Abstract
This qualitative study examined the impact of hiring people with intellectual disabilities (ID). The research questions were: What defines a disability? What accommodations are needed to ensure the success of a person with a disability? As a leader, what benefits do people with intellectual disabilities bring to the organization? What are the benefits of hiring people with intellectual disabilities in retail organizations? Moreover, how might people with intellectual disabilities contribute to the organizational culture of retail organizations? A narrative strength approach was used as a theoretical framework to guide the discussion and uncover the benefits of hiring individuals with intellectual disabilities in various retail organizations. Using qualitative interviews, the following themes emerged: diversity and inclusion, accommodations, organizational culture, motivation, and customer service. These findings put to rest some negative stereotypes and perceptions of persons with ID as being unemployable or unable to perform tasks when employed, showing instead that persons with ID can work efficiently when given necessary work accommodations and support in an enabling organizational culture.
Presenters
Rosilyn SandersAssistant Professor / MA Coordinator in Organizational Psychology, Graduate Liberal Arts and Sciences, Empire State University, New York, United States
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
KEYWORDS
Intellectual Disabilities, Diversity and Inclusion, Workplace Accommodations, Organizational Culture, Motivation
