De Gruyter handbook of disability and management

Globally, the prevalence of disability is growing, as is disability awareness. The disability rights movement argues that the right to employment is essential for full participation and human dignity. While there have been improvements related to broad diversity programs and policies, those for persons with disabilities, especially less visible or invisible disabilities, have received less attention. Contextual factors such as the legal environment and protections, cultural and social values, religious norms, and broader economic conditions shape the employment prospects for persons with disabilities. The De Gruyter Handbook of Disability and Management uses an interdisciplinary lens to study disability and management, integrating perspectives from disability studies, psychology, education, and legal domains. It aims to incorporate a contextually sensitive and global perspective to emphasize actionable areas of inclusion and provides a more international focus by including contributions from across the world including contries and regions that have till date received less attention in the area of disability studies. Managers, human resource professionals, and policy makers can be more proactive to support persons with disabilities, and more insights, best practices, and tools are needed to facilitate this support. This handbook will guide and support efforts of organizational stakeholders and policy makers as they strive to be more inclusive

Introduction: Workplace Inclusion of Persons with Disabilities – Contemporary Assumptions, Definitions, and Concepts to Guide Research and Practice

5 COVID-19 and Employment Losses for Workers with Disabilities: An Intersectional Approach

7 Workplace Accommodations for Employees with Concealable Identities: An Overview of Theoretical Paradigms and Review of Empirical Research

8 Understanding the Complexity of Disability Stigma and its Consequences for Workers and Organizations

10 The Influence of a “Best Employer Award” on Hiring Managers' Beliefs and Intentions to Hire People with Disabilities

15 Tensions in the Management of Disabled Individuals: The Case of the Sheltered Sector in France

16 Reframing Management of Organisational Neurodiversity in Australia: A Contextual Approach

18 Burnout From an Extended Social Model Perspective: Lived Experiences of Burnout, Lasting Burnout Effects and Returning to Work

19 Sanism: An Inquiry into and Critique of the Workplace Exclusion of People with Serious Mental Illness

21 To Tell or Not to Tell? Co-Developing an Interactive Online Tool That Supports Employees with Invisible Disabilities to Make a High-Quality Disclosure Decision

22 Challenging Disability Inequality Embedded Within the Online Recruitment Process

23 Fostering Disability Inclusion through Evidence-Based Research-Practice Collaborations – Challenges and Key Success Factors