Companies who also publicize that people with disabilities are no different for their non-disabled counterparts can actually be sending the message that difference is bad. Studies on color-blind versus multiculturalism approaches show that differences should be celebrated and not downplayed.

University of Notre Dame

More research is needed to investigate how employment resource groups can be organized to reap the most benefits. Research is also necessary concerning how internal messaging from the HR department affects workers’ perceptions of coworkers with disabilities. 

Research Directions of Integration Concern #2

Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., &amp; Martin Ginis, K. A. (2019). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology, 35(2), 135–158. https://doi.org/10.1007/s10869-018-9602-5 

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

Even with employment resource groups in place, people with disabilities may still be hesitant to disclose of them due to fear of stigmatization, which has been studied extensively in research concerning affirmative action programs in the US. The publication of the hiring of workers with disabilities may be rooted in good intentions but actually have an adverse effect of suggesting they were hired because of their condition and not their skill. 

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