 1 is “s ongly
disag ee” and 10 is “s ongly ag ee” - “Companies should hi e PWDs”.
The espec i e answe s o each g oup a e as below:
• G oup 1 - manage s who iden i ied hemsel es as wi hou disabili ies
and ha e no wo ked wi h PWDs, he in e iewees ga e an a e age numbe o 8.8.
• G oup 2 - employees who iden i ied hemsel es as wi hou disabili ies and ha e no
wo ked wi h PWDs ga e an a e age numbe o 7.8.
• G oup 3: manage s who iden i ied hemsel es as wi hou disabili ies
and ha e wo ked wi h PWDs, he in e iewees ga e an a e age numbe o 9.5.
• G oup 4 - employees who iden i ied hemsel es as wi hou disabili ies and ha e wo ked
wi h PWDs ga e an a e age numbe o 9.3.
• while he in e iewee = 2 ou o 5 manage s hough ha companies ha e a neu al a i ude
owa ds hi ing PWDs. 1 manage belie ed ha companies a e cu en ly ha ing a nega i e
a i ude hough hey should ha e neu al a i ude, and 2 manage s hink ha companies
ha e a nega i e a i ude owa ds hi ing PWDs.
51
Explaining he answe s, he in e iewees om all g oups men ioned ha despi e he ac ha hey
hink employe s should hi e PWDs, hey belie e ha i is c ucial ha he employe s pay a en ion o
he ype o jobs o alloca e he pe sons o sui able jobs o gi e accommoda ions o suppo he
pe sons pe o ming he job. Th ee eal li e examples we e gi en by he in e iewees o cases whe e
PWDs we e no gi en a sui able jobs, which p e en hem om demons a e hei abili ies:
• An employee wi h mobile disabili ies was gi en a job ha equi ed egula mo emen
a ound in he s o e o check and o ganize he s ocks.
• An employee wi h communica ion diso de s was gi en a clien acing a job.
• A blind in e n did no ge he equipmen needed o pe o m he job un il he e y las days
be o e he inished his in e nship. The e o e, he did no ge he chance o demons a e his
alue o he o ganiza ion and did no ge a pe manen posi ion a e wa ds.
O e all, he in e iewees in he i s ou g oups do hink ha companies should hi e PWDs.
Howe e , hey also emphasized ha companies need o make su e ha he ypes o jobs a e sui able
o he PWDs o accommoda ions will be p o ided o hem so hey can pe o m he ask well.
Pinpoin ed possible easons why employees migh ha e a nega i e eac ion o he ec ui men o
PWDs includes:
• Employees eel ha he company ec ui s PWDs jus o “look good” and o p omo e a
di e se wo k o ce, bu do no ha e conc e e ac ion o include he pe son in o he
wo kplace.
• I he pe son wi h disabili ies was no gi en a sui able job, o he wo kloads a e no
dis ibu ed ai ly among employees
• Fo ce ain ypes o disabili ies, such as men al disabili ies, i migh no be so in ui i e o
he employees o unde s and how o wo k and in e ac wi h he pe son. Addi ionally,
employees who a e no amilia wi h wo king wi h PWDs migh be a aid o saying
some hing w ong o misin e p e ed by he people.
I is, he e o e, sugges ed ha by ec ui ing quali ied people o he job and ha ing aining o
guidance ma e ials ega ding disabili y awa eness a ailable o he exis ing employees, companies
can educe he isk o nega i e eac ions om he exis ing employees owa ds he ec ui men .
4.3. Pe cei ed ea s and isks ha keep companies om hi ing people wi h disabili ies
To ul il he pu pose o unde s anding he pe cep ion o associa ed ea s and isks o hi ing people
wi h disabili ies, people in he i s ou g oups we e asked o lis he pe cei ed ea s and isks hey
hink companies ha e. The answe s a e p esen ed below:
52
Figu e 2. Pe cei ed ea s and isks ha keep companies om hi ing PWDs
As i can be seen, he lis o associa ed ea s and isks, anked by he equency ha hey we e
men ioned a e:
• PWDs do no pe o m he job well as people wi hou disabili ies (men ioned by 61% o he
people)
• PWDs migh no ge along wi h he exis ing employees (men ioned by 50% o he people)
• The accommoda ions needed is cos ly (men ioned by 44% o he people)
• The exis ing employees migh eac no well o migh ques ion he ec ui men (men ioned
by 38.9% o he people)
• Ex a e o is needed o adjus he job design o adjus ec ui men p ocess (men ioned by
28% o he people)
• Ex a e o in aining PWDs is needed (men ioned by 22% o he people)
• PWDs migh no eel included in he companies (men ioned by 11% o he people).
These lis ed pe cei ed ea s and isks can be di ided in o h ee main g oups:
• The job pe o mance o he employees
• The eac ion o he exis ing employees owa ds he ec ui men and owa ds he ec ui ed
PWDs.
• Whe he he companies can c ea e an inclusi e wo king en i onmen o PWDs o no .
Manage s in bo h G oup 1 and G oup 3 a e mos conce ned abou whe he PWDs migh ge along
wi h he exis ing employees o no . Howe e , ou o he ou g oups, G oup 1 and G oup 2 a e he
ones ha men ioned he conce n abou he pe o mance o PWDs he mos .
Addi ionally, du ing he in e iew, he ques ions we e no asked o people in g oup 5 and g oup 6 o
a oid any possible biases. E en so, he manage wi h disabili ies in g oup 5 and an employee wi h
53
disabili ies in g oup 6 also men ioned ha e y o en, companies ha e ea and nega i e pe cep ion
ha PWDs a e p oblema ic, isky, less p oduc i e and expensi e o hi e.
Acco ding o he esul s, job pe o mance o PWDs is he mos p e alen pe cei ed isk men ioned
by he in e iewees. This esul is also aligned wi h p io esea ch om Ami e al (2009) and Kaye e
al. (2011).
Meanwhile, when asked i hey ag ee wi h he ollowing sen ence - “In he wo kplace, PWDs canno
pe o m as well as people wi hou disabili ies”, 6 ou o 10 people in G oup 1 and G oup 2 said “Yes”,
in compa ison wi h 1 ou o 8 people in G oup 3 and G oup 4. Explaining he answe , wo
in e iewees in G oup 2 men ioned ha because he wo d “disabili ies” i sel al eady con eys he
meaning ha he pe son is lacking some abili ies compa ed o people wi hou disabili ies. Howe e ,
when con inuing o elabo a e hei ideas, hese in e iewees men ioned ha depending on he
ypes o disabili ies and he ype o jobs, people wi h disabili ies can pe o m as well as people
wi hou disabili ies - gi en ha hei disabili ies a e no ele an o he job ha hey pe o m.
O e all, 15 ou o 18 in e iewees om he ou g oups s a ed ha i gi en a job which is no
ele an o he ype o disabili ies he pe son has, PWDs can pe o m as well as PWDs
Based on his, i can be seen ha he e a e s ill ce ain s igmas and p ejudices abou he job
pe o mance o people wi h disabili ies, possibly due o he models and na a i e ha we e used o
depic PWDs.
4.4. Pe cei ed easons why companies should hi e PWDs and bene i s o hi ing PWDs.
Meanwhile, when he i s 4 g oups we e asked abou he bene i s companies can ecei e when
hi ing PWDs, “Tax bene i s” we e he mos equen ly lis ed bene i (men ioned by 50% o
in e iewees), ollowed by “Demons a ing social esponsibili y” (men ioned by 50% o
in e iewees), and “B inging in new pe spec i es and gene a ing new ideas” (men ioned by 39% o
in e iewees). Addi ionally, “Ha ing di e se wo k o ce” was men ioned by 33% o in e iewees, and
“Ha ing be e public image” was men ioned by 28% o in e iewees.
Besides, in e iewees also men ioned o he easons why companies should hi e PWDs, such as:
• Depending on he job, he “disabili ies” PWDs ha e migh no impac he quali y o he job
(men ioned by 11% o in e iewees).
• Inc ease eam spi i s and eamwo k (men ioned by 11% o in e iewees).
• PWDs wi h ce ain ypes o disabili ies (such as Aspe ge 's) can ou pe o m people wi hou
disabili ies in many asks (men ioned by 6% o in e iewees).

54
• Make exis ing employees eel p oud and mo e emo ionally a ached o he company
(men ioned by 6% o in e iewees).
• Help o ganiza ions each new cus ome s, especially hose who alue an inclusi e wo kplace
(men ioned by 6% o in e iewees).
• Help people wi hin he o ganiza ion o be mo e open-minded (men ioned by 6% o
in e iewees)
One o he employees in g oup 4, who has wo ked wi h PWDs also men ioned ha some imes, he
bene i s o hi ing PWDs migh be hidden, as changes in he eam dynamic can only be obse ed a e
a ce ain pe iod. Hence, companies migh no see hem as easily as hey see he po en ial ins an
cos s.
Though se e al bene i s we e lis ed, he pe cei ed bene i s o hi ing PWDs ha we e mos
equen ly men ioned by he in e iewees a e ela ed o he ax bene i s and he image o he
companies. This migh be due o he ac ha go e nmen s, when ying o p omo e he ec ui men
o PWDs, o en e e o he bene i s and he incen i es companies can ecei e, ins ead o p omo ing
PWDs as aluable employees o hei abili ies.
Hence, i sugges s ha go e nmen s, as well as companies should adjus he way hey e e o PWDs
and ocus mo e on he alen ha PWDs can b ing o he companies.
4.5. Employees’s eac ions o he ec ui men o PWDs
As poin ed ou by Ami e al. (2009) and Hee a (2016), as well as men ioned by he in e iewees, one
o he op ea s and pe cei ed isks companies ega ding hi ing PWDs is ha he exis ing employees
migh no ha e good ela ionship wi h PWDs o migh eac nega i ely o he ec ui men s.
The e o e, o manage his isk, his esea ch ied o iden i y he oo cause o he si ua ion in o de
o ind possible solu ions.
When asked o hink abou possible easons why employees migh ha e a nega i e eac ion o he
ec ui men o PWDs, some scena ios pinpoin ed by in e iewees in g oup 2 (employees wi hou
disabili ies who has no wo ked wi h people wi h disabili ies) and g oup 4 (employees wi hou
disabili ies who has no wo ked wi h people wi h disabili ies) include:
• Employees eel ha he company ec ui s PWDs jus o “look good” and o p omo e a
di e se wo k o ce, bu do no ha e conc e e ac ion o include he pe son in o he
wo kplace.
55
• I he pe son wi h disabili ies was no gi en a sui able job, o he wo kloads a e no
dis ibu ed ai ly among employees, he exis ing employees migh eel ha he ec ui men
is un ai .
• Fo ce ain ypes o disabili ies, such as au ism, i migh no be so in ui i e o he
employees o unde s and how o wo k and in e ac wi h he pe son. Hence, wi hou
aining o some guidance, employees migh no know how o in e ac wi h hei cowo ke s
who ha e disabili ies.
• Employees who a e no amilia wi h wo king wi h PWDs migh be a aid o saying
some hing w ong o misin e p e ed by he people. The e o e, hey migh be eluc an o
communica e wi h PWDs.
When hinking abou solu ions o add ess hese scena ios, he in e iewees sugges ed ha when
hi ing PWDs, companies should hi e sui able people o he jobs, and p o ide accommoda ions (i
needed) so ha he pe son can pe o m well. Addi ionally, six ou o en people who ha e no
wo ked wi h PWDs and ou ou o eigh people who ha e wo ked wi h PWDs also men ioned ha i
would be help ul i some aining abou disabili y awa eness and gene al e ique e in in e ac ing wi h
PWDs can be p o ided o all employees o aise he awa eness and help he employees o be mo e
amilia wi h he opic. Though h ee ou o eigh people who ha e wo ked wi h PWDs men ioned
ha no aining o guidance is needed as he way o in e ac wi h PWDs should be no di e en han
he way hey in e ac wi h o he co-wo ke s, based on he men ioned need om o he employees,
his esea ch sugges ha he aining and guidance ma e ials ega ding disabili y awa eness should
be made a ailable o all employees. Addi ionally, one pe son who ha e wo ked wi h PWDs ag eed
ha in gene al, he way o in e ac wi h PWDs should be no di e en han o he co-wo ke s, in
ce ain cases, whe e he ways he pe son wi h disabili ies communica e o in e ac migh be g ea ly
di e en om he gene al social no ms (such as in he case he pe son ha e au ism), he exis ing
employees should be in o med and addi ional aining and guidance mus be p o ided.
Meanwhile, when asked abou hei pe cep ions ega ding how he exis ing employees in hei
eams would eel i he manage hi es a pe son wi h disabili ies, wo ou o nine employees in G oup
2 and G oup 4 said ha hey would eel p oud o he eam, while h ee employees said ha hey
hink people would eac no mally. Meanwhile, h ee employees said ha exis ing employees migh
ha e some conce ns as hey do no know how o in e ac and collabo a e wi h PWDs and one
employee, who wo ks in he legal sec o said ha people migh eel unp epa ed o such
ec ui men as i is e y uncommon.
56
Addi ionally, when asked abou how hey would eel i being managed by a pe son wi h disabili ies,
ou ou o nine employees said ha hough hey ne e hough abou i , hey would eally admi e
he pe son and cu ious abou he jou ney o how hey go o he posi ion. 4 employees said ha i
would make no di e ence while one employee, who wo ks in he legal sec o , had doub s ha he
pe son would be sui able o he posi ion.
This, once again, sugges s ha companies can educe he isk o nega i e eac ions om he exis ing
employees owa ds he ec ui men by ec ui ing quali ied people o he job and ha ing aining o
guidance ma e ials ega ding disabili y awa eness a ailable o he exis ing employees. Mo eo e ,
he answe s also ad oca es ha companies should also be open o ec ui and p omo e people wi h
disabili ies in o manage ial posi ions.
4.6. Di icul ies o PWDs in he wo kplace
To add ess he objec i es o he esea ch, he ques ion abou he di icul ies ha PWDs ace in he
wo kplace was asked o people in G oup 5 - manage s wi h disabili ies and G oup 6 - employees.
As men ioned p e iously, he i s hing he employees men ioned is hei di icul y in inding jobs.
Only 3 ou o he 9 employees ecei ed some kind o suppo om ei he hei schools o associa ion
o PWDs o help hem ind jobs.
Then, he second mos common di icul y (men ioned by six ou o nine employees in g oup 6) is ha
hey do no ha e an accessible o ice when hey join he o ganiza ions, and e en yea s a e hey
joined he o ganiza ions. Meanwhile, wo employees ha e mild disabili ies and do no equi e any
accommoda ions. Ou o he 9 employees, only 3 o hem we e asked abou he accommoda ion
needed o help hem pe o m he job, o which, wo o hem needed accommoda ions, and only one
o hem had he needed accommoda ions by he ime hey join he job while he o he needed o
buy equipmen o he job on his own.
The hi d mos common di icul y poin ed ou by 4 people in G oup 6 is when hey s a ed he job,
hei di ec supe iso s and co-wo ke s some imes unde es ima ed hei capaci y o pe o m he job.
As poin ed ou by wo employees, some imes, hey we e excluded om asks because supe iso s o
co-wo ke s hink hey can do be e han PWDs.
Finally, 3 ou o 9 employees s a ed ha hey ha e di icul ies in acing he a i ude and p ejudice
om he co-wo ke . In one o he cases whe e he pe son’s disabili ies a e no so isible, he co-
wo ke s only ind ou abou he disabili ies a e a ew mon hs. The pe son no iced a change in he
a i ude o his co-wo ke s - since hey do no know how o in e ac a ound him and a e a aid ha
57
hey migh say some hing w ong, hey a e mo e eluc an o communica e wi h him. Meanwhile, in
he o he 2 cases, he people ha e o e come he p ejudice a e a ew mon hs. O e all, 6 ou o 9
employees said ha hey ha e a good ela ionship wi h hei co-wo ke s.
Based on he esul s, i sugges ed ha o c ea e an inclusi e wo king en i onmen o PWDs,
companies should ensu e ha easonable accommoda ions (such as accessible o ice and equipmen
o he job) should be p o ided o PWDs. Addi ionally, as p e iously sugges ed, gene ally aining
and guidance ma e ials ega ding disabili y awa eness should be a ailable o he exis ing employee
o help he employees.
4.7. Expe ience and sugges ions in hi ing PWDs
Ou o 10 manage s in e iewed, 3 manage s ha e di ec ly ec ui ed PWDs, including 2 manage s in
g oup 3 - manage s who iden i ied hemsel es as wi hou disabili ies and ha e wo ked wi h PWDs,
and 1 manage in g oup 5 - manage wi h disabili ies.
When alking abou he ec ui men o PWDs, all manage s men ioned he oles o he go e nmen .
Howe e , hei expe ience a ies as 3 o hem a e in 3 di e en coun ies.
Fo one manage in g oup 3, he hough ha his go e nmen had a big con ibu ion in suppo ing
he ec ui men p ocess. Besides ha ing a na ional job boa d o PWDs, he go e nmen also
p o ided ee aining o employe s on how o ec ui and e ain pe sons wi h disabili ies wi hin
hei o ganisa ions, and aining o upskill PWDs. Addi ionally, he go e nmen also p o ided suppo
o check i he o ice is accessible o PWDs and i any adjus men is needed. Mo eo e , he
go e nmen also co e s 90 pe cen o he sala y o PWDs in he i s yea hey wo k o he
companies. Hence, i is e y help ul o ligh en he associa ed ea s o unce ain ies and encou age
companies o include PWDs in he wo k o ce.
Meanwhile, he emaining manage in g oup 3 s a ed ha beside o e ing ax bene i s, she has no
seen a no able ac ion om he go e nmen in including PWDs in he wo k o ce, o se ing an
example o hi ing PWDs. Simila o he p e iously men ioned opinion o an in e iewee in g oup 4 -
employees who iden i ied hemsel es as wi hou disabili ies and ha e wo ked wi h PWDs, she also
s a ed ha despi e se ing a quo a o PWDs ha companies need o hi e, e en in he public sec o ,
PWDs a e unde ep esen ed.
Fo he manage in g oup 5, she also men ioned ha she would expec o see he go e nmen o be
mo e ac i ely ying o ec ui PWDs. Addi ionally, he na a i e ha is used by he go e nmen o
p omo e he ec ui men o PWDs is highly cen e ed a ound he bene i s and he incen i e ecei ed
om he go e nmen , ins ead o p omo ing PWDs as aluable employees o hei abili ies.
64
7. FUTURE RESEARCH
Following he pinpoin ed limi a ions, we s ongly ad ise ha a quan i a i e s udy should be made in
he u u e o alida e he conclusions his esea ch has made.
Addi ionally, simila esea ch by coun y should be conside ed as he di e ences in local policies o
cul u es migh impac he iew o he people on his opic.
Finally, esea ch o speci ic indus y o speci ic ype o disabili ies could be made o con i m he
indings o his esea ch a e also applicable o di e en indus ies o ypes o disabili ies.

65
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APPENDIX
Appendix A - Commonly-asked ques ions by PWDs (Ha a d.edu, 2017):
• How many PWDs do you ha e in you o ganiza ion?
• Wha accommoda ions a e a ailable o people like me?
• Does he o ganiza ion ha e o mal di e si y ini ia i es and p og ams in place?
• Do you ha e employee a ini y g oups ha ocus on he needs o people like me and o he
g oups?
• Wha a e my chances o p og essing/ad ancing my ca ee he e?
• How many o he people like me a e in p o essional o echnical posi ions?
• How many people like me a e in middle and senio managemen posi ions?
• Wha ini ia i es has he o ganiza ion pa icipa ed in ega ding di e si y?
• Do you ha e a o mal ca ee de elopmen o / and men o ing p og ams o people like me
and o he di e se g oups?
• A e manage s ained o communica e wi h and manage di e se employees, including hose
wi h disabili ies?
Appendix B - Topic Guide
Resea ch goals o he in e iews:
To answe he ollowing ques ions:
1. Wha a e he pe cei ed challenges associa ed wi h hi ing PWDs?
2. Wha a e he bene i s o hi ing PWDs?
3. Wha can o ganiza ions do o ackle he challenges and c ea e an inclusi e wo king
en i onmen o PWDs?
A. In oduc ion & consen - 3 min:
• Sel in oduc ion
• Ask o hei ag eemen o pa icipa e in he in e iew.
Cu en ly, I am doing his esea ch abou people wi h disabili ies in he wo kplace as pa o my
Mas e ’s hesis.
The in e iew will be a ound 30 minu es and pa icipa ion is op ional. You can cease he in e iew o
omi any ques ions a any ime you wan .
The ques ionnai e will no include any in o ma ion ha could be used o pe sonally iden i y you. The
in o ma ion p o ided will only be used o an academic pu pose. Gi en ha , would you be willing o
pa icipa e in he in e iew?
I also would like o oice eco d his in e iew, so ha I can ake no es o he answe s a e wa ds.
Would i be okay o you?
Be o e we s a , do you ha e any ques ions o me?
B. Wa m-up/ Quali ica ion ques ions – 3 min:
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1. Do you iden i y you sel as a pe son wi h a disabili ies? (By disabili ies, I mean any
di e ence o an absence o body s uc u e, body unc ion, o men al unc ions, which migh
cause di icul ies o you in pe o ming daily ac i i ies, such as ha ing di icul y walking, ea ing,
hea ing, seeing, o p e en you om pa icipa ing in social ac i i ies. Can be isible o in isible -
By in isible, I mean he disabili ies migh no be appa en immedia ely o o he people).
2. I yes o ques ion 1: Would you desc ibe you disabili ies as isible o in isible (By in isible, I
mean he disabili ies migh no be appa en immedia ely o o he people).
3. How many yea s ha e you been wo king?
4. I no o ques ion 1: Ou o hose yea s, ha e you e e wo ked wi h people wi h disabili ies?
5. I yes o ques ion 4: How many people wi h disabili ies ha e you wo ked wi h?
Does he pe son you wo k wi h ha e isible o in isible disabili ies?.
Did you wo k wi h hem as hei co-wo ke o as hei manage ?
6. I no o ques ion 4: A e you cu en ly wo king in a manage ial posi ion o in an execu i e
posi ion?
C. Discussion:
OPTION 1: Fo people wi h disabili ies:
A e you cu en ly wo king in any o ganiza ion?
I no : When was he las ime ha you wo ked?
Can you ell me a bi mo e abou you (p e ious) wo king expe ience?
I he pe son does no speci y hei posi ion, ask i he/she wo ks/wo ked in a manage ial posi ion o
no .
Discussion o hei expe ience in inding jobs – 7 mins
• Ha e you aced any di icul ies in inding jobs in he pas ?
• Which channels/ o pla o m did you use o ind he jobs?
• Do you hink in gene al, o he people wi h disabili ies also ace simila challenges o you s?
• Is he e any speci ic hing i o ganiza ions men ioned ha on he job ad e isemen , i
migh discou age you om applying o he job?
• Is he e any speci ic hing i o ganiza ions men ioned ha on he job ad e isemen , i
migh encou age you o apply o he job?
Discussion o hei expe ience in he wo kplace – 15 mins
• When you i s join he o ganiza ion, do you ace any challenges, ei he wi h he wo k, o
wi h he wo king en i onmen ? I yes, wha a e hey?
• Did he company ask you i you need any accommoda ion a some poin du ing he
in e iew o a e you join he company? (By accommoda ion, I mean any change o he
applica ion o hi ing p ocess, o he job, o he way he job is done, o he wo k en i onmen ha
could help you o quali y o he job o pe o m he job be e . Example o accommoda ion a e
accessible o ice wi h ele a o , lexible wo king hou s, o special equipmen s o he job)
• Did you eel he need o any accommoda ion in any o you wo k? I yes, did he company
o e you he accommoda ion ha you need?
• Did you ecei e any suppo om any o ganiza ion ha you ha e wo ked o o help you
adap o he job be e ?
• Did you ecei e any onboa ding aining?
• On es ima ion, how long does i ake you o adap o a new job o a new en i onmen ?
• Thinking back o you expe ience, was i ha d o easy o you o ge o know and ge along
wi h you cowo ke s?
• A e he e any o he people wi h disabili ies also in you o ganiza ions?
• Do you eel ha you ha e an inclusi e wo king en i onmen in any o he wo kplace ha
you ha e been wo king o ? (By inclusi e wo king en i onmen , I mean ha you eel included in
73
ac i i ies in he o ice, ha you a e com o able being you sel es in he company, ha you a e
being ea ed equally and ha e equal oppo uni ies in compa ison wi h you co-wo ke s)
I yes, a e he e any speci ic hings ha o ganiza ions do ha make you eel ha way?
I no , wha do you hink ha he company could ha e done di e en ly o imp o e he wo king
en i onmen o you?
• Is he e any hing you like abou he wo king en i onmen in you (p e ious) company?
• Is he e any hing you dislike abou he wo king en i onmen in you (p e ious) company?
• Wha a e some o he hings you hink o ganiza ions can do o c ea e an inclusi e wo king
en i onmen o people wi h disabili ies?
Discussion o hei opinions on sugges ed solu ions o c ea e an inclusi e wo king en i onmen (i
hey ha e no ye men ioned hese ac ions) – 15 mins
• Wha do you hink abou o ganiza ions p o iding aining o co-wo ke s on disabili ies and
e ique es when wo king wi h people wi h disabili ies? Do you know i any o he o ganiza ions
you wo ked o ha e ha aining?
• Wha do you hink abou o ganiza ions asking employees i hey need any accommoda ions
be o e he employees join he o ganiza ions?
• Do you hink o ganiza ions should make accommoda ions eady by he ime he employees
en e he o ganiza ions?
• Wha do you hink abou manage s ha ing an en e ca ch up mee ing wi h employees who
ha e disabili ies o check i hey need any accommoda ion while wo king?
• Do you hink manage s and employees wi h disabili ies should ha e a egula ca ch up o
see i he need o accommoda ion changes o e ime?
• Do you hink ha ing a egula sha ing session wi h o he people wi h disabili ies in he
company can be a help ul app oach? I yes, how o en should his session be?
• Based on ou discussion so a , is he e any hing else you can hink o ha o ganiza ions can
apply o c ea e an inclusi e wo king en i onmen o people wi h disabili ies?
OPTION 2: Fo manage s wi hou disabili ies and ha e wo ked wi h people wi h disabili ies:
Discussion o hei pe cep ion abou hi ing and wo king wi h people wi h disabili ies – 7 mins
• In gene al, do you hink o ganiza ions ha e a posi i e o nega i e a i ude owa ds hi ing
people wi h disabili ies?
• Why do you hink hey ha e such an a i ude?
• On a scale o 1 o 10, wi h 1 is “s ongly disag ee” and 10 is “s ongly ag ee” - “Companies
should hi e PWDs”.
• Wha a e some ea s o isks ha you hink companies migh ha e when hi ing people wi h
disabili ies?
• A e he e any bene i s ha companies ha e in hi ing PWDs?
• Do you hink in he wo kplace, PWDs can pe o m as well as people wi hou disabili ies?
Discussion o hei expe ience in hi ing people wi h disabili ies – 7 mins
• Did you di ec ly ec ui he employee wi h disabili ies?
I yes, ask hem o unde s and:
• How he ec ui men wo ked
• I hey collabo a e wi h any ex e nal o ganiza ion o suppo you wi h he ec ui men
p ocess
• I he ec ui men p ocess is di e en o a pe son wi h disabili ies and wi hou disabili ies
• Thei lea ning du ing he ec ui men p ocess
• I hey ha e any ea s/ conce ns be o e he ec ui men . I yes, how did hey manage i ?
• I hey ace any challenge a e he ec ui men . I yes, how did hey manage i ?
• I he company has any ini ia i e o suppo people wi h disabili ies. I yes, ollow up o see
how he ini ia i es wo k.
• Ask i any accommoda ion was p o ided du ing he ec ui men p ocess.