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Then and Now: Disability Legislation and Employers' Practices in the UK

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  • Carol Woodhams
  • Susan Corby
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    Abstract

    Using a longitudinal research design, this article considers employers' human resource management practices in respect of disability equality: in 1995 under the Disabled Persons (Employment) Act and in 2003 under the Disability Discrimination Act. The article analyses whether there has been a change to employers' practices and whether or not this change is associated with increased employment of disabled persons. The findings show that proactive HR measures to encourage disabled employment, including positive discrimination, had a significant impact on disabled employment in 1995, whereas HR measures centring on managerial responsibilities and making adaptations had a similar result in 2003. We argue that, for optimum effectiveness, HR departments should employ the full range of HR measures that are available, including positive discrimination, and that this approach should be underpinned by a range of enforcement measures. Copyright Blackwell Publishing Ltd/London School of Economics 2007.

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    Bibliographic Info

    Article provided by London School of Economics in its journal British Journal of Industrial Relations.

    Volume (Year): 45 (2007)
    Issue (Month): 3 (09)
    Pages: 556-580

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    Handle: RePEc:bla:brjirl:v:45:y:2007:i:3:p:556-580

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    Cited by:
    1. Campolieti , Michele & Gomez, Rafael & Gunderson, Morley, 2009. "Volunteering, Income Support Programs and Disabled Persons," CLSSRN working papers clsrn_admin-2009-16, Vancouver School of Economics, revised 16 Feb 2009.
    2. Jones, Melanie K. & Latreille, Paul L., 2010. "Disability and earnings: Are employer characteristics important?," Economics Letters, Elsevier, vol. 106(3), pages 191-194, March.

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