Distinctions between inclusive and non-inclusive companies for persons with disability: Exploring the impact of COM-B and HRM practices

BackgroundScholars have increasingly focused on the role of employers in addressing labour market challenges faced by persons with disability (PWD). While we have gained more knowledge about the motivations, practices and characteristics for hiring PWD, we still lack information on whether these are general organizational features or specific to inclusive companies.ObjectiveThis study aims to examine the factors that distinguish inclusive from non-inclusive ones, using the COM-B framework (capability, opportunity, motivation) and Human Resource Management (HRM) practices.MethodsWe utilized survey data from a sample of small and medium sized companies (SME) in Norway (N = 1000). We conducted Logistic Regression Estimates (odds ratios) to determine predictive factors of an "inclusive company".ResultsInclusive companies scored higher than non-inclusive companies in all dimensions of COM-B and HRM practices. However, only knowledge about work inclusion (capability), availability of resources and positions (opportunity) and the desire to contribute to an inclusive labour market (social motivation) were significant explanatory factors for inclusivity. Among HRM practices, only recruitment showed a significant relationship with inclusivity after considering the COM factors.ConclusionsThis study underscores the importance of utilizing the COM-B framework to understand how companies approach the inclusion of PWD.