Institutional drivers of disability employment and inclusion: a neo-institutional framework

Purpose This paper examines the employment and inclusion of persons with disabilities (PWDs) through a neo-institutional perspective, integrating regulative, normative, and cultural-cognitive dimensions to explain how institutional forces shape organizational inclusion practices and employment outcomes. Design/methodology/approach An integrative literature review was conducted using peer-reviewed studies published between 1990 and 2023. Following a systematic database search, 86 articles were analyzed using directed content analysis guided by Scott's three-pillar neo-institutional framework. Findings The review shows that while regulative forces such as disability legislation create formal structures for inclusion, their impact is often constrained by weak enforcement, limited awareness, and symbolic compliance. Normative forces increasingly frame disability inclusion as both an ethical and strategic imperative, yet organizations frequently adopt inclusion initiatives for reputational legitimacy rather than substantive change. Cultural-cognitive forces emerge as the most influential barriers, as deeply embedded stereotypes, assumptions, and notions of normality continue to shape hiring and workplace practices. The findings suggest that sustainable disability inclusion depends on alignment across institutional forces, supported by leadership commitment and inclusive organizational cultures. Originality/value The study advances disability employment literature by moving beyond fragmented explanations focused on legislation or attitudes and offering an integrated institutional framework for understanding disability inclusion. It highlights organizations as active sites where institutional pressures are interpreted and translated into practice.