Experiences About Disability-Inclusive Employment By Employers And Employees With Disabilities In Selected Institutions In Malawi

Abstract

The concept of disability-inclusive employment ensures that modifications are made to the physical, communicative, and attitudinal aspects of the workplace to accommodate those with disabilities and enable them to work efficiently and comfortably. However, research on the experiences of people with disabilities often paints a gloomy picture, with negative cultural stereotypes and lack of knowledge about disability issues being main obstacles. There is growing demand for research on specific workplace barriers to disability-inclusive employment with potential exclude people with disabilities in areas with limited. The purpose of this study was to examine how employers and employees with disabilities experienced disability-inclusive employment in selected institutions in the country. As part of a social constructivist narrative inquiry, in-depth interviews were conducted among human resource (HR) managers from selected institutions with nine of them purposefully selected. Additionally, employees with disabilities (EWDs) were also invited, with seven of them, selected using snowballing. The data was analysed using reflexive thematic analysis. Applying the framework of the Theoretical Framework of Inclusiveness at the Workplace, seven themes were developed, presented, and discussed. These included unsupportive values and behaviours that create an unhelpful and toxic environment for EWDs, employer policy limitation due to a lack of sufficient knowledge of the particular policy requirements, employer dilemma related to HR-held beliefs and attitudes relating EWDs to low work performance, increased cost of accommodating them, unaccommodating workplace structures and behaviours that impede accessibility and a positive work environment, and organisational challenges related to unfavourable workplace practices and a lack of accessible transportation options. Additional themes were facilitators to disability-inclusive employment and mitigating challenges. In conclusion, disability-inclusive employment remains elusive in Malawi as there is less inclusive climate, leadership, and practices across the spectrum of included institutions. Having an understanding boss is a strong facilitator for disability-inclusive employment. There is a need to create interventions that alter organisational cultural values, improve HRs' understanding of disabilities in line with relevant, context-specific disability-inclusive policies, equip HRs with expertise in disability-inclusive employment, and strengthen EWDs' sense of self-determination. In the context of disability inclusion, more research is required on the experiences of persons with various disabilities, such as mental and hearing impairments, in the workplace."