RESUMO
PURPOSE: The purpose of the scoping review presented in this article is to map the state-of-the-art and development of empirical research of organizational practices designed to include people with disabilities. It contributes to debates on demand-side approaches in promoting the labour-market participation of people with disabilities. METHODS: A literature search took place in PsychINFO, Web of Science, Sociological Abstracts and Sociological Index. Articles included empirical studies published between 2000 and 2023. RESULTS: The search resulted in 10,535 unique articles of which 146 were included in the review. Organizational inclusion practices have received increasing attention in academic journals in a variety of research fields. In terms of content two groups of studies can be distinguished: hiring studies and studies focusing on organizational practices aimed at employees with disabilities. Hiring studies include studies analysing relationships between a large range of factors and actual hiring or intention to hire as well as studies of a more exploratory nature. Studies focusing on employees with disabilities look at outcomes of specific organizational practices; the conditions promoting their implementation; or explore practices in organizations employing people with disabilities. DISCUSSION: Based on the findings of the review three suggestions for future research are discussed: (i) internationally comparative studies; (ii) specific attention to small and medium sized enterprises in studies of inclusion; (iii) systematic reviews as follow-ups to scoping reviews.
RESUMO
PURPOSE: To increase the number of people with disabilities in employment, we need to understand what influences employers' hiring decisions. In this systematic review, we map out factors affecting employers' hiring decisions about people with disabilities. METHODS: This study is a systematic review that applies the COM-B model to identify factors that contribute to employers (not) hiring people with disabilities. The COM-B model proposes that employers will perform hiring behavior (B) if they have the capability (C), opportunity (O) and motivation (M) to do so. We also investigate if factors have a negative, positive or no effect. We report in accordance with the PRISMA guidelines. RESULTS: In a review of 47 studies, we find 32 factors. Most of these factors are barriers. The most frequently mentioned barriers are employers' (1) expectations that people with disabilities are unproductive, (2) expectations that people with disabilities cost a lot of money, and employers' (3) lack of knowledge about disabilities. The most researched facilitators for employers to hire people with disabilities include (1) the motivation to help others, (2) working in a large organization, and (3) expecting a competitive advantage. The effect of factors can differ depending on contextual circumstances, including the type of organization, the type of disability and different policies. CONCLUSIONS: We conclude that hiring decisions are influenced by an array of different barriers and facilitators. The effect of these factors can differ across organizations and disability types. Our study of factors affecting hiring can be used by scholars, policy makers, and organizations to create interventions to increase the hiring of people with disabilities.