‘Just because you can get a wheelchair in the building doesn't necessarily mean that you can still participate’: barriers to the career advancement of disabled professionals

Wilson‐Kovacs, Dana; Ryan, Michelle K.; Haslam, S. Alexander; Rabinovich, Anna

doi:10.1080/09687590802469198

Cited by 128Disability Education and EmploymentGender Diversity and InequalityDisability Rights and Representation

‘Just because you can get a wheelchair in the building doesn't necessarily mean that you can still participate’: barriers to the career advancement of disabled professionals

Wilson‐Kovacs, Dana, Ryan, Michelle K., Haslam, S. Alexander, Rabinovich, Anna·2008·Disability & Society

DOI 10.1080/09687590802469198

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Abstract

Despite governmental efforts and organizational initiatives, the number of disabled professionals in full‐time employment is small, and the number of those occupying leadership positions remains even smaller. Past research into disability and employment has outlined a range of barriers that disabled people face in seeking and maintaining employment. Yet, not enough is known about the challenges they encounter in top ranking appointments. This article extends Ryan's and Haslam's notion of the glass cliff to help explain the precariousness experienced by a group of disabled employees in leadership positions – focusing on the nature of the positions they hold and the difficulties they encounter as they attempt to advance their careers. Using qualitative interview data the analysis draws attention to problems associated with lack of opportunity, lack of resources and lack of support. It also point to ways of making workplace cultures and organizational practices more supportive of diversity.

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Both employers and employees with disabilities report employers' lack of disability-related knowledge, which has implications for their behavior.
“both employers (Kaye et al., 2011) and employees with disabilities (Wilson-Kovacs, Ryan, Haslam, & Rabinovich, 2008) report employers’ lack of disability-related knowledge, which has implications for their behavior”
From The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence (2020) · cites this paper as Wilson-Kovacs et al., 2008
It has been suggested that even if people with disabilities eventually make it into applicant pools, hiring managers might incorrectly assume that these applicants do not want challenging careers or assignments.
“It has been suggested that even if people with disabilities eventually make it into applicant pools, hiring managers might incorrectly assume that these applicants do not want challenging careers or assignments”
From The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence (2020) · cites this paper as Wilson-Kovacs et al., 2008
Many employers acknowledge that they lack the necessary training at all stages of the employment relationship.
“Indeed, many employers acknowledge that they lack the necessary training at all stages of the employment relationship (Kaye et al., 2011; Wilson-Kovacs et al., 2008).”
From The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence (2020) · cites this paper as Wilson-Kovacs et al., 2008
Managers often report knowledge gaps on accommodation best practices and understanding of the disability experience.
“Furthermore, managers often report knowledge gaps on accommodation best practices and understanding of the disability experience (Kaye et al., 2011; Wilson-Kovacs et al., 2008).”
From The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence (2020) · cites this paper as Wilson-Kovacs et al., 2008
Employees with disabilities report that legal action occurs typically after other attempts at receiving reasonable accommodation have failed and that legal actions are a result of a lack of organizational-level knowledge on how to best support the careers of people with disabilities.
“Furthermore, employees with disabilities report that legal action occurs typically after other attempts at receiving reasonable accommodation have failed and that legal actions are a result of a lack of organizational-level knowledge on how to best support the careers of people with disabilities (Wilson-Kovacs et al., 2008).”
From The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence (2020) · cites this paper as Wilson-Kovacs et al., 2008

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Authors: Wilson‐Kovacs, D., Ryan, M. K., Haslam, S. A., & Rabinovich, A.
Affiliations: University of Exeter (GB)
Corresponding author: Wilson‐Kovacs, Dana
ORCID: Wilson‐Kovacs, Dana
Ryan, Michelle K.
Haslam, S. Alexander
Rabinovich, Anna
Venue: Disability & Society
Publisher: Informa UK Limited
Published: 2008-12
Volume: 23
Issue: 7
Pages: 705-717
ISSN: 0267-4645 (ISSN-L)
0968-7599
1360-0508
DOI: 10.1080/09687590802469198
OpenAlex: W2081121618
Cited by: 128
References: 32
Citations by year: 2026: 11 · 2025: 8 · 2024: 9 · 2023: 9 · 2022: 6 · 2021: 6 · 2020: 13 · 2019: 13 · 2018: 6 · 2017: 5 · 2016: 12 · 2015: 5 · 2014: 7 · 2013: 8 · 2012: 2
FWCI: 7.52
Type: journal article
Language: en
Open access: closed
Locations: Disability & Society (publishedVersion)
ANU Open Research (Australian National University) (submittedVersion)
Funders: European Social Fund
Topics: Social Sciences › Safety Research › Disability Education and Employment
Social Sciences › Gender Studies › Gender Diversity and Inequality
Social Sciences › Safety Research › Disability Rights and Representation
Keywords: career development, glass cliff, leadership roles, disability and employment, workplace barriers, organizational culture

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‘Just because you can get a wheelchair in the building doesn't necessarily mean that you can still participate’: barriers to the career advancement of disabled professionals

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