GATHERING FROM THE GLASS BOX: EMPLOYEE RESPONSE TO WORKFORCE INCLUSION OF DISABILITIES IN THAILAND. This study will focus on diversity brought about by disability or ability differences in the workforce, particularly by exploring employee perspectives on disability inclusion in the workplace. In addition, a culture of open-mindedness and a sensitivity to justice were also observed in employees who have experience working with people with disabilities.
This paradigm shift has been recognized by several initiatives and government policies that already pay attention to diversity and the inclusion of disabled people in the labor market. For this reason, colleagues should not be overlooked as important stakeholders in the process of disability inclusion (Colella, 2001).
Implications of the Study
Scope and Limitations
Definition of Terms
- Accommodation
- Disabled Employees
- Disability Inclusion
- Glass box
- Disability Inclusion
- Persons with Disabilities / Disabled People
Promotion as well as implementation of practices and policies that facilitate the participation of people with disabilities in daily activities in society as normally as possible.
LITERATURE REVIEW
- Two Predominant Models on Disability
- Disability Inclusion in the Workforce
- Context in Thailand
- Disability and Society
- Work Culture
- Other Related Studies and Implications
In fact, the perspectives of people, especially employers, are one of the factors that determine the success of disability inclusion in the mainstream workforce (Heera, 2016). As a result, PWD involvement in the informal sector and self-employment is more prevalent in developing countries (WHO, 2011). This situation pushes PWDs to prove themselves in the hope of escaping the glass box (Purc-Stephenson, Jones, & Ferguson, 2016).
Secondly, there are also differences in the perception of whether the disability is physical, sensory or psychological disorders. The National Statistics Office, Thailand (2012) reports a total of over 15 years old) disabled people in the country, which is almost 3% of the population.
METHODOLOGY
Research Design
- Bracketing and phenomenological reduction
- Delineating Units of Meaning
- Summarizing each interview
- Clustering units of meanings to form themes
- Finding general and unique themes for all the interviews and composite summary
This stage in the process is the suspension or 'bracketing' of researchers' assumptions, interpretations and theoretical concepts outside of the informant's world about a phenomenon (Groenwald, 2004). In this part of the process, the statements are extracted into relevant units that help the researcher understand the deeper meaning of the statements in the interview. The researcher considers various factors such as the literal content and frequency of the statement.
The actual meaning of the units may be different considering the events of the phenomenon (Hycner, 1999 as cited in Groenwald, 2004). The researcher can also return the summary of the formed themes to the informants for possible clarification and modification as needed.
Research Participants
However, phenomenology relies on the researcher's engagement in understanding nuances that cannot be precisely delineated. After completing phases 1 to 4, with due consideration of significant differences in their respective work environments, the researcher finds commonalities in interview themes and notes unique ones, if any. The researcher believes that important insights for this research will be drawn from people who are intensively involved in working with people with disabilities.
Due to limited time and financial resources, the researcher collected informants from companies or workplaces based in the Bangkok Metropolitan Region and neighboring provinces in Thailand. An 'informed consent agreement' was signed between the researcher and the participants at the start of the interview - reminding them that participation in the interview is voluntary and any concerns and reluctance to participate can be expressed without any negative implication or repercussion. them.
Research Instrument
Regarding data collection in a phenomenological study, Kvale (1996) explains that qualitative interviews are literally, an exchange of views between two people talking, where the researcher tries to understand the phenomenon from the perspective of the informants. During the interview process, the researcher used probing questions to reduce threats to validity and reliability (McKinnon, 1988). When the researcher tries to access the contextual details of the information by repeating and paraphrasing the questions to ensure that the interviewee understands the questions asked.
In addition, a 'member check' was conducted where the researcher returned the transcribed and summarized interview to the informants to ensure the accuracy of the information captured in the transcription and to validate that their perspectives regarding the phenomenon were reflected in the study (Groenwald, 2004). ). From different perspectives, the researcher believes that the informants gained a more holistic view of the reality of the lived experiences.
Narrative of Informants’ Lived Experiences
- Ava, 37 years old, Assistant Vice President
- Betty, 34 years old, Junior Claim Assessor
- Camille, 33 years old, Receptionist
- Dennis, 30 years old, Manager
- Emily, 24 years old, HR Officer
- Felicidad, 45 years old, Housekeeper
- Gerald, 56 years old, Leader of the Assembly Team
- Hector, 56 years old, Leader of the Welding Team
- Ina, 23 years old, HR Officer
- Jackie, 35 years old, Compensation and Benefits Officer Jackie, same with Ina, works with Pim
The disabled employees come from diverse disabilities, educational backgrounds, skills and positions held in the company. Although project and event management would have demanding deadlines and requirements, Dennis was more concerned about his disabled colleague's survival in the company. Apart from the infrastructure support, the company also had sign language classes for both disabled and non-disabled employees to attend.
I don't want the company to do this as charity or we have to hire them just to meet the quota. When the PWDs we hire do not have the qualifications, it will corrupt the mindset of people in the company. In future, PWDs may not get any chance to work in the company because the mindset is not open.
Chansak, their duties together included supervising employees and visitors entering and exiting the company's premises. Chansak, her disabled colleague had seniority in terms of years of service in the company. Apart from the additional workforce required to join him on the night shift, the company did not need to provide additional accommodation in the workplace infrastructure and rules for his employment.
She also appreciated the pride and fulfillment a person with a disability can get from work and supports the company's policy on hiring people with disabilities. The company should let the disabled person come to work here, because it is better for the company to give the disabled person the opportunity to earn money to improve their life or buy things. It feels good that the company is hiring the disabled person, so it will be an image or example for other people who are normal, as well as for other people who are disabled as well.
Themes: Employee Experiences in a Disability Inclusive Working Environment
- Charisma Leading to Inspiration and Motivation
- Equity Sensitivity and Managing Expectations
- Sense of Pride and Fulfillment
I don't want her to feel bad about the way she treats other people.” Ava, Assistant Vice President Another dichotomy can be seen in the behavior of colleagues with disabilities. Ava, Assistant Vice President. All of these layers of dichotomy, faced by both non-disabled employees and their disabled colleagues, ultimately result in a greater sensitivity to equity in the organization.
In the middle of the spectrum lie the equity sensitive who focus on maintaining good employment relationships and achieving desired outcomes (Rai, 2008). Both parties extend fairness sensitivity towards the situation and a culture of a more careful behavior is observed in terms of the employee relations in the workplace. Therefore, the image that is painted towards their disabled colleagues as able-bodied individuals has been formed exclusively in the workforce.
Camille, receptionist According to the colleagues' opinions in the interview, diversity management improves according to their experience. Many cases in the interview mentioned that the disabled person's ability to work and live a normal life values the disabled person in the eyes of their colleagues. Previous literature pointed out that one of the biggest barriers to disability inclusion is stigma and prejudice in society towards disabled people.
Most of the interview responses showed a positive effect on the mindset and motivation of employees in the company. This situation is currently being handled by keeping an open mind and maintaining equity sensitivity in the organization. Research findings tended towards positive outcomes related to increased motivation, sense of pride, empathy and open-mindedness in the organization.
BIBLIOGRAPHY
Identification of characteristics of work environments and employers that are open to hiring and accommodating people with disabilities. Forget the glass ceiling, I'm stuck in a glass box: A meta-ethnography of work participation for people with physical disabilities. Retrieved November 27, 2018 http://www.who.int/disabilities/world_report/2011/accessible_en.pdf World Health Organization.
APPENDICES
Participant B 34 years old
Participant C 33 years old
Participant E 24 years old
Informant details Disabled Colleague Description Participant E for 4 years, but has been working in the company for 6 years.
Participant H 56 years old
Participant I 25 years old
Participant J 35 years old
When you first learned (perhaps from your boss or a colleague) that you would be working with a disabled person, what did you think about it? How do you feel working with them in general (happy, inspired, motivated, frustrated, stressed). After working with disabled people, what do you think of them now in terms of their abilities.
And when you knew for the first time that you would work with people with disabilities, what did you feel? Now that you have been working with them for 2 years, do you feel more comfortable now? Before you started working with your disabled colleague, what did you think about PWD?
What about your own feeling of working with her, do you feel more motivated, happier or just neutral. How did you feel when you knew you were going to work with them in the company? If you work at this company, did you think you would need to make adjustments to work with them?
Did you feel that there are any obstacles or challenges in the communication or anything. So maybe you could tell me, before you worked with PWDs, what you thought of them. When you first knew that you were going to work with a disabled person, how did you feel?
Did you notice anything they do differently, for example, like you said, drive a car or, maybe, make coffee. Do you ever feel stressed or frustrated working with them, or are you happy or inspired? This will provide an opportunity for the disabled person, so that they can have more money and also take care of themselves or their family.
For example, sometimes we have people come to work in the factory and when they come out, we have to check the back of the car to see if the things they took out are okay or not. With only one arm, he is affected when he has to watch at night. Given your childhood situation, have you ever imagined yourself working with a disabled person.
When you first found out, perhaps from your boss or colleague, that you will be working with people with disabilities, what did you think about it? Did you feel worried about the job that you would not be able to achieve or did you feel. I see that the disabled person has a good attitude to help me in everything I asked.
I learned the way they work, so I think I have to work harder than the disabled man. In general, what is your feeling about them after working with them for a long time now, do you feel happy, inspired. Do you think it is better for this company to do that or should they continue to hire disabled people.
Sometimes, I don't need to use body language and she can understand by reading her mouth. Are there any other problems that you continue to experience after 6 years, or have you overcome all the problems? Do you feel happy that you had this experience, did you feel inspired or motivated to do more.
