Discussion

Our review explored the experiences and impact of workplace ableism among
youth and young adults with disabilities. Focusing on this topic is important for
enhancing the equity, diversity and inclusion of under-represented groups. In
addition, fostering employment skills may help to enable a path to socio-economic
independence for youth and young adults with disabilities [22].

This review noted factors affecting workplace ableism such as type of disability,
gender, education level, and lack of employers' knowledge about disability. Several
previous studies have shown how the visibility of a condition can impact whether or
not a worker chooses to disclose their condition [68] and also the stigma and
ableism they experience in the workplace [13]. Some studies indicate that stigma
and ableism may vary by disability type, which could be a result of the visibility of
the condition [13]. Youth who have a hidden or less visible disability may be more
reluctant to disclose their condition and ask for workplace accommodations due to
fear of discrimination [13]. Research suggests that workplace ableism experienced
from employers and co-workers is often a result of a lack of knowledge, experience
and disability confidence in working with people who have a disability [69]. Studies
on employer's attitudes of hiring youth with disabilities indicates that employers
who have experience working with people who have disabilities are more likely to
have positive attitudes toward them [69].

With regards to gender affecting the experience of workplace ableism, the findings
in this review were mixed with some studies showing that females encountered
more stigma and some with more males encountering ableism. Further research
into such potential gender differences and how this may vary by type of disability is
needed. Previous studies show how the employment rates for males with
disabilities ranges from 50 to 76% compared to 1-27% for young females with
disabilities [70]. Some research indicates that women with disabilities often lack
career development opportunities compared to men, which can impact their
employment outcomes [70].

The findings of this review described youth's experiences of ableism in job

searching and anticipated ableism in the workplace. These results are consistent
with other studies reporting that youth with physical disabilities often foresee that
they will encounter ableism in looking for work and/or in the workplace [22, 71].
Despite many international efforts amongst employers to hire more people with
disabilities and labor laws prohibiting or addressing ableism, many people with
disabilities continue to encounter ableism in the workplace [12, 13]. Youth with
disabilities who are new to the workforce may need additional support on their
workplace rights and how to advocate for themselves, including speaking up
against discriminatory behaviours [22].

Our review also highlighted the impact of workplace ableism, which included pay
discrimination, job turnover and unemployment, lack of job supports, social
exclusion and discrimination charges. Ableism is often a result of stigma and
negative attitudes that can lead to prejudice and discrimination, which can also
result in a lack of support for individuals with disabilities who are left feeling
misunderstood and marginalized [19]. Pay gaps between people with disabilities
and those without could be due to ableism. Previous research suggests that youth
with disabilities often expect to receive lower earnings in the workplace than youth
without disabilities, which could be partly a result of youth's lower self-confidence
in choosing a job that matches their earnings expectations [72]. Additionally, young
people with disabilities may have fewer qualifications and work experience
compared to youth without disabilities which corresponds to lower earnings
expectations [72]. Pay gaps among youth with disabilities highlights how
interventions are needed to enhance employment and earning outcomes [61],
while aiming to prevent or close wage gaps. Further work into the impact of
workplace ableism on pay differences is needed.

Some argue that people with disabilities comprise one of the groups most affected
by discrimination [11]. Addressing workplace ableism is important because it is
associated with poorer health and well-being, which often has a greater magnitude
when compared to the effect of being discriminated against because of other
disadvantaged group memberships [11]. Research on adults with disabilities
highlights that lacking a supportive and inclusive work environment can lead to
poor work performance and being dismissed and/or have a negative impact on
physical and psychological health [73]. Further research is needed to understand
the health and social impacts of workplace ableism on youth and young adults with
disabilities. In contrast to research on workplace ableism among adults [74, 75], our
review did not find any studies reporting on coping mechanisms to deal with
ableism. This finding suggests that youth may need further support with how to
develop and use coping strategies in the workplace in addition to advocating for
unaddressed needs and issues such as combatting ableism.

With regards to workplace discrimination charges, it is rather concerning to see the

rates at which these are occurring. For example, research highlights an increase in
ableism over the past decade [8]. These disturbing trends suggest that policies have
done little to move towards a socio-political model that promotes equality, equity,
and human rights for people with disabilities. As such, more effective solutions that
enhance the inclusion of people with disabilities are urgently needed. The
continuing existence of ableism towards people with disabilities denies their
opportunity to compete on an equal basis and to pursue opportunities of interest
[10]. The systemic exclusion of people with disabilities means that ableist beliefs
and policies often go unchallenged [76]. However, there are promising indications
of an increasing movement towards developing strategies to hold society
accountable for the oppression of marginalized groups while advocating for social
change, rather than expecting individual adaptation [10, 76, 77]. Much further
research and advocacy are urgently needed in this area.