Job Retention and Career Progression Among People With Disabilities FINAL VERSION AUG 2009

8/10/2019 Job Retention and Career Progression Among People With Disabilities FINAL VERSION AUG 2009

1/20

Literature Review and Conceptual

Paper on Measuring Inter-

relationships between Disability and

Job Retention; Career Progression

Janalee Morris-Wales

Laura Rempel

Canadian Centre on Disability Studies


2/20

The views expressed in this document are those o

the author and do not necessarily relect the

views o !uman Resources and S"ills

Development Canada or o the ederal

#overnment$


3/20

3

Ters o! Re!erence

% The purpose o this pro&ect is to produce a

document outlinin# the relevant literature and

proposin# a ramewor" and methodolo#y neededto understand the inter-relationships between

disability and &ob retention'career pro#ression$

% (rovide basis or developin# models or better

understandin# dierences in the career paths o

wor"in# people with disabilities vis-)-vis other

wor"in# people$


4/20

4

Job Retention" #hat is it$

% Can mean how lon# an individual has stayed at aparticular &ob

% Could mean how lon# a person has been attachedto the labour orce

% *mportant issue because turnover can be expensiveto employer+ have lon#-term implications or

employee,s career path% !oldin# onto a &ob is not always a bad thin#--&ob

mobility can be %oluntarymovin# to another &ob+ta"in# a leave. vs$Involuntarydue to layos+

death+ retirement.


5/20

5

Job Retention" Measures and Predictors

#hat does the general literature tell us$

The li"elihood o holdin# onto a &ob'stayin# with an employer canbe inluenced by/

% The shape o the overall economy

% The nature o the &ob and the employer i$e$ varies withoccupation+ industry+ type o employment+ si0e o irm+unioni0ation etc$.

% 1ducation+ trainin#

% 2ender+ marital status+ children

% 3#e+ tenure% Job satisaction+ or#ani0ational attachment

% (ersonality traits+ 4uit intentions

% Disability characteristics% 1mployment (ro#ram *ncentives'Disincentives


6/20

6

Career Progression" #hat is it$

% measured in terms o salary and &ob responsibility2re# and Wadsworth 5665.

% Salary pro#ression+ promotability+ and careersatisaction Wayne et al$ 7888.

% Career advancement+ salary #rowth+ andproessional development 2reenhaus+

(arasuraman and Wormley+ 7886.% Salary #rowth and the number o promotions

durin# the previous 5 years Seibert+ 9arimer+ :Crant 5667.


7/20

7

Career Progression" Measures and Predictors

#hat does the general literature tell us$

% !i#her levels o ability+ schoolin#+ educationalachievement ; increased career pro#ression

% 1arly &ob mobility+ lon#er labour orce attachment; increased career pro#ression

% 3#e+ emale #ender ; decreased careerpro#ression

% Career mentors+ corporate culture expectations.+social inclusion+ &ob satisaction+ perormanceappraisals ; complex interaction with career

pro#ression


8/20

8

&'ogenous &conoic Circustances"

Labour Mar(et

% Canadian labour mar"et < stron# #rowth rom early 7886s to mid5666s unemployment rate or pwd decreased rom 7=$5> to 76$?>.

% *ncrease in &obs ; decrease in &ob retention voluntary &ob shits. aswor"ers more oten shit rom &ob to &ob with increasin# options

% 1arly &ob mobility ; increased career pro#ression

% !@W1A1R+ it is ar ris"ier or pwd to leave their current &ob to indother employment+ pwd may have more diiculty relocatin# to ind

better employment

% (erception o labour insecurity #lobal mar"et+ outsourcin#+

increased part time'contract employment. ; involuntary &ob loss anddecreased &ob satisaction+ another predictor o decreased &obretention

% But/ !istorically+ people with disabilities have oten been lasthired'irst ired+ especially durin# economic downturnsEtranslatin# into si#niicant declines in &ob retention levels


9/20

9

&'ogenous &conoic Circustances"

Industry and )ccupation

% Job Retention diers by *ndustry ex$ !ospitality+ Truc"in#industry ; hi#h rates o turnover+ and pwd tend to be over-represented in these industries.

% *ndustry can be a causal actor o disability hi#her ris"s.and correlational pwd tend to be clustered within low-

payin# industries and occupations such as retail and oodservices.

% Career (ro#ression is limited or people in low-s"illemployment where a lot o pwd are clustered.

% (WD are over-represented in (ublic 3dministration and!ealth Care industries+ perhaps as a relection o1mployment 14uity le#islation and'or !R practices aimed

at retention strate#ies


10/20

10

*ocio-Deographic Characteristics"

+ge

% Job retention lowest or youn#er wor"ers+ increases witha#e up to FF+ where rates all retirement.

% Career (ro#ression decreases with a#e most salary #rowthoccurs within the irst 76 years o labour orce attachment.

% Disability increases with a#e+ (3LS reports lar#e increaseso labour orce participation o #roups ?F and older withdisabilities relection o a#in# o labour orce.

% 3#e ; attachment to labour orce+ miti#ates eects odisability labour orce participation or pwd and non-disabled conver#e.

% !@W1A1R/ older a#e ; increased ris" o leavin#employment ollowin# onset o disability+ where peopleare moved into early retirement


11/20

11


,ender

% Job Retention rates are virtually e4ual between men and

women

% Career (ro#ression < barriers to women due to G#lassceilin#,+ Gpin"-collar #hetto,+ #endered &ob interruptions

childcare.

% 2endered cultural expectations re#ardin# behaviours

lin"ed to promotion+ mana#erial responsibilities

% Double &eopardy or women with disabilitiesH ne#otiation

or accommodations+ sic"-role expectations+ capacity to

mana#e both disability and childcare.


12/20

12


&ducation Level% Lower education ; lower &ob retention


13/20

13

*ocio-&conoic Characteristics"

Progra Related Incentives Disincentives

% Wor"ers, Compensation pro#rams+ labour

le#islation oten encoura#e'provide

incentives employers to accommodate'hold

on to employees ollowin# a wor"-related

in&ury or illness


14/20

14

Disability-Related Characteristics"

Type and *everity o! Ipairent

% (eople with physical and learnin# disabilities mostsuccessul in holdin# onto wor"


15/20

15

Disability-Related Characteristics"

)nset o! Disability

% Some aects o discrimination same re#ardless o con#enital vs$ac4uired disability


16/20

16

Characteristics o! the #or(place

% @r#ani0ational Commitment pay+ beneits+ stress+

wor"'lie balance. ; #reater &ob retention

% Si0e < lar#er or#ani0ations ; #reater &ob retentionor pwd 11 le#islation+ !R specialists.

% Corporate culture < expected wor"in# hours+

overtime+ lexibility to stay late #reater impact on

pwd who have schedulin# conlicts due to

transportation+ homecare+ etc$. < this has a direct

impact on career pro#ression


17/20

17

Characteristics o! the #or(place

.cont/0

% 1mployer'Co-wor"er attitudes/ direct impact on &ob

retention throu#h ability to disclose disability+ re4uest

accommodations+ social inclusion+ discrimination

% (rovision o wor"place accommodations ; &ob retention

% Career mentors ; career pro#ression+ and limited

availability o mentors with disabilities is a barrier

% (erormance appraisals < lin"ed to expectations o &obperormance+ which can be inluenced by stereotypes o

disability+ leadin# to decreased career pro#ression


18/20

18

The Individual and &ployent

% Commitment to or#ani0ation < predictor o &obretention'&ob turnover

% Job satisaction wor"-lie balance+ supervisor relationship+autonomy+ pay and beneits. ; &ob retention

% Sel-eicacy belie in abilities. ; career pro#ression/barrier or some pwd or their employers whoseexpectations are inluenced by the Gsic"-role, which

excuses people rom &ob responsibilities% (erception o it < acceptance to #roups+ challen#in#

assi#nments+ mentorin# opportunities

% (ersonality actors < lexibility+ openness+ initiative+independence+ intelli#ence ; career success


19/20

19

1nanswered 2uestions

% What is the inluence o policy < 1mployment14uity+ !uman Ri#hts le#islation+ ocus o Greturnto wor", within income support pro#rams on &ob

retention and career pro#ression on &ob retentionand career pro#ressionH

% *s there a place within current or potential1mployment 14uity Le#islation or &ob retentionand career pro#ressionH !ow wouldmeasurin#'evaluatin# these inluence behaviourwithin those or#ani0ationsH

% What other Le#islation could impact JobRetention and Career (ro#ressionH


20/20

20

1nanswered 2uestions

% *s there a dierence between the personalityactors that inluence &ob retention'career

pro#ression o pwd as opposed to those withoutdisabilitiesH

% 3re those people who ac4uire disabilities at anadvanced a#e choosin# retirement or bein# orced

into early retirementH% Will the economic downturn aect pwd dierently

than those without with re#ard to &obretention'career pro#ressionH

Job Retention and Career Progression Among People With Disabilities FINAL VERSION AUG 2009

Documents

Transcript of Job Retention and Career Progression Among People With Disabilities FINAL VERSION AUG 2009