Engaged employers – engaged workplaces? Exploring workplace resistance to work inclusion of Persons with Disabilities (PwD)

Abstract

Background:

The term employer engagement denotes the active participation of employers in facilitating the labor market integration of PwDs. However, the enthusiasm of employers themselves may not always trickle down to middle managers and co-workers who are entrusted with the daily task of supporting PwDs.

Objective:

Explore empirically the phenomenon of resistance towards the inclusion of PwDs, how it may unfold at the workplace level such as its potential forms and reasons.

Methods:

An exploratory case study of five Norwegian organizations comprising 26 qualitative interviews with PwDs, managers, HR-representatives, union-representatives and co-workers.

Results:

Our data reveal various forms of workplace resistance, often stemming from frustration related to the slow pace or lack of competence in PwDs, increased workload for co-workers, or challenges related to team performance. Social challenges and attempts to protect social and organizational positions may also lead to resistance. Employees at the ground level appear to hold significant power in influencing the sustainability of inclusion. The data suggest that workplace resistance can potentially lead to drop-out from work.

Conclusions:

This paper underscores the significance of co-workers’ resistance in employer engagement. Our study suggests that resistance is a relevant topic in the workplace that may impact the inclusion of PwDs and should be further explored empirically. Resistance should also be addressed at the theoretical level, particularly in relation to the concept of employer engagement. Further studies are required to obtain a representative understanding of how resistance unfolds across different businesses and industries, including strategies to mitigate or prevent it.