Disabled Women in the Working World : Bias and Barriers that Hinder Workplace Advancement: A Report by Disability EmpowHer Network in Partnership with P3 Technology
There are over 20 million adult women with disabilities in the noninstitutionalized population in the United States. However, the career options and trajectories of women with disabilities are under-researched. Disabled women have the lowest employment rate among disabled and non-disabled men and women in the same age bracket. In comparison to non-disabled women, disabled women do not have the same career options. Non-disabled women are more likely to work in managerial and full time fields whereas disabled women tend to work part time and in service positions. This study looks at businesses’ hiring and promotion practices that impact disabled women and the opportunities disabled women have to take on leadership roles. To further understand how we can increase the number of disabled women in leadership roles, we surveyed 445 hiring professionals to gain insight into their hiring practices, business offerings, and disability representation within their organizations. The study found that 44% of the total participants had no women with disabilities in leadership or management positions. In 52% of cases, respondents estimated they had at least one woman with a disability in management. Respondents indicated concerns about hiring disabled people, such as absenteeism and safety. Yet few organizations have adjusted their policies to better support flexible scheduling or increase workplace safety. According to participants, problem-solving, teamwork, professionalism, confidence and determination, and dependability represented the top five skills needed by disabled women candidates to be hired or promoted. However, mentorship, paid trainings, and skill building opportunities were only offered to employees in less than 20% of survey responses. The respondents who have no women with disabilities in management positions indicated the need for partnerships with agencies working with disabled talent and increased education on the benefits of hiring disabled women. Nearly half of all participants indicated that tax incentives would motivate them to hire women with disabilities into leadership positions, however there was minimal awareness of existing financial incentives for hiring women with disabilities, such as tax credits.Disability EmpowHer Network, in partnership with P3 Technology, conducted this study to better understand barriers to leadership for women with disabilities. Disability EmpowHer Network is a non-profit run by and for girls and women with disabilities that connects, motivates, and guides disabled girls and women to grow, learn, and develop to their highest potential and have the confidence to lead
Year of publication: |
[2023]
|
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Authors: | Novack, Valerie ; Cornelius, Timothy ; Poost, Sophie |
Publisher: |
[S.l.] : SSRN |
Subject: | Weibliche Arbeitskräfte | Women workers | Behinderte | Disabled persons | Behinderte Arbeitskräfte | Disabled workers |
Saved in:
freely available
Extent: | 1 Online-Ressource (19 p) |
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Type of publication: | Book / Working Paper |
Language: | English |
Notes: | Nach Informationen von SSRN wurde die ursprüngliche Fassung des Dokuments March 8, 2023 erstellt |
Other identifiers: | 10.2139/ssrn.4436861 [DOI] |
Source: | ECONIS - Online Catalogue of the ZBW |
Persistent link: https://www.econbiz.de/10014344644
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