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Stereotypes, Prejudice, and Discrimination02:55

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Humans are very diverse and although we share many similarities, we also have many differences. The social groups we belong to help form our identities (Tajfel, 1974). These differences may be difficult for some people to reconcile, which may lead to prejudice toward people who are different. Prejudice is a negative attitude and feeling toward an individual based solely on one’s membership in a particular social group (Allport, 1954; Brown, 2010). Prejudice is common against people who...
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The Stereotype Content Model (SCM) was first proposed by Susan Fiske and her colleagues (Fiske, Cuddy, Glick & Xu, 2002; see also Fiske, 2012 and Fiske, 2017). The SCM specifies that when someone encounters a new group, they will stereotype them based on two metrics: warmth—or that group’s perceived intent, and how likely they are to provide help or inflict harm—and competence—or their ability to carry out that objective. Depending on the warmth-competence...
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When we hold a stereotype about a person, we have expectations that he or she will fulfill that stereotype. A self-fulfilling prophecy is an expectation held by a person that alters his or her behavior in a way that tends to make it true. When we hold stereotypes about a person, we tend to treat the person according to our expectations. This treatment can influence the person to act according to our stereotypic expectations, thus confirming our stereotypic beliefs. Research by Rosenthal and...
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Learning disabilities are cognitive disorders caused by neurological impairments that affect cognitive functions like language and reading, without indicating overall intellectual or developmental challenges. These disabilities differ from global intellectual or developmental disabilities as they are limited to distinct cognitive functions. Common learning disabilities include dysgraphia, dyslexia, and dyscalculia, each of which impacts unique aspects of learning.
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Intellectual disability (ID) is a neurodevelopmental condition characterized by deficits in intellectual and adaptive functioning that manifest during the developmental period. This condition encompasses challenges in reasoning, memory, problem-solving, and learning, accompanied by impairments in everyday life skills, such as communication, self-care, and social interactions. Intellectual disability affects approximately 1% of the population in the United States, impacting an estimated 5...
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The confirmation bias is the tendency to focus on information that confirms our existing beliefs and ignore information that is inconsistent with our expectations. For example, if you think that your professor is not very nice, you notice all of the instances of rude behavior exhibited by the professor while ignoring the countless pleasant interactions he is involved in on a daily basis. Have you ever fallen prey to the confirmation bias, either as the source or target of such bias?
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Disability-based discrimination in organizations.

Stephan A Boehm1, Eline Jammaers2

  • 1Center for Disability and Integration (CDI-HSG), University of St. Gallen, Switzerland.

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|October 31, 2024
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Summary
This summary is machine-generated.

This study reviews recent research on disability in organizations, highlighting invisible disabilities, broader stakeholder engagement, and critical analyses of labor market systems. It also notes the underrepresentation of Global South research and the need for researcher reflexivity.

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Area of Science:

  • Organizational Studies
  • Disability Studies
  • Human Resource Management

Background:

  • Growing interest in invisible disabilities and intersectional approaches within organizational research.
  • Expansion of disability management research to include external stakeholders and societal impacts.
  • Increased critical examination of labor market structures affecting individuals with disabilities.

Purpose of the Study:

  • To synthesize recent developments in disability research within organizations.
  • To review personal, organizational, and societal aspects of managing disability at work.
  • To identify emerging trends and gaps in the field, including geographical representation and researcher positionality.

Main Methods:

  • Selection and analysis of recent rigorous and innovative studies in the disability research domain.
  • Review of literature focusing on invisible disabilities, intersectionality, and stakeholder engagement.
  • Critical appraisal of research on labor market systems, reasonable accommodations, and ableist organizing.

Main Results:

  • Increased focus on invisible disabilities and intersectional perspectives.
  • Broader consideration of stakeholders beyond the firm and multi-level management aspects.
  • Critical analysis of segregated labor markets and continued attention to accommodations and ableism.
  • Underrepresentation of research from the Global South and a growing emphasis on researcher reflexivity.

Conclusions:

  • The field of disability in organizations is evolving with a more nuanced understanding of disability and its management.
  • There is a need for more inclusive research, particularly from the Global South, and greater attention to the researcher's role.
  • Future research should continue to critically examine ableist structures and promote inclusive organizational practices.