02352nas a2200157 4500008004100000245026000041210006900301260002000370520157500390653001501965100002101980700001602001700001902017700001602036856014202052 2018 eng d00aPeople 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 Organisation0 aPeople with disabilities Identity stigmatization accommodation a aOxford UKc20183 aDisability 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 “normal aging.” 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.10aManagement1 aBaldridge, David1 aBeatty, Joy1 aKonrad, Alison1 aMoore, Mark uhttps://dev.business.oregonstate.edu/biblio/people-disabilities-identity-stigmatization-accommodation-and-intersection-gender-and-aging-002254nas a2200157 4500008004100000245006700041210006500108260000900173520175900182653001501941100002101956700001901977700001601996700001502012856006902027 2017 eng d00aChildhood-onset disability, strong ties and employment quality0 aChildhoodonset disability strong ties and employment quality c20173 aPurpose

Persons with childhood-onset disabilities are among the most marginalized populations, often unemployed or underemployment in jobs providing neither adequate hours for financial self-sufficiency nor fulfillment through skill-utilization. The purpose of this paper is to examine the extent to which social capital in the form of strong ties with family and friends is associated with enhanced employment outcomes for persons with childhood-onset disabilities.
Design/methodology/approach

Questioning the current theoretical consensus that strong social ties are unimportant to employment quality, the authors draw on disability research and opportunity, motivation and ability social capital theory to propose a model of the impact of strong ties with family and friends on paid-work-hours and skill-utilization as well as the potential moderating role of gender and disability severity. The authors then test this model using data from 1,380 people with childhood-onset disabilities and OLS regression analysis.
Findings

As theorized, family-of-origin-size is positively associated with hours worked. Family-of-origin-size is also associated with having more close friends and children. These strong ties, in turn, are positively associated with hours worked. The impact of having more children on hours worked and skill-utilization, however, is positive for men but non-significant for women.
Originality/value

This study breaks new ground by focusing on the association between strong ties with family and friends and employment quality for people with childhood-onset disabilities – a marginalized and understudied group. Findings further indicate the particular vulnerability of women with disabilities.10aManagement1 aBaldridge, David1 aKonrad, Alison1 aMoore, Mark1 aYang, Yang uhttps://www.emeraldinsight.com/doi/full/10.1108/EDI-11-2016-009301447nas a2200169 4500008004100000245003200041210003000073260001900103520097900122653001501101100002101116700001601137700001901153700002001172700001601192856006901208 2015 eng d00aPersons with (dis)Abilities0 aPersons with disAbilities aNew Yorkc20153 aThis chapter examines workplace discrimination faced by persons with (dis)abilities. It begins by discussing usage, meaning, and effects of the word “disability” and the related term “persons with disabilities.” 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’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.10aManagement1 aBaldridge, David1 aBeatty, Joy1 aBöhm, Stephan1 aKulkarni, Mukta1 aMoore, Mark uhttps://dev.business.oregonstate.edu/biblio/persons-disabilities00649nas a2200157 4500008004100000245010200041210006900143260003700212653001500249100002100264700001900285700001900304700002000323700001600343856013200359 2014 eng d00aAdvancing Research on Discrimination: The Contextual Meanings and Effects of the Word "Disability0 aAdvancing Research on Discrimination The Contextual Meanings and aPhiladelphia, Pennsylvaniac201410aManagement1 aBaldridge, David1 aBeatty, Joy, E1 aBöhm, Stephan1 aKulkarni, Mukta1 aMoore, Mark uhttps://dev.business.oregonstate.edu/biblio/advancing-research-discrimination-contextual-meanings-and-effects-word-disability-000615nas a2200133 4500008004100000245014800041210006900189260001700258653001500275100002100290700001600311700001900327856013500346 2012 eng d00aWorkplace Inclusion of People with Disabilities: Toward Greater Understanding of the Role of Disability Attributes, Social Support and Barriers0 aWorkplace Inclusion of People with Disabilities Toward Greater U aBostonc201210aManagement1 aBaldridge, David1 aMoore, Mark1 aKonrad, Alison uhttps://dev.business.oregonstate.edu/biblio/workplace-inclusion-people-disabilities-toward-greater-understanding-role-disability-0