There is a need for research concerning the effects of workers with disabilities in a team setting. This can be a matter of the type of disability interacting with the type of team.

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Concerns regarding whether the employees with disabilities will fit in socially and get along with their coworkers. Specific concerns include coworkers’ attitudes to employees with disabilities, negative impact on morale, that such employees will be disruptive of the workplace environment or be dissatisfied about their accommodations, or that coworkers will be resentful of having to compensate for perceived low productivity.

Integration Concern 1: The Impact of Works with Disabilities on Coworkers

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

1. Worker with disability will stand out given these unique attributes
2. Worker will have decreased performance compared to those without disabilities

Major Assumptions of Employers. (Integration Concern #1)

Overall, the biggest concern from employers is that employees will resent the accommodations given to those with disabilities, but research proves otherwise. 

Providing accommodations is shown to improve interactions between employees, increase company morale, promote productivity and commitment, decrease turnover, and signal organizational support which further perpetuates positive work experiences including greater commitment and job performance. Additionally, seeing the effectiveness of accommodations for employees with disabilities can give the impression to all employees that the company has genuine care for its workers. Employees with disabilities can also have a positive effect on organizational attitudes. Such employees show a stronger commitment to their jobs, which can promote such dedication by others. The disclosure of an “invisible” disability can serve to show other coworkers that they trust them enough to share such personal information. 

Biggest Concerns Regarding Integration and Supplemental Evidence (Integration Concern #1)

Many of the indicated concerns can be mitigated given proper training of managers an employers. Employers can undergo development programs provided by many local organizations (Hire for Talent, EARN, etc.) supporting the employment of people with disabilities. Employers can also work to dispel assumptions of resentment by coworkers by holding discourse concerning accommodations.

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