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Disabled People Work and Small-Medium-Size Enterprises

残疾人工作和中小企业

基本信息

批准号：
ES/X003760/1
负责人：
Cara Molyneux
金额：
$ 13.29万
依托单位：
University of Leeds
依托单位国家：
英国
项目类别：
Fellowship
财政年份：
2022
资助国家：
英国
起止时间：
2022 至无数据
项目状态：
已结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FX003760%2F1
关键词：
Disabled People Work Small Medium

项目摘要

The UK Government aims to get one million more disabled people into paid work by 2027. Small and medium size enterprises (SMEs) dominate the UK business population and have been a more robust employer of the unemployed compared to larger firms. Consequently, it is critical to understand how SME employers experience the recruitment and retention of disabled people but the SME employer voice is largely missing from disability employment studies. It is also important to know how disabled people experience employment in SMEs. The government has consulted on strengthening the right to request flexible working, in efforts to address work-life-balance, but this does not prioritise disabled people as beneficiaries despite flexibility being the key adjustment that enables many to work. My PhD research found that disabled people often feel welcome in SME workplaces and consider smaller employers to be more accommodating of their needs because of close interpersonal working relationships. It was this closeness that reduced a fear to 'disclose' their impairment, thus reducing a dilemma for people with hidden impairments in particular. Disabled people were also positive about informal approaches to receiving workplace accommodations, and flexibility to arrange their working hours, location and tasks around impairment effects. On the whole, SME workplace cultures tended to be viewed positively, suggesting that larger employers could learn from this. It was also evident that SME employer experiences are nuanced and informed by the sector in which they operate, the level of knowledge they have about their legal obligations to provide reasonable adjustments, their understanding of disability as either socially created or as an individual problem. Employer attitudes and values are shaped by earlier proximity to disabled people (either through having a disabled relative or previous experience of hiring disabled people) and these prior relationships are an important proxy for inclusion. The research found that employers were also more inclined to consider recruiting people from the same impairment category. The study also found evidence that small employers often worry unnecessarily about the cost implications for their business and making adaptations. Promoting schemes like Access to Work (AtW), which offers practical advice or financial support to businesses and disabled workers may encourage more small employers to recruit disabled people. My fellowship has three main aims, which will allow me to build an academic career that engages with and informs disability employment policy and practice. First, I hope to make a significant contribution to understandings of inclusive employment practice. I will focus on submission of two articles in high-ranking journals. Second, I will build connections with policymakers and non-academic audiences who can influence SME employer behaviour. As part of the dissemination process, I will organise an online workshop with policymakers, SMEs, disabled people, and stakeholder organisations including the Federation of Small Business, CIPD and ACAS. Third, the fellowship will provide professional development opportunities, including training, building international relationships, and occasional research-related teaching opportunities relevant to my research. The various activities will feed into the development of a three-year Early Career Fellowship proposal to conduct international comparative research on disability employment policy focussed on the SME business population.Overall, the fellowship will enable me to develop my academic career whilst contributing to a much needed policy focus on the role of SMEs in the recruitment and retention of disabled people.

英国政府的目标是到2027年让100多万残疾人获得有偿工作。中小型企业（SME）在英国的商业人口中占主导地位，与大型企业相比，中小型企业是失业者更强大的雇主。因此，了解中小企业雇主如何招聘和留住残疾人至关重要，但残疾人就业研究基本上没有中小企业雇主的声音。了解残疾人在中小企业就业的经历也很重要。政府就加强要求灵活工作的权利进行了磋商，以努力解决工作与生活的平衡问题，但这并没有优先考虑残疾人作为受益人，尽管灵活性是使许多人能够工作的关键调整。我的博士研究发现，残疾人在中小企业工作场所往往感到受欢迎，并认为较小的雇主更能满足他们的需求，因为他们之间有着密切的人际工作关系。正是这种亲密关系减少了人们对“暴露”自己缺陷的恐惧，从而减少了特别是有隐性缺陷的人的困境。残疾人也积极接受非正式的方法来接受工作场所的住宿，并灵活地安排他们的工作时间，地点和任务周围的损害影响。总的来说，中小企业的工作场所文化往往得到积极的评价，这表明大型雇主可以从中学习。同样明显的是，中小企业雇主的经验因其经营的部门、他们对提供合理调整的法律的义务的了解程度、他们对残疾是社会造成的还是个人问题的理解而有细微差别。雇主的态度和价值观是由早期与残疾人的接近程度（通过有残疾亲属或以前雇用残疾人的经验）形成的，这些先前的关系是包容的重要代表。研究发现，雇主也更倾向于考虑招聘来自同一障碍类别的人。该研究还发现，有证据表明，小雇主经常不必要地担心其业务和适应的成本影响。促进诸如“获得工作”（AtW）等计划，为企业和残疾工人提供实用的建议或财政支持，可能会鼓励更多的小雇主雇用残疾人。我的奖学金有三个主要目标，这将使我能够建立一个学术生涯，参与并告知残疾人就业政策和实践。首先，我希望对包容性就业实践的理解做出重大贡献。我将专注于在高级期刊上提交两篇文章。其次，我将与能够影响中小企业雇主行为的政策制定者和非学术受众建立联系。作为传播过程的一部分，我将与政策制定者，中小企业，残疾人和利益相关者组织，包括小企业联合会，CIPD和ACAS组织一个在线研讨会。第三，奖学金将提供专业发展机会，包括培训，建立国际关系，以及与我的研究相关的偶尔研究相关的教学机会。各种活动将投入到一个为期三年的早期职业奖学金的建议，进行国际比较研究残疾人就业政策的重点放在中小企业business population.Overall，奖学金将使我能够发展我的学术生涯，同时有助于一个急需的政策重点中小企业在招聘和留住残疾人的作用.