Once selected, the employee and employer move into the actual employment relationship, during which social integration and performance management are key elements. Underlying most HR processes, from encounter to separation, is the topic of accommodations, and we address this concern at the moment in which accommodations may first be discussed: during the selection stage. Managers may also be concerned that they would have to change their recruitment approach if they encounter an applicant with a disability. From a selection perspective, managers may question whether applicants with disabilities would actually have the right qualifications. Managers may further ask whether people with disabilities would be interested in their job openings. Indeed, managers may wonder whether people with disabilities are even available, and, if so, whether recruiting from this labor pool is complicated. At this stage, the labor supply and the ease of reaching appropriate applicant pools may be of concern. We assume that the employment relationship begins when both parties first become aware of each other’s existence, reflected in the goals of anticipatory socialization (from the prospective member’s perspective) and active recruitment (from the employer’s perspective). Figure 1 illustrates the employment cycle, along with the relevant concerns that managers may have at each stage of the process. We have organized managers’ concerns about the suitability of people with disabilities by following the typical course of the employment relationship (e.g., recruitment, selection, social integration, performance management). We integrated the current literature in human resources, management, and industrial/organizational psychology with research in other fields (e.g., rehabilitation sciences, public health). Finally, given that research on workers with disabilities spans several fields, we used several databases: PsycINFO, Scopus, EBSCO, PubMed, and Medline, as well as Google Scholar, using keywords related to disability topics (i.e., accommodation, disability, participation barrier) along with keywords related to each employment cycle stage, in turn, to locate additional primary research. We also reviewed more recent handbook chapters and review articles (e.g., Baldridge et al., 2016 Colella & Bruyère, 2011 Santuzzi & Waltz, 2016) to locate relevant primary research about each concern. To locate source material for our analyses, we conducted cited reference searches of key empirical papers documenting employers’ pessimistic views (Kaye et al., 2011 Lengnick-Hall et al., 2008) and a classic review paper (Stone & Colella, 1996) pertaining to workers with disabilities. Notwithstanding legislation specifically targeted at promoting and protecting the rights of people with disabilities (e.g., Americans with Disabilities Act of 1991), the employment participation of people with disabilities is still lagging when compared to their able-bodied, and comparably educated, counterparts (WHO, 2011 see also Colella & Bruyère, 2011 Kruse & Schur, 2003). Even when employed, workers with disabilities are more likely than their counterparts without disabilities to report underemployment, involuntary part-time or contingent employment, and lower than average salaries (Brault, 2012 Konrad, Moore, Ng, Doherty, & Breward, 2013 see also Baldridge, Beatty, Konrad, & Moore, 2016). While the World Health Organization (WHO, 2011) shows that employment rates vary across countries, “the bottom line is that, all over the world, a person with a disability is less likely to be employed than a person without a disability, often much less so” (Heymann, Stein, & de Elvira Moreno, 2014, p. For instance, the employment rate among working-age Canadians living with a disability is 49%, while it is 79% for those without a disability (Turcotte, 2014), and in the European Union, these figures are 47.3 and 66.9%, respectively (Eurostat, 2017). Similar employment gaps have been observed in other industrialized countries. Indeed, it has been estimated that in the United States (US), only one in three (34.9%) individuals with disabilities are employed compared to 76% of their counterparts without disabilities, and this disparity appears to be increasing over time (Houtenville & Ruiz, 2012 Kraus, 2017 Lauer & Houtenville, 2017). For many people with disabilities, finding and sustaining work is a challenge.
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