dc.contributor.author | Østerud, Kaja Larsen | |
dc.date.accessioned | 2023-02-21T10:01:31Z | |
dc.date.available | 2023-02-21T10:01:31Z | |
dc.date.created | 2022-05-16T10:25:42Z | |
dc.date.issued | 2022 | |
dc.identifier.citation | Journal of Vocational Rehabilitation. 2022, 56 (3), 289-302. | en_US |
dc.identifier.issn | 1052-2263 | |
dc.identifier.uri | https://hdl.handle.net/11250/3052661 | |
dc.description.abstract | BACKGROUND: How to disclose an impairment during the hiring process is an important question for disabled people, yet the associated employer perspective remains overlooked in the literature. OBJECTIVE: The article investigates whether, when and how employers prefer jobseekers to disclose their impairment during the recruitment process. Stigma and impression management is used as a theoretical lens to interpret employer responses. METHODS: The article uses interview data from 38 Norwegian employers paired with behavioral data from a recruitment situation. Prior to the interviews, the employers were subjected to a field experiment wherein pairs of fictitious applications were submitted for real job listings. In these, one of the applicants disclosed either a mobility impairment or a mental health condition. RESULTS: The findings show that disability disclosure is a balancing act between appearing candid and demonstrating competence and that employers favor identity management strategies that present disability in a positive and unobtrusive manner and downplay the impairment. The employers favored disclosure but expected wheelchair users to disclose their impairment earlier than people with mental health conditions. Furthermore, employers with a relational view on disability were found to be more open to hiring disabled people. CONCLUSIONS: The article illustrates how disclosure expectations can represent a significant disability penalty, thus hampering employment advancement for disabled people. | en_US |
dc.description.abstract | A balancing act: The employer perspective on disability disclosure in hiring | en_US |
dc.language.iso | eng | en_US |
dc.rights | Navngivelse-Ikkekommersiell 4.0 Internasjonal | * |
dc.rights.uri | http://creativecommons.org/licenses/by-nc/4.0/deed.no | * |
dc.title | A balancing act: The employer perspective on disability disclosure in hiring | en_US |
dc.type | Peer reviewed | en_US |
dc.type | Journal article | en_US |
dc.description.version | publishedVersion | en_US |
cristin.ispublished | true | |
cristin.fulltext | original | |
cristin.qualitycode | 1 | |
dc.identifier.doi | 10.3233/JVR-221192 | |
dc.identifier.cristin | 2024800 | |
dc.source.journal | Journal of Vocational Rehabilitation | en_US |
dc.source.volume | 56 | en_US |
dc.source.issue | 3 | en_US |
dc.source.pagenumber | 289-302 | en_US |
dc.relation.project | Norges forskningsråd: 273745 | en_US |
dc.subject.nsi | VDP::Psykologi: 260 | en_US |
dc.subject.nsi | VDP::Psychology: 260 | en_US |