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8/10/2019 Job Retention and Career Progression Among People With Disabilities FINAL VERSION AUG 2009
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Literature Review and Conceptual
Paper on Measuring Inter-
relationships between Disability and
Job Retention; Career Progression
Janalee Morris-Wales
Laura Rempel
Canadian Centre on Disability Studies
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The views expressed in this document are those o
the author and do not necessarily relect the
views o !uman Resources and S"ills
Development Canada or o the ederal
#overnment$
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Ters o! Re!erence
% The purpose o this pro&ect is to produce a
document outlinin# the relevant literature and
proposin# a ramewor" and methodolo#y neededto understand the inter-relationships between
disability and &ob retention'career pro#ression$
% (rovide basis or developin# models or better
understandin# dierences in the career paths o
wor"in# people with disabilities vis-)-vis other
wor"in# people$
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Job Retention" #hat is it$
% Can mean how lon# an individual has stayed at aparticular &ob
% Could mean how lon# a person has been attachedto the labour orce
% *mportant issue because turnover can be expensiveto employer+ have lon#-term implications or
employee,s career path% !oldin# onto a &ob is not always a bad thin#--&ob
mobility can be %oluntarymovin# to another &ob+ta"in# a leave. vs$Involuntarydue to layos+
death+ retirement.
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Job Retention" Measures and Predictors
#hat does the general literature tell us$
The li"elihood o holdin# onto a &ob'stayin# with an employer canbe inluenced by/
% The shape o the overall economy
% The nature o the &ob and the employer i$e$ varies withoccupation+ industry+ type o employment+ si0e o irm+unioni0ation etc$.
% 1ducation+ trainin#
% 2ender+ marital status+ children
% 3#e+ tenure% Job satisaction+ or#ani0ational attachment
% (ersonality traits+ 4uit intentions
% Disability characteristics% 1mployment (ro#ram *ncentives'Disincentives
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Career Progression" #hat is it$
% measured in terms o salary and &ob responsibility2re# and Wadsworth 5665.
% Salary pro#ression+ promotability+ and careersatisaction Wayne et al$ 7888.
% Career advancement+ salary #rowth+ andproessional development 2reenhaus+
(arasuraman and Wormley+ 7886.% Salary #rowth and the number o promotions
durin# the previous 5 years Seibert+ 9arimer+ :Crant 5667.
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Career Progression" Measures and Predictors
#hat does the general literature tell us$
% !i#her levels o ability+ schoolin#+ educationalachievement ; increased career pro#ression
% 1arly &ob mobility+ lon#er labour orce attachment; increased career pro#ression
% 3#e+ emale #ender ; decreased careerpro#ression
% Career mentors+ corporate culture expectations.+social inclusion+ &ob satisaction+ perormanceappraisals ; complex interaction with career
pro#ression
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&'ogenous &conoic Circustances"
Labour Mar(et
% Canadian labour mar"et < stron# #rowth rom early 7886s to mid5666s unemployment rate or pwd decreased rom 7=$5> to 76$?>.
% *ncrease in &obs ; decrease in &ob retention voluntary &ob shits. aswor"ers more oten shit rom &ob to &ob with increasin# options
% 1arly &ob mobility ; increased career pro#ression
% !@W1A1R+ it is ar ris"ier or pwd to leave their current &ob to indother employment+ pwd may have more diiculty relocatin# to ind
better employment
% (erception o labour insecurity #lobal mar"et+ outsourcin#+
increased part time'contract employment. ; involuntary &ob loss anddecreased &ob satisaction+ another predictor o decreased &obretention
% But/ !istorically+ people with disabilities have oten been lasthired'irst ired+ especially durin# economic downturnsEtranslatin# into si#niicant declines in &ob retention levels
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&'ogenous &conoic Circustances"
Industry and )ccupation
% Job Retention diers by *ndustry ex$ !ospitality+ Truc"in#industry ; hi#h rates o turnover+ and pwd tend to be over-represented in these industries.
% *ndustry can be a causal actor o disability hi#her ris"s.and correlational pwd tend to be clustered within low-
payin# industries and occupations such as retail and oodservices.
% Career (ro#ression is limited or people in low-s"illemployment where a lot o pwd are clustered.
% (WD are over-represented in (ublic 3dministration and!ealth Care industries+ perhaps as a relection o1mployment 14uity le#islation and'or !R practices aimed
at retention strate#ies
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*ocio-Deographic Characteristics"
+ge
% Job retention lowest or youn#er wor"ers+ increases witha#e up to FF+ where rates all retirement.
% Career (ro#ression decreases with a#e most salary #rowthoccurs within the irst 76 years o labour orce attachment.
% Disability increases with a#e+ (3LS reports lar#e increaseso labour orce participation o #roups ?F and older withdisabilities relection o a#in# o labour orce.
% 3#e ; attachment to labour orce+ miti#ates eects odisability labour orce participation or pwd and non-disabled conver#e.
% !@W1A1R/ older a#e ; increased ris" o leavin#employment ollowin# onset o disability+ where peopleare moved into early retirement
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*ocio-Deographic Characteristics"
,ender
% Job Retention rates are virtually e4ual between men and
women
% Career (ro#ression < barriers to women due to G#lassceilin#,+ Gpin"-collar #hetto,+ #endered &ob interruptions
childcare.
% 2endered cultural expectations re#ardin# behaviours
lin"ed to promotion+ mana#erial responsibilities
% Double &eopardy or women with disabilitiesH ne#otiation
or accommodations+ sic"-role expectations+ capacity to
mana#e both disability and childcare.
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*ocio-Deographic Characteristics"
&ducation Level% Lower education ; lower &ob retention
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*ocio-&conoic Characteristics"
Progra Related Incentives Disincentives
% Wor"ers, Compensation pro#rams+ labour
le#islation oten encoura#e'provide
incentives employers to accommodate'hold
on to employees ollowin# a wor"-related
in&ury or illness
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Disability-Related Characteristics"
Type and *everity o! Ipairent
% (eople with physical and learnin# disabilities mostsuccessul in holdin# onto wor"
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Disability-Related Characteristics"
)nset o! Disability
% Some aects o discrimination same re#ardless o con#enital vs$ac4uired disability
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Characteristics o! the #or(place
% @r#ani0ational Commitment pay+ beneits+ stress+
wor"'lie balance. ; #reater &ob retention
% Si0e < lar#er or#ani0ations ; #reater &ob retentionor pwd 11 le#islation+ !R specialists.
% Corporate culture < expected wor"in# hours+
overtime+ lexibility to stay late #reater impact on
pwd who have schedulin# conlicts due to
transportation+ homecare+ etc$. < this has a direct
impact on career pro#ression
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Characteristics o! the #or(place
.cont/0
% 1mployer'Co-wor"er attitudes/ direct impact on &ob
retention throu#h ability to disclose disability+ re4uest
accommodations+ social inclusion+ discrimination
% (rovision o wor"place accommodations ; &ob retention
% Career mentors ; career pro#ression+ and limited
availability o mentors with disabilities is a barrier
% (erormance appraisals < lin"ed to expectations o &obperormance+ which can be inluenced by stereotypes o
disability+ leadin# to decreased career pro#ression
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The Individual and &ployent
% Commitment to or#ani0ation < predictor o &obretention'&ob turnover
% Job satisaction wor"-lie balance+ supervisor relationship+autonomy+ pay and beneits. ; &ob retention
% Sel-eicacy belie in abilities. ; career pro#ression/barrier or some pwd or their employers whoseexpectations are inluenced by the Gsic"-role, which
excuses people rom &ob responsibilities% (erception o it < acceptance to #roups+ challen#in#
assi#nments+ mentorin# opportunities
% (ersonality actors < lexibility+ openness+ initiative+independence+ intelli#ence ; career success
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1nanswered 2uestions
% What is the inluence o policy < 1mployment14uity+ !uman Ri#hts le#islation+ ocus o Greturnto wor", within income support pro#rams on &ob
retention and career pro#ression on &ob retentionand career pro#ressionH
% *s there a place within current or potential1mployment 14uity Le#islation or &ob retentionand career pro#ressionH !ow wouldmeasurin#'evaluatin# these inluence behaviourwithin those or#ani0ationsH
% What other Le#islation could impact JobRetention and Career (ro#ressionH
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1nanswered 2uestions
% *s there a dierence between the personalityactors that inluence &ob retention'career
pro#ression o pwd as opposed to those withoutdisabilitiesH
% 3re those people who ac4uire disabilities at anadvanced a#e choosin# retirement or bein# orced
into early retirementH% Will the economic downturn aect pwd dierently
than those without with re#ard to &obretention'career pro#ressionH
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