To expand the canon and add to the discussion of organizational culture and diversity, I choose the article “Disability and employment – overview and highlights” from the “European Journal of Work and Organizational Psychology”. This article includes a wealth of knowledge from the authors Katharina Vornholt, Patrizia Villotti, Beate Muschalla, Jana Bauer, Adrienne Colella, Fred Zijlstra, Gemma Van Ruitenbeek, Sjir Uitdewilligen, and Marc Corbière. These authors each add value in their own way, specializing in Social Psychology, neuroscience, psychosomatic rehabilitation, and more. This article, coming from a journal, is intended for a small audience of fellow scholars and people who focus specifically on the topics discussed. The purpose of this article is to outline how things stand in the existing research on disability and employment. It discusses one section of disabled people, those who have mental disabilities. Exploring topics such as the definition of disability, the legality of legislation regarding disability at work that is already in place in Europe and North America, things that enable employees and act as a barrier to employ the disabled. When discussing each topic they use existing facts from other resources and expand on where the research needs to go in the future. In conclusion, they present a solid plan for how research should continue in the field of disability and employment and the authors give suggestions on how things should be put into action. This article adds to the existing knowledge of the class because of its relation to diversity and inclusion. People with disabilities are a group of diversity that we have not discussed yet so this would open people’s eyes to another group that needs to be included. Similar to many of the readings we looked at in the past this text speaks about the inclusion of disabled people in the workplace, how there are low percentages of disabled people that are employed and extremely high levels of unemployment. Bringing awareness to how programs and legislations can be put in place to help incorporate these people, and keep them working mirrors what we have looked at with the inclusion of neurodiverse people and adds other strategies and data regarding organizational culture. It also opens the question of how we can bring the different sections of diversity into the conversation and not forget about certain groups. Another thought is how can each organization cater differently to each diverse group, because as you can see from the article I have chosen, and the past readings that each diverse group has specific accommodations. The existing legislation in “Disability and employment – overview and highlights” can lead as an example of how to implement systematic changes so that all companies must adhere to a set of rules that promote diversity and inclusion. To support my claim and enhance knowledge about disabled people I am using media. The media I have chosen is a ted talk from Elise Roy “When we design for disability, we all benefit”. Elise Roy is deaf and since she is disabled herself she adds a unique perspective. It is connected to the article I choose because as the article outlines research on disability and employment it leaves the question of how do we progress. Elise Roy gives insight on how design thinking and more specifically designed with disability in mind creates inclusion and a better culture for not only those that are disabled but everyone.
Writing and organizational cultures