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. 

Concerns of Inclusive Initiatives 

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.

Detriments of the "No Difference Mindset"

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. 

University of Notre Dame

Managers hold concerns regarding how to approach integration of workers with disabilities within the broader organization. Hence, organizational culture and the value of inclusive practices to employers and employees affect how well workers with disabilities are adjusted to their workplace. 

Integration Concern 2: The Organizational Integration of Workers with Disabilities

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

Fostering an inclusive workplace atmosphere involves employers and others employees to be considerate, which can include working on preventing subtle discrimination as it can be as damaging as more explicit forms of discrimination and reassuring employees from future instances of discrimination to prevent disability concealing.

Importance of Fostering an Inclusive Atmosphere (Integration Concern #2)

The organisational leaders’ own behaviors towards employees with disabilities can set the tone for other employees’ behaviors. Employees also aid in socialization through cooperative behaviors.

Role of Employees and Employers in Integration (Integration Concern #2)

Organizational integration of workers is essential to establishing an inclusive workplace culture. Many resources are available to aid such integration. “Disability Employment Tracker” offered by the National Organization on Disability (NOD)  is a survey that provides information to companies  on action plans centered on several business processes including culture. Organizations can also create employment resource groups as recommended by NOD and EARN as they promote positive business and social outcomes, including disclosure of disability. EARN provides guidelines to help establish such groups. 

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