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4 Organisational Disability Measurement and Reporting in the UK

  • Victoria Wass and Melanie Jones
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De Gruyter Handbook of Disability and Management
This chapter is in the book De Gruyter Handbook of Disability and Management

Abstract

A new demand-side policy approach to narrowing disability-related employment disadvantage in the UK requires that the government and organisations carefully consider how to enhance organisational workforce data collection on disability. Within organisations, identifying disability inequality, the impact of management practice and employees covered by disability equality legislation are only possible where disability is accurately measured. However, the coverage and quality of existing organisational data is poor, such that it restricts the development and evaluation of policy and practice at both the national and organisational levels. This data deficit, and the need for a lead from government to address it, is insufficiently recognised. Learning from national data collection and monitoring, this chapter provides a set of recommendations to promote organisational data collection on disability based on an approach that is useful, meaningful and manageable for the organisation, and which will have significant benefits for national policy development.

Abstract

A new demand-side policy approach to narrowing disability-related employment disadvantage in the UK requires that the government and organisations carefully consider how to enhance organisational workforce data collection on disability. Within organisations, identifying disability inequality, the impact of management practice and employees covered by disability equality legislation are only possible where disability is accurately measured. However, the coverage and quality of existing organisational data is poor, such that it restricts the development and evaluation of policy and practice at both the national and organisational levels. This data deficit, and the need for a lead from government to address it, is insufficiently recognised. Learning from national data collection and monitoring, this chapter provides a set of recommendations to promote organisational data collection on disability based on an approach that is useful, meaningful and manageable for the organisation, and which will have significant benefits for national policy development.

Chapters in this book

  1. Frontmatter I
  2. Contents VII
  3. List of Contributors XI
  4. Introduction: Workplace Inclusion of Persons with Disabilities – Contemporary Assumptions, Definitions, and Concepts to Guide Research and Practice 1
  5. Part 1: Framing the Discussion
  6. 1 Overview of Disability Paradigms in Disability and Management Research 21
  7. 2 The Future of Disability Research in the Workplace 35
  8. 3 The Current and Future Law of Accommodation 49
  9. 4 Organisational Disability Measurement and Reporting in the UK 63
  10. Part 2: Intersectionality
  11. 5 COVID-19 and Employment Losses for Workers with Disabilities: An Intersectional Approach 83
  12. 6 Age, Mental Disorders and Work Design Factors 105
  13. 7 Workplace Accommodations for Employees with Concealable Identities: An Overview of Theoretical Paradigms and Review of Empirical Research 125
  14. Part 3: Social Reactions to Disability
  15. 8 Understanding the Complexity of Disability Stigma and its Consequences for Workers and Organizations 145
  16. 9 Managers’ Reactions to Job Applicants and Employees with Disabilities 159
  17. 10 The Influence of a “Best Employer Award” on Hiring Managers’ Beliefs and Intentions to Hire People with Disabilities 173
  18. 11 Leaders with Disabilities: A Boardroom Challenge 189
  19. Part 4: The Role of Context
  20. 12 A Disability Contingency Framework for the Workplace 207
  21. 13 Temporal Challenges at the Intersection of Mental Illness and Work 221
  22. 14 Organizational Culture’s Influence on Employing People with Disabilities 237
  23. 15 Tensions in the Management of Disabled Individuals: The Case of the Sheltered Sector in France 249
  24. Part 5: Expanding Disability Definitions
  25. 16 Reframing Management of Organisational Neurodiversity in Australia: A Contextual Approach 267
  26. 17 Neuroqueerness and Management Research 287
  27. 18 Burnout From an Extended Social Model Perspective: Lived Experiences of Burnout, Lasting Burnout Effects and Returning to Work 305
  28. 19 Sanism: An Inquiry into and Critique of the Workplace Exclusion of People with Serious Mental Illness 319
  29. Part 6: Research and Practice
  30. 20 Disability-Inclusive Online Outreach and Recruitment for Employers 335
  31. 21 To Tell or Not to Tell? Co-Developing an Interactive Online Tool That Supports Employees with Invisible Disabilities to Make a High-Quality Disclosure Decision 353
  32. 22 Challenging Disability Inequality Embedded Within the Online Recruitment Process 369
  33. 23 Fostering Disability Inclusion through Evidence-Based Research-Practice Collaborations – Challenges and Key Success Factors 383
  34. List of Figures 403
  35. List of Tables 405
  36. About the Editors 407
  37. Index 409
https://doi.org/10.1515/9783110743647-005

Chapters in this book

  1. Frontmatter I
  2. Contents VII
  3. List of Contributors XI
  4. Introduction: Workplace Inclusion of Persons with Disabilities – Contemporary Assumptions, Definitions, and Concepts to Guide Research and Practice 1
  5. Part 1: Framing the Discussion
  6. 1 Overview of Disability Paradigms in Disability and Management Research 21
  7. 2 The Future of Disability Research in the Workplace 35
  8. 3 The Current and Future Law of Accommodation 49
  9. 4 Organisational Disability Measurement and Reporting in the UK 63
  10. Part 2: Intersectionality
  11. 5 COVID-19 and Employment Losses for Workers with Disabilities: An Intersectional Approach 83
  12. 6 Age, Mental Disorders and Work Design Factors 105
  13. 7 Workplace Accommodations for Employees with Concealable Identities: An Overview of Theoretical Paradigms and Review of Empirical Research 125
  14. Part 3: Social Reactions to Disability
  15. 8 Understanding the Complexity of Disability Stigma and its Consequences for Workers and Organizations 145
  16. 9 Managers’ Reactions to Job Applicants and Employees with Disabilities 159
  17. 10 The Influence of a “Best Employer Award” on Hiring Managers’ Beliefs and Intentions to Hire People with Disabilities 173
  18. 11 Leaders with Disabilities: A Boardroom Challenge 189
  19. Part 4: The Role of Context
  20. 12 A Disability Contingency Framework for the Workplace 207
  21. 13 Temporal Challenges at the Intersection of Mental Illness and Work 221
  22. 14 Organizational Culture’s Influence on Employing People with Disabilities 237
  23. 15 Tensions in the Management of Disabled Individuals: The Case of the Sheltered Sector in France 249
  24. Part 5: Expanding Disability Definitions
  25. 16 Reframing Management of Organisational Neurodiversity in Australia: A Contextual Approach 267
  26. 17 Neuroqueerness and Management Research 287
  27. 18 Burnout From an Extended Social Model Perspective: Lived Experiences of Burnout, Lasting Burnout Effects and Returning to Work 305
  28. 19 Sanism: An Inquiry into and Critique of the Workplace Exclusion of People with Serious Mental Illness 319
  29. Part 6: Research and Practice
  30. 20 Disability-Inclusive Online Outreach and Recruitment for Employers 335
  31. 21 To Tell or Not to Tell? Co-Developing an Interactive Online Tool That Supports Employees with Invisible Disabilities to Make a High-Quality Disclosure Decision 353
  32. 22 Challenging Disability Inequality Embedded Within the Online Recruitment Process 369
  33. 23 Fostering Disability Inclusion through Evidence-Based Research-Practice Collaborations – Challenges and Key Success Factors 383
  34. List of Figures 403
  35. List of Tables 405
  36. About the Editors 407
  37. Index 409
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