@inbook {1968606,
	title = {People with disabilities:  Identity, stigmatization, accommodation, and intersection with gender and aging effects on employment opportunities. In Bendl, R., Bleijenbergh, I., Henttonen, E., \& Mills, A. J., The Oxford Handbook of Diversity in Organisation},
	year = {2018},
	month = {2018},
	address = {Oxford UK},
	abstract = {Disability status continues to have a significant negative impact on employment outcomes, even in countries with nondiscrimination policies, and outcomes differ by gender and age.  These subpar outcomes can be linked to both environmental and psychological factors.  The design of jobs and workplaces often limits the ability of workers with disabilities to contribute to their fullest capacity.  Stigmatization on the basis of disability status reduces employer willingness to hire workers with disabilities and make reasonable accommodations to allow them to perform effectively.  Some research indicates that women, older workers and workers with disabilities tend to be labeled as unwilling or unable to perform in demanding paid work roles.  Age intersects with disability resulting in inappropriate attribution of disability status as {\textquotedblleft}normal aging.{\textquotedblright}  Gender intersects with disability to result in lower labor force participation for women with disabilities compared to their male counterparts.  Exclusion and stigmatization create barriers to the development of a positive self-identity as a person with a disability, but such identity development can be empowering, creating a sense of pride and providing a basis for advocacy.  Considerably more research is needed to understand how the actions of organizations, leaders, and teams affect the employment outcomes of workers with disabilities and how impacts differ by gender and age.  But based upon extant knowledge, there are many actions employers can take to improve outcomes for this group of workers.},
	keywords = {Management},
	author = {Baldridge,David and Beatty,Joy and Konrad,Alison and Moore,Mark}
}
@inbook {1968636,
	title = {Persons with (dis)Abilities},
	year = {2015},
	month = {2015},
	address = {New York},
	abstract = {This chapter examines workplace discrimination faced by persons with (dis)abilities. It begins by discussing usage, meaning, and effects of the word {\textquotedblleft}disability{\textquotedblright} and the related term {\textquotedblleft}persons with disabilities.{\textquotedblright} It then considers the diversity of conditions and experiences among persons with (dis)abilities by reviewing extant research on people with five common disabling conditions (i.e., mobility, seeing, hearing, chronic illness, and psychiatric conditions). It also examines the importance of national context by taking a closer look at research on the experiences of people with (dis)abilities in five nations (i.e., United States, Canada, Germany, India, and China). By separately highlighting extant research on a few common conditions and nations, the chapter{\textquoteright}s intent is to show the need for more research on specific conditions in specific work and national contexts, as well as the need for research integrating and summarizing these focused studies.},
	keywords = {Management},
	author = {Baldridge,David and Beatty,Joy and B{\"o}hm,Stephan and Kulkarni,Mukta and Moore,Mark}
}
