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Factors that affect the employment of people with intellectual disabilities in Ireland:

Recruitment Bias & Social Enterprises.

Jesse Kennedy

July 2015

Submitted in partial fulfilment of the requirements of the Masters in Business and

Management, School of Business, Trinity College, Dublin.

Supervisor: Dr. Denise Crossan

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Declaration

I declare that this thesis has not been submitted as an exercise for a degree at this or any other

university and that it is entirely my own work.

I agree to deposit this thesis in the University’s open access repository or allow the Library to do so

on my behalf, subject to Irish Copyright Legislation and Trinity College Library conditions of use

and acknowledgement.

Jesse Kennedy

2015

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Acknowledgements

There are several people I must acknowledge in completing this thesis.

First, I would like to thank my supervisor, Dr. Denise Crossan. Not only for her help during the

thesis process, but for her help and assistance throughout the academic year of the Business &

Management course. Her guidance and support offered me much needed direction in times of

difficulty and I’m very grateful for her supervision.

I would like to also thank Dr. Padraic Regan for his assistance throughout the M.Sc programme. His

availability to meet and consult with students made the year a pleasure to be a part of.

Second, I would like to thank my fellow classmates. Their friendship, support and constructive

criticism has not only shaped the contents of this thesis, but of the entirety of my academic work

throughout the year. It is only with their help that I managed to progress and develop as the year

unfolded.

Lastly, I would like to thank my family, especially my parents, Kieran and Maria. Their undivided

and unblinking support in regards to not only this thesis but every action or decision I make

continues to comfort me in times of hardship and distress.

Completing this thesis would have been impossible without the help and support of those

mentioned above.

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Table of Contents

Abstract Summary 6

Chapter 1 Introduction 7

Chapter 2: Literature Review 9

2.1. Recruitment Bias 11

2.2. Labour Laws and Legislation 13

2.3. Social Entrepreneurship 14

2.4. Ireland’s Social Landscape 16

2.5. Work Integration Social Enterprises (WISEs) 18

Chapter 3: Methodology 19

3.1. Research Objectives 19

3.2. Research Philosophy 20

3.3. Research Approach 20

3.4. Research Design 21

3.5. Sampling Method 21

3.6. Time Horizon 22

3.7. Data Collection 22

3.8. Data Analysis 23

3.9. Triangulation 24

3.10. Ethical Concerns 24

Chapter 4: Findings 25 4.1. Pre-amble 25

4.2. Analysis 25

4.3. Results 25

(i) Recruitment Bias 27

(ii) Issues & Factors Faced by WISEs 28

(iii) Ireland’s Social Landscape 29

4.4. Supplemental Findings 30

(i) E-Recruitment 30

(ii) Employee Productivity 31

Chapter 5: Discussion 32

5.1. Practical Implications 35

Chapter 6: Conclusion 37 6.1 Recruitment Bias: A Dying Breed 37

6.2. Social Enterprises: A Model for the Future 38

6.3. E-Recruitment: Cause for Concern 39

6.4. Recommendations 39

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Bibliography 41

Appendix A 47

Appendix B 48

Appendix C 49

Appendix D 50

Appendix E 51

Appendix F 52

Appendix G 53

Appendix H 54

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Abstract Summary

The motivation behind this research project was the desire to better understand the external factors

that have an impact on the employment of people with intellectual disabilities in Ireland in 2015.

Due to the large number of external factors that can be attributed or drawn to affect such an issue,

the particular factors of recruiter bias and social enterprises were chosen in order to give the

research a specific direction and provide measured goals & objectives. These factors were chosen

due to a rise in the importance of recruitment and selection among employers, along with a growing

importance attached the development of social enterprises. The research is intended to advance

current theory and better inform future practice.

The methodology used was a qualitative approach, using semi-structure interviews from subjects

associated to the research question examined, i.e. employees working in recruitment agencies and

individuals working in the Irish social sector, promoting employment opportunities for people with

intellectual disabilities. The study relies on extensive evidence and grounded theory offered from

past authors regarding the research question. It then consults the primary research collected in order

to form a better understanding of the extent to which the chosen factors of recruiter bias and social

enterprises affect the employment of people with intellectual disabilities. Links, themes and patterns

between past theory and current data are analysed in order to allow for greater clarity and academic

reliability.

The central findings of the research indicate that recruiter bias does occur and negatively affects the

employment opportunities of people with intellectual disabilities in Ireland. This conclusion is

echoed by previous research. However, the findings argue that recruiter bias is materialising on a

diminishing level, and the attitudes and perceptions of employers are slowly changing towards a

more inclusive approach in their selection methods. Equivalently, the research demonstrates that

social enterprises play a positive role in affecting the employment of people with ID. However, the

current ability of social enterprises to achieve their social goals and objectives is restricted by their

lack of adequate support services. The research concludes that the current social landscape for Irish

enterprises is encouraging, due to an increase in the establishment of social support bodies and

organised state committees.

Practical implications are also offered referring to other factors that affect the employment of

people with ID in Ireland. Primarily, the rise in the salience of e-recruitment as a selection process

used by employers in Ireland presents a worrying trend for people with ID seeking employment,

due to their general cognitive incompatibility with Internet services and technological applications.

To conclude, limitations of the research are given and recommendations are offered which are

hoped to stimulate further academic investigation related to the research question in the future.

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Chapter 1 - Introduction

The subject of people with learning disabilities integrating into the labour force is an established

topic of research. Many previous authors have completed studies and entries into journals

documenting case studies of the employment routes taken by people with disabilities as they

attempt to secure paid work or employment (Gerber, 1992, Benz, 2000, Bates, 2004,Wehman, 2006,

Flexer, 2012). However, the extent of this research carried out in the context of the Irish labour

market is currently limited in its scope and depth. Previous studies have, for the most part, mainly

occupied themselves with studies based in the US (Bond, 2012) and the UK (Mansell & Ericsson,

2013). Studies conducted within the context of Ireland have traditionally been pre-occupied with the

marginalised living conditions of people with learning & intellectual disabilities (Lordan, 2000,

Shevlin et al 2002, Shevlin, 2004). To a large degree, past research in Ireland has focused on the

social disadvantages which people with intellectual disabilities (ID) encounter, primarily focusing

on education. Issues such as a lack of access to adequate infrastructure and support facilities,

including educational and social supports are often cited by authors on the subject. However, little

direct research has been conducted on the factors affecting Irish employees with ID who wish to

find employment and actively seek paid work.

This study intends to offer a contextualised illustration of the current factors that affect the

employment of people with ID. By doing so, it is intended to highlight issues that either promote or

discourage job opportunities that are available to people with ID in Ireland. In particular the issues

of recruiter bias demonstrated by employers and the effectiveness of social enterprises are

examined.

The research objectives chosen to study are as follows;

1. To analyse whether or not recruiter bias exists in relation to the employment of people with

learning disabilities.

2. To assess what factors and issues work integration social enterprises (WISEs) face trying to

carry out their social mission.

3. To evaluate whether or not the environment for social enterprises is suited to their current

approach, or whether new measures must be made in order for work integration programmes

to succeed.

Chapter 2 of the study offers an overarching outline of the existing literature to date regarding the

employment of people with ID in Ireland. It provides previous research that argues recruiter bias

exists when it comes to employing people with ID. The latter half of the chapter also offers an

overview regarding social entrepreneurship as a modern school of thought and the practical

implementation of the subject in Ireland in recent years. It broadly outlines the social economy

currently evident in Ireland and the extent of the success experienced by the social sector in

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achieving its various goals to date.

Chapter 3 sketches the methodological approach which was applied in order to critically analyse

the research objectives chosen. These factors were analysed via qualitative semi-structured

interviews given by subjects who are closely related to the issues being examined. The information

gathered was then analysed in a thematic approach in order for rich insights to rise up from the data

collected.

The 4th

chapter of the study concerns itself with an objective outline of the findings accumulated.

These findings were a result of critically analysing the research collected and identifying common

ground and concurrent themes. The findings are presented in a body of text, which dissects the

findings into 4 separate sections: the three research objectives and one extra section for any

additional themes that emanated from the study.

Chapter 5 related to the discussion around the findings given in the previous chapter. The results are

reviewed critically assessed during this section. Also, practical implications are given for future

research carried out on the subject along with any decision-making bodies that wish to review

relevant literature on the topic of employment and people with ID in Ireland.

Finally, Chapter 6 concludes the research, and summarises the findings and resulting implications

that are presented in previous chapters. Moreover, outlines indicating limitations of the research

approach and design provide ways in which future research can be improved.

To end, recommendations are given in order for future studies and research to build upon the

information collected in this body of work.

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Chapter 2 – Literature Review

According to the Census published in 2011, more than 600,000 people in Ireland reported to have a

disability (NDA, 2015). However, the parameters set for claiming a disability in the Census were

not stringent, and thus the figure quoted cannot be taken as complete certainty. Nonetheless, it does

represent a significant number of the population, roughly 13%. Within this group, less than 10% of

all adults with learning disabilities are working in paid jobs or employment positions as of 2007

(Race, 2007). Appendix A illustrates four different data sources which identify gaps between the

employment levels of those with a disability and those without a disability, with a mean gap

percentage of 31%. These statistics immediately convey the impact that a disability bears on the

overall employment prospects of an individual living in Ireland. However, the statistics presented

represent the sum of people with all types of disabilities in Ireland, failing to provide distinctions

between disability types. Appendix B & C offer specific indications of the sum of people with

learning and intellectual disabilities who participate in the Irish workforce, with average figures

well below the equivalent of people of working age without such disabilities.

Ultimately, having a learning or intellectual disability drastically reduce the likelihood of a person

taking up a form of paid work or employment (Gannon & Nolan, 2004, NDA, 2005). Initiatives of

different shapes and sizes have been constructed in the past to improve this figure, however people

with intellectual disabilities (ID) have remained excluded and on the periphery of the Irish labour

market, tending instead to spend their time in care-based situations (e.g. day services) (Zijlstra,

2005, Hartnett et al., 2008, Mansell, 2010). The importance of this cannot be understated. “.... A job

can provide structure for a person's life, a sense of satisfaction and productivity that stems from

completing meaningful tasks, a feeling of belonging to a valued reference group, a basis for self-

esteem and personal identity” (Moos, 1989, pp.28). Previous literature posits the centrality of work

and employment towards fulfilment in a person's life. Thus, people with learning disabilities, who

struggle to gain access to employment, constantly live disengaged from the core infrastructure that

shapes society. “The decisive decision between hope and no hope among the disabled is between

working and not working. Those who work by and large feel they are part of the human race. Those

who do not work feel left out, alone, and largely useless.” (Harris, 1987, pp.229).

Moreover, the social exclusion faced by people with ID serves to deprive them from the general

standing of living experienced by members of Irish life who don’t have a disability.

"Poverty in Ireland today is about being excluded and marginalised from the general standard of

living and way of life that is the norm for other people in society. Thus people are living in poverty

if their income and resources are so inadequate as to preclude them from enjoying a lifestyle which

would be acceptable by society generally. Such a definition takes account of the fact that people

have social, emotional and cultural needs as well as physical needs" (CPA, 1996).

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The social isolation that can arise as a by-product of disengagement with the Irish workforce serves

to promote the stigmatisation of people with learning disabilities and widens the inequalities faced

by those with and those without learning difficulties. The exclusion encourages introverted and

individualistic behaviour, further disabling those people to successfully secure paid employment

(Baumeister, 2005, Cacioppo & Hawkley 2009). This coincides with a lack or loss of motivation to

procure a paid job (Rose et al, 2005), which leads to an overall decrease in job hunting.

Past literature presents how the difficulties and barriers faced by the intellectually disabled looking

for jobs often act as strong deterrents from seeking employment (Ravaud et al, 1992, Jones, 2006).

An inability to negotiate access to the relevant individuals and hiring managers is often encountered

and cited as a salient issue for people with ID who are seeking to secure paid work (Ineson, 2015).

Also, the majority of people with ID live in assisted care (ibid). Thus, in order to obtain a paid job,

most people will need the assistance of various supportive people and institutions. Occupational

therapists, government agencies and educational facilities are examples of groups that can further

the abilities and likeliness of employment for those with learning difficulties. Unfortunately, the

connection and the relationship between these groups and private or public employers isn't a strong

one, and it doesn't allow for established paths and processes of employment procurement that

people with ID can model and follow.

One route usually taken by people without disabilities in securing employment is through the

avenue of professional recruitment agencies, who have an established rapport and developed

relationship with private and public employers (Arthur, 2012). However, traditional recruitment

agencies who pro-actively identify, seek and assist employers with vacant jobs don’t hold the

adequate resources to support people with ID in their search for employment. Primary research

conducted in the coming chapter illustrates how these agencies currently lack the capacity and

ability to promote disability employment (Anon, 2015). Reasons cited are the perceived lack of

capital gains and profit maximisation associated with such activities. Empirically, low skilled labour

is the most accessible stream of employment for workers with ID (Wilton & Schuer 2006).

Agencies are therefore quick to reveal that the feasibility of recruiting for low-skilled jobs is

extremely low for mainly two reasons. First, the employers don't depend on agencies to fill the

positions because of the low levels of skill required. This translates to the assumption that most

people seeking employment will be adequately accomplish the tasks required. Second, low skilled

jobs tend to be associated with low wages. The lower the wage, the lower the profit is made by an

agency and thus, working with low-skilled positions is an area which doesn't attract support from

agencies.

An agency with the resources and capabilities that a private recruitment agency has, coupled with a

social mission to assist and support those with learning disabilities in their quest to secure

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employment does not currently exist in Ireland. These external factors highlight the difficult avenue

that must be taken by people with learning and intellectual disabilities in order to find and secure

paid work. This avenue is accentuated by existential factors beyond their control.

This issue of employment and people with ID within Ireland is a subject previously touched upon

by few. The issue has proven to contain many root causes but also, and more possibly more

importantly, create many difficult outcomes. Previous research conducted by the Equality Authority

offers substantial evidence to indicate that people with ID are exposed to an apparent risk of falling

into poverty (IHREC, 2003). In comparison to 70% of adults of working age in employment,

studies commissioned by the government agency compared 40% of those with disabilities of

working age currently employed in the workforce (Gannon & Nolan, 2005). This collation of

statistics for those with disabilities includes people living with both physical and intellectual

disabilities however. If people with ID are measured separately, the percentage of working bodies is

significantly lower again, which is again evident in the tables found in the appendices of this text.

2.1. Recruitment Bias

Regular reports from recent years reinforce the notion introduced above that individuals with

intellectual & learning disabilities are heavily under-represented in both the Irish labour force and

other national workforces (Kruse & Schur, 2003, Schur et al, 2013, BLS, 2014). The high

unemployment rate for people with ID can be credited to a number of factors, both internal and

external. In times of economic regression and hardship, it can be assumed that unemployment rates

will inevitably be higher than usual. However, surveys continue to indicate that those with ID

regularly outweigh those without disabilities in terms of unemployment (IDRM, 2004). In Ireland,

only 35% of people with a disability employed in comparison to 73% of those without one

according to the Disability Federation of Ireland (DFI, 2012). Furthermore, two thirds of the

disabled population between the ages 18-34 would like to work if the opportunity was available to

them. This is somewhat of a universal theme (Ali et al 2011), with literature based in U.S. context

concluding, “(research) indicate(s) that the low employment rate of people with disabilities is not due to

their reluctance to work or different job preferences” (pp.199). In the US as of January 2015, the

unemployment for those with a disability is twice that of those without a disability (BLS, 2015).

'Disability' in this context refers to both physical and intellectual disabilities. Taking into account

that people with physical disabilities are likely to be subject to less discrimination and selection bias

due to wider social networks and available public support (Lippold & Burns, 2009), the figure of

people with ID and who are unemployment is once again proved to be significantly higher than the

national average.

In light of these facts, academic research geared towards intellectual disability discrimination is

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tapered around employer attitudes and selective perceptions towards people with ID.

Authors suggest that the general consensus for this high rate of unemployment is due to recruitment

& recruiter bias on behalf of employers (Hernandez et al, 2008, Jones, 2008). Brostrand’s (2006)

study of employer attitudes suggests employer training in order to reduce recruiter bias and ease

employer concerns and predispositions relating to employees with ID as a potential solution. These

concerns tend to link with a general theme of 'fear' in regards to the negative effect employees with

ID will push onto company operations (Peck & Kirkbridge, 2001). The “Hire the Handicapped”

slogan that existed in the 1960s and 1970s (Luecking, 2008) played towards the altruistic and

charitable side of employers rather than highlighting and illustrating the economic and productive

value of employees with ID. Furthermore, using such marketing mantras to ‘sell’ employees with

ID to potential managers serves to alienate them from other employees, entrenching a negative

cultural perception and reinforcing the stigmatisation of such workers. It also promotes recruitment

& selection bias as employers associate negative consequences such as low productivity levels with

workers with ID due to the unfavourable cultural perception moulded to the workers’ image.

Ravaud’s research (1992) also reinforces the notion of recruiter bias existing among employers. The

primary research carried out using application letters objectively illustrates the biased perceptions of

employers regarding people with ID. Luecking's article regarding the emerging views of employers

on people with ID also denotes that their very high rate of unemployment can be somewhat

attributed to a lack of attention given to employee requirements and human resource capabilities.

The research states that the opportunities given to workers with ID increased in correlation with the

amount of human resource management implemented within the company, which is strengthened by

other studies (De Kok, 2006). Equivalently, academic research by authors such as Scullion &

Starkey (2000) and Lavigna & Hays (2004) refer to the growing prevalence of HRM activities and

initiatives within major business organisations and established economies, and how they serve to

promote inclusive employment opportunities by slowly erasing a corporate culture of

discriminatory and biased hiring processes.

Coincidently, Blanck's article on the improvement of job opportunities for people with disabilities

in the US (2008) depicts a better rate of employment for those with ID. And although the issue was

addressed at a global level by the UN in 2006 in the form of legislation signed by 114 countries

pledging to eliminate employer discrimination (United Nations, 2014), this has not resulted in

widespread implementation of anti-discriminatory employment policies. However, Luecking

indicates that the issue is currently being tackled by an increase in legislation, which aims to protect

employee discrimination and promote vocational training programmes.

Burge, Oullette-Kuntz & Lysaght's research into the public's perception on employment of people

with intellectual disabilities (Burge et al, 2007) reveal how 87% of respondents believed that the

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hiring of a person with an intellectual disability would not negatively affect the image of

workplaces and concluded that the main obstacle that people with learning disabilities face in

gaining employment is a lack of training programmes and vocational education.

Similar to the perception of the public, factors thought to affect the treatment of disabled individuals

is littered throughout previous research on the subject. Primarily, personal characteristics,

environmental factors and organisation characteristics, which include recruitment bias, were

thought to be the most influential factors dictating the treatment of people with disabilities by

employers.

Personal characteristics includes both the personality and personal attribute of the disabled person,

as well as the attributes and sub-conscious perceptions of the observer, i.e. the employer.

Environmental factors include the contextual setting such as socio-economic parameters and

legislative policies along with the extent of established fundamental resources for disabled people

such as public access to education, healthcare and career progression.

Despite the quantity of research conducted on the employment discrimination faced by people with

learning disabilities looking for a job, the findings illustrate ambiguous and mixed results.

Ultimately, the results allude to the fact that undoubtedly proving the selection decision of an

employee is based of biased reasoning is near impossible. Many employers will point to a lack of

education, insufficient relevant training or their own inadequate supportive resources as reasons on

which they based their decisions. The legislation put in practice to disarm this type of discriminative

behaviour has of date had little effect (Bell & Heitmueller, 2009). However, particular studies,

including Ravaud's (1992) objective project of mailing application letters from either able-bodied or

disabled applicants illustrate a clear trend of employer discrimination and bias. Similarly, Ren’s

(2008) research based upon the HR judgements of employers in relation to workers with disabilities

indicated that biased HR judgements did occur, which were affected moderately by the applicants

disabled status, sex and contextual setting.

2.2. Labour Laws and Legislation

Legislation and government regulation regarding disability employment has also been documented

by previous researchers. Authors have alluded to the US example of the Americans with Disabilities

Act, a labour economics bill introduced in 1990 in order to promote and increase the employment of

those with disabilities (Russell, 2002). Although other regional studies exist, including comparative

UK texts that aim to examine the labour legislation currently in place in the UK (Kidd, 2000, Jones

& Latrielle, 2006, Bell & Heitmueller, 2009), the majority of past literature tends to focus on the US

and their aforementioned public bill and also the Workforce Investment Act of 1998. What is

evidently clear is how different states address the issue of people with disabilities in the workforce

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in different ways. The German mechanism of enforcing disability quotas in the workforce differs

greatly to the UK's Disability Discrimination Act introduced in 1995, which in practice is a limp

equivalent to US legislation due to its limited qualifying conditions and restrictive definitions

(Goss, Goss, & Adam-Smith, 2000).

Further studies regarding labour legislation protecting people with disabilities from discrimination

in the workplace have noted it’s prevalence in the North European nations to date, including France,

Germany, the UK and Ireland (Mabbett, 2005, Weiss & Schmidt 2008). All states have taken it upon

themselves to introduce particular legislation rather than proposing supranational policy via the EU.

Ireland's own proposals come in the form of the Employment Equality Bill and the Equal Status

Bill, which include provisions on the subjects of race, gender, disability and other salient issues.

Ireland's progressive legislative support for those with ID manifests itself in a plethora of support

initiatives, including the Pilot Programme for the Employment of People with Disabilities and the

Employment Support Scheme acting as buffers and incentives for employers to hire people with

intellectual and learning disabilities (Defourny, Hulgard, & Pestoff, 2014). Employment

discrimination and biased selection is tackled by Employee Equality Acts of 1999 and 2004

(Strachan, Burgess, & Sullivan, 2004). However, as mentioned earlier, these bills do little to stem

biased judgements in practice. The welfare policies are intended to aid marginalised social groups in

satisfying their want for work and employment, but they haven’t led to wholesale or notable

improvements. Gillan & Coughlan's study (2010) on the transition of mentally disabled children

from special and secondary education into post school services notably highlight how bureaucratic

barriers exist, preventing those with ID in completing a seamless transition from education to

employment. The authors note, through qualitative interviews, how particular strain was placed on

the shoulders of parents of such children, and that government policies aimed at helping the

transition were not yet fully developed. Gillan & Coughlan describe in depth the shortcomings of

Ireland's current bureaucratic infrastructure to facilitate those with disabilities. Inabilities to co-

ordinate structured methods to help integrate with the public labour workforce or to continue

academic development were particularly stressed by the authors as the main pitfalls of the current

state policy.

This information demonstrates why social enterprises have begun to address the problem of work

integration for those with learning disabilities. The social economy is in a prime position to

effectively address the social issue of an under-representation of people with ID in the Irish

workforce because the private and public sectors don't have the ability to. Moreover, the social

welfare laws and policies introduced have been largely ineffective in promoting job opportunities

for the marginalised communities within Ireland's society.

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2.3. Social Entrepreneurhip

Social Entrepreneurship is a fluid phrase. It can represent an entirely for-profit private company

who happens to promote CSR initiatives. What's more, the company doesn't need any type of

accountability mechanisms or means of transparency to legitimise its stance as a social enterprise.

On the other hand, an example of a social enterprise is a non-profit charity organisation, relying on

donations, subsidies and any profit generated internally to support itself. In reality, social

entrepreneurship in the modern day encompasses all of the varied organisations pushed into the

third sector, ranging from Quangos to private firms, all of whom can be officially classified as

'social enterprises' (Appendix D).

This relatively new school of thought has many different definitions from various frameworks

within the social economy. Peredo & McClean (2006) have diagnosed social entrepreneurship as a

concept that contains certain values, including aiming to create social value either exclusively or at

the very least in some type of prominent form. Other values include taking advantage of apparent

opportunities (in the marketplace or otherwise), employing a certain degree of innovation and an

overall willingness to be resourceful with what little capabilities you might have. These

characteristics draw close parallels with the original definition of entrepreneurship itself

(Schumpeter, 2008). However, as Peredo & McClean explicitly emphasise, the social mission of the

social entrepreneur is 'explicit and central', and differentiates the social entrepreneur from the

traditional model of the phrase. This may be arguably the most telling difference between regular

business firms and social firms. Whilst the overall mission of a business is to deliver a product

and/or service in order to achieve profit maximisation, the mission of a social enterprise is the

purpose for its creation and continued existence, rather than profit or commercial performance.

Indeed, due to the flexible nature of the practice of social entrepreneurship, different emerging sub-

categories exist in regards to different schools of thought. These are academically classified as the

social innovation approach, spectrum framework and the EMES school of thought accordingly.

Each theoretical framework differs in terms of classifying examples of social enterprises and

qualifying criteria. Gregory Dees (1998), a founding theoretical architect of the social innovation

school of thought, imagines social entrepreneurs to be ‘change agents’, much like the Schumpeter

assumption ascertaining that traditional entrepreneurs are exceptionally unique individuals capable

of innovative change. In contrast, the EMES structure is a framework developed by a collaborative

effort ensuing from extensive dialogue among several disciplines including leading figures from the

worlds of economics, political science and psychology. It serves as a supportive paradigm providing

a set of guiding principles, which each social enterprise should aspire to in terms of maximising

their economic, social and participatory/inclusive output.

However, what all the ranging sub-theories within the broad scope of social entrepreneurship have

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in common is that none contain any instructions on producing stability and sustainability. Although

the principles and concepts are offered to encourage people to pursue this type of service delivery as

an alternative means to state policy, the question of 'how to achieve it' was never addressed by its'

founders.

2.4. Ireland's Social Landscape

An empirical snapshot into the existence of social entrepreneurship in Ireland is a difficult challenge

to accurately reflect. First, the loose and often contingent definition of the term 'social enterprise'

leads to difficulty in identifying and associating past organizations to the subject (Jones & Keogh,

2005). Second, the term itself has only come into use in academic research in the past 30 years. This

means that accurate aggregations of the Irish social economy are approximations rather than

historical certainties.

As a concept and framework, social entrepreneurship has been welcomed by the nation in recent

years. Institutions like Social Entrepreneurs Ireland (founded in 2007), Ashoka and Forfás have all

worked to promote the social framework as a potential career path to people and communities

throughout the country. Government grants, scholarships, funding awards and donations coupled

with large stipends provided by private firms and social partners provide financial support to social

entrepreneurs looking to address either local or national social issues. However, from a researcher

standpoint, the breadth of documented work on the past & current existence of social

entrepreneurial work in the country is relatively limited. Reports from journals of social

entrepreneurship allude to the emergence of Ireland's social economy from the 90s onwards (O'Hara

& O'Shaughnessy, 2004). Leading individuals in the social economy field such as Dees, Jacques

Defourny and Marthe Nyssens (2008) have noted how the core fabrics of the social enterprise

framework have crept into European states, including Ireland, over the last 20 years, albeit at

various rates and different speeds depending on the state.

At a national level however, exact documentation and analysis of social projects conducted by

enterprises in Ireland remains relatively scant. This can be attributed to the fact that the social

economy itself is still in its infancy. Moreover, the complexity associated with analysing qualitative

measures such as the issues that social enterprises attempt to address is easier said than done. Older

reports from authors such as Warner & Mandeburg (2006) and Teague (2006) indicate difficulties

Ireland encountered with social initiatives started by firms. While Ireland's legislative model of

deliberate democracy encourages a liberal thought process by way of social inclusion in the

decision-making process at grassroots level, the deliberation procedure decreases the mobility of

progress and development in a centralized format. The national government is disabled from

streamlining efficient social procedures intending on benefitting the people on the fringes of society

due to decentralised governing and grassroots influence, with particular influence attached to bodies

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such as industry trade unions. Furthermore, the past studies also reveal that this mode of deliberate

democracy handicapped the country in terms of providing support to social firms trying to establish

affirmative businesses with real viability. Taking the lead from other European nations, notably Italy

and its working co-operatives in the North-Eastern region of the country, the Irish consortium 'Irish

Social Firms' was established in order to promote social initiatives that were neither derived from

public or private organisational bodies. The consortium was disbanded in 2007 however, due to its

inability to either support itself via self-sustaining initiatives or to secure state subsidies. This

contextual example offers an insight into the landscape of the Irish social economy just before the

economic downturn of 2008 onwards. Government agencies and institutions weren't structurally

prepared to support the social firms established in the early years of the social economic revolution,

and thus early projects failed. However, it must be noted, with the establishment of the social bodies

in Ireland in recent years, the outlay for the country's social businesses is a far more inviting

environment for future ventures than it has been in previous decades.

The concepts growing popularity in Ireland & Europe can also be somewhat attributed to the

success of Ashoka, founded by Bill Drayton. The worldwide organisation relies on financial capital

from partnerships with global firms (e.g. McKinley & Company) to offer fellowship stipends to

budding entrepreneurs in order to develop their social enterprise (Ashoka, 2015). Tara Cunningham

and her enterprise ‘Speechbud’ (formerly known as 'Release' in Ireland) stands out as a shining

Ashoka member, typifying a viable social enterprise that didn't attract adequate support and

enthusiasm at a decision-making level in Ireland, albeit receiving over 95% approval ratings from

the families that took part in her social initiative (ibid). The subsequent success that Cunningham's

speech therapy programme has enjoyed in the US shines a light on Ireland's inability to recognise

and support functioning social initiatives. This echoes the sentiments stated by many social

entrepreneurial bodies in Ireland who claim that the current social landscape is highly 'fragmented'

(SEETF, 2012). In their taskforce's report, SEETF offer evidence to further solidify the social

enterprise as a progressive and vibrant movement within Ireland, and put forward a theoretical

platform that they hope will be used to invigorate effective growth within the Irish social economy

in the future. In the same report, key facets of social entrepreneurship in Ireland were put forward.

Social enterprises outstrip traditional SMEs in terms of functioning ability during time periods of

limited resources (Ní Ógáin, 2010) and an increasingly large number of Generation Y (those born

between 1976 – 2000) identify social entrepreneurship as a viable career path in which to pursue

both business ideals and to promote an internal social conscience. This information offers a positive

projection into the future of social entrepreneurship in Ireland, albeit whilst the current landscape

still remains largely sporadic and unconnected.

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2.5. Work Integration Social Enterprises (WISEs)

Presented by Forfás (2003), the main types of social enterprises currently found in Ireland are

dissected into four categories, illustrated in Appendix E. The most common form of enterprise,

work integration social enterprises (WISEs) occupy themselves with assisting the marginalised

groups of society including those with learning and intellectual disabilities into supportive

employment that match their own capabilities and needs. These type of WISEs represent the type of

supportive systems used by people with learning disabilities to gain employment, and thus will be

the model of social enterprises alluded to for the remainder of this research. Historically, authors

have noted how WISEs haven’t experienced widespread success in effecting the current state of

employment in Ireland. The reasons given include a lack of administrative support, inadequate

internal resources and either under-ambitious or overzealous goals and targets (O'Shaughnessy,

2002, Teague, 2007). This illustrates the important fact that a high degree of planning and

preparation is needed in order for the successful implementation of these social organisations.

As of 2009, 25,000 people are employed by social enterprises, with that figure representing 3% of

the overall employment level in Ireland. Compared to the European average of 6%, it's clear that

Ireland's WISE services are underdeveloped (Walsh, 2013). Although examples of WISEs are

referenced in economic reports, including The Watergarden, County Wexford Community

Workshop, Hand on Heart, Rehab Group, Shannon Community Workshop and Sunbeam House

Services, recent academic reports dictate that the social economy currently established in Ireland to

assist people with learning disabilities in securing jobs and employment is underdeveloped for the

reasons given above.

19

Chapter 3 – Methodology

Developing a coherent and structured research methodology is a difficult process to assemble.

Many different methods of data collection are available to people undertaking research, and a

deluge of various avenues have been exercised by previous authors in order to assimilate conclusive

findings. The pitfalls of developing and using ineffective methods of research and data collection

and analysis can result in ineffective and incomprehensive research. For example, using quantitative

methods such as survey distribution and questionnaires to study social phenomena is not a coherent

methodological approach. It will result in irrelevant material being collected and will fail to offer in-

depth information relating to the research title.

For the research question chosen, the methodological avenue chosen was the use of qualitative

methods. The reason for using qualitative methods in regards to the research objectives identified

was due to the scope and depth of information gathered via face-to-face discussion , telephone

conversations, field observation, etc. Qualitative research combined with grounded secondary

research looking at past research and academic journals offered a developed analysis of the social

research question. Ultimately, it was necessary to conduct qualitative research in order to arrive at

the relevant conclusions related to the subject. There lies a balance and a relationship between the

research paradigm, the type of data that needs to be collected and the manner in which it is both

collected and analysed, and these factors all had an impact on the findings. Thus, the importance of

using the correct research methods is critical in order for a successful research project to take place.

This is why the justification of the use of qualitative methods is offered within this chapter.

Ideally, this research will stand alone as a contextualised study of a particular issue in Irish society

at a particular point in time. Thus, all subjects and issues studied are manifest of the environment

and conditions they have been exposed to. In future research, authors can refer to this study as a

representation of the current social conditions at the time of writing.

3.1. Research Objectives

The research objectives chosen aim to reflect the ‘smart’ principles relayed by previous authors on

research methods (Zikmund et al, 2012). The research collected and analysed in order to measure

these objectives follows the ‘research onion’ (Appendix F) laid out by Saunders et al (2012) in their

work in which they study various research methods. The research onion allows for a cohesive and

accountable research process to unfold. Future authors can then mirror the research onion used in

different contexts or alter the onion in the same context, depending on their research objectives. The

objectives chosen in turn allow for practical implications to develop, which adds credence and

relevance to the overall research process. The research objectives chosen are the following:

20

1 To analyse whether or not recruitment and selection bias exists in relation to the

employment of people with intellectual disabilities.

2 To assess what factors and issues WISEs face trying to carry out their social mission.

3 To evaluate whether or not the current environment for social enterprises in Ireland is

favourable, or whether new measures must be made in order for work integration

programmes to succeed.

3.2. Research Philosophy

This study is aimed at examining the issues that affect the employment of people with intellectual

disabilities, in particular the roles that recruitment bias and social enterprises play. The research is

fundamentally related to the experience, feelings, pre-conceptions, perceptions, and underlying

attitudes of the people who were interviewed. The answers given to the questions posed are born

from past experiences and personal opinions. In light of this, it cannot be argued with certainty

whether any answer given is absolutely right or wrong. In opposition, the answers feed into the

research as examples of both intrinsic and external factors that have influenced them. As with any

research that involves personal motives, emotions, etc., a plethora of variables become relevant to

the questions posed.

Therefore, the research is a study of social phenomena in their natural habitat (Saunders et al,

2012). The information and data collected was analysed and evaluated using a subjective approach.

This is due the qualitative nature of the data collected. Ultimately, an overarching interpretivist

philosophy was taken in order to best critically analysis the data gathered. An empathetic and

subjective framework was best utilised in order to create both tangible and meaningful results from

the qualitative data collected.

3.3. Research Approach

An abductive approach was implemented in order to study the topic of employment and disability.

In order to arrive at conclusive results, both deductive and inductive approaches were taken, shifting

back and forth between grounded theory and narrative data. Due to the nature of the topic, a lot of

interesting information arose during the research process, which is common during research on a

social subject (Van Maanen, 2007), ranging from conducting qualitative modes of research to

writing the report. Thus, both existing theories and previous literature were examined during the

research process. Due to the interpretivist approach adopted, fresh observations led to developed

assumptions and conclusions. The research approach taken was mirrored and modelled on similar

research conducted in the past which was related to the topic. In particular, similar studies

conducted by Jones (2005, 2006) which offered practical implications relating to people with

21

learning disabilities and their integration into paid work or employment sectors, served as a research

template. This mirroring approach can be justified because many differences between the studies

still exist, including the exact nature of the research itself, the sampling instruments used, and the

context in which the research was carried out.

3.4. Research Design

Continuing deeper into the research onion, the research design strategy implemented for this study

made use of mono methods of qualitative research. The methodological choice taken was one that

reflected both an interpretivist philosophy and an abductive approach taken to the research question.

The benefits of using qualitative research, as previously alluded to, lies with its close link with the

abductive research method approach, in which specific 'inductive inferences are developed and

deductive ones are tested iteratively throughout the research' (Saunders, pp.15).

The particular design strategy used was a mixture of mostly narrative inquiry, in which semi-

structured interviews were administered to gather data and additional information from people who

are relevant to the research question, along with grounded theory in order to reinforce the

information gathered. This mode of research design has been used by many authors conducting

research on similar topics, mainly due to the depth of potential information available to extract from

the interview process. Similar studies have also used focus groups and case studies. However,

whilst advantages lie with both of these, they don't offer the same benefits of semi-structured

interviews. By using such a strategy, particular topics and research objectives can be discussed in

detail.

3.5. Sampling Method

The instrument sampling methods used were selective methods. The study led me to target

particular groups in order to gain a more fruitful understanding of the research topic, and thus

purposive intertwined with expert sampling methods were chosen in order to add extra weight to the

interviews conducted. Traditional employees of recruitment agencies in Dublin were interviewed,

along with one social worker attached to a non-denominational voluntary body committed to

supporting people with disabilities of all age groups. Also, a current social entrepreneur working in

an Irish social enterprise was interviewed in order to gain expert opinion on the research objectives

concerning Irish WISEs.

The culminating qualitative data required thematic analysis in order to develop analytical

conclusions. However, by using a structured framework, the data collected offered insights used in

deductive and inductive capacities to both assist and alter the chosen objectives.

22

3.6. Time Horizon

The research is a cross-sectional study of the research question chosen. This is due to a number of

factors. First, due to relative time constraints, especially taking into account the time it takes to plan,

collect, analysis and evaluate qualitative data, a cross-sectional study is the most logical time

horizon to use for such a research topic.

Second, and more importantly, a cross-sectional approach was used due to the intended contextual

nature of the study. It is important to study the specific social phenomena at a certain moment in

time in order to accurately illustrate the external factors involved. Due to a plethora of reasons

including an increase in legislation, relatively upwards trends in employment, and improved

universal human rights conditions (Hathaway, 2007), the current is particularly interesting to study.

References of articles in Chapter 2 illustrate the growing trend of social entrepreneurship in Ireland

and the relevance of work integration enterprises in particular. Thus, the topic of people with

intellectual disabilities attempting to integrate into paid working positions is likely to become an

even more salient issue for future research.

3.7. Data Collection

As alluded to previously, a semi-structured interview process was the primary research vehicle

conducted. Along with interviews, a relatively small amount of primary observation was conducted

by the author in a private recruitment agency in Dublin for a short time period during the time of

writing. This was to offer additional primary insights and narrative perspective.

In total, five interviews were held with participants and the format used reflected the research

objectives stated. 3 employees were interviewed from current recruitment agencies based in Dublin,

along with one social worker and one social entrepreneur both working in Dublin. This represents a

small sampling size, which is due to primarily reasons. First, the smaller sampling size correlates to

a generally smaller size used in studies applying an interpretivism philosophy. Second, however, is

because of the study’s intention. It is hoped that this research stimulates the minds of future authors

and promotes discussion and debate around the topic of people with intellectual disabilities and

employment. Therefore, the research is intended as a stepping stone and introduction into future

dialogue on the subject, rather than a conclusive and all-inclusive project.

The interview layout was piloted beforehand to ensure that the questions prepared reflected the

information given in the literature review as well as being answerable to the research question. This

means that specific questions relating to both recruiter bias and social enterprises were posed to the

interviewees. The answers and avenues of conversation varied from each interview, as to be

expected in such a process. A sample of the questions posed during the interviews can be found in

23

the appendices (Appendix H). Any interview transcripts can also be viewed on request from the

author. However, two interviews were not transcribed due to the nature in which they were

conducted, and thus a main body of text reflecting the themes of both interviews were recorded.

The justification for the questions posed was also to firstly contextualise the study. In order to do so,

questions aimed at establishing the current environment of employment in Ireland were asked.

Three interviews were conducted face to face, and two were done via telephone due to scheduling

conflicts on behalf of the interviewees. All interviews were conducted on a one to one basis, in

which the researcher and interviewee were the only subjects involved. Other methods such as

Internet/Intranet mediated interviews using a digital platform were offered as alternative modes, and

the telephone was chosen as an alternative method by the subjects who were unable to meet face to

face.

All interviews were conducted separately and in complete anonymity. Prior to the beginning of each

interview, the participant was given the choice to decline whether or not to be recorded, and were

also made aware of the purpose of the discussion. A consent form was administered and signed

before any discussion was underway (Appendix G). In the case of the telephone interviews, verbal

consent was required before starting.

The reason for face-to-face interviews, when possible, was due to the ability to firstly build a

rapport with the interviewee. Secondly, due to their accommodating ability to allow the interviewer

to probe in detail into certain issues that were relevant to the research question (Barriball & While,

1994). The selection of the semi-structured interview was chosen also due to the likeliness of

compliance and response in picking such a method (Saunders, 2012, pp.378). Especially due to the

topical nature of the research, it could be assumed that anyone attached to the subject would

encourage the promotion of the issue and would be more likely to apply.

3.8. Data Analysis

The data collected was transcribed by the author. This was done in order to emphasise the tone and

manner in which all answers were given. This is to ensure that the data collected is not damaged or

tainted in any way (Kvale & Brinkmann, 2009). Thematic analysis was used in order to translate the

data into applicable findings. This analysis consisted of pinpointing and assessing patterns within

the narrative data. These patterns were developed into themes that are critical in relation to the

description of the phenomenon studied. These themes are the basis of the conclusions offered within

this research.

24

3.9. Triangulation

The nature of the research conducted is intended as an introduction to the research question posed.

The amount of data collected was limited due to both the intended scope of the study and as

previously mentioned, the time constraints attached to the project. Thus, triangulation research

techniques were not facilitated via cross verification of applying different research methods.

However, future research on the subject can benefit from using triangulating methods, or alternative

ones opposed to the methods used in this research, in order to further broaden the scope of the

subject.

3.10. Ethical Concerns

Ethical concerns around the research questions were raised initially because of the sensitivity of the

particular issue. In previous proposals, the intention of interviewing a person with learning

disabilities was proposed. However, this was deleted because it failed to align with the intended

research objectives and resulting outcomes. The process is geared towards the factors which affect

the employment of people with intellectual disabilities, focusing on external factors such as

recruitment and selection bias and the impact of social enterprises, rather than the people with ID

themselves.

Interview Participants

Participants who agreed to be interviewed did so with a full guarantee of anonymity. Moreover, the

interviews were preceded by an informed consent procedure in which the purpose of the research,

who was undertaking it, and why it was being undertaken was made clear to the participant. This is

also true in regards to field work undertaken by working in a recruitment agency during the research

process.

All data, including interview tapes and transcripts, have been kept entirely confidential. The identity

of all participants shall remain anonymous in alignment with ethical guidelines relating to academic

research practices.

25

Chapter 4 - Findings

4.1. Pre-amble

A brief mention must be given to the following. The findings contained in this section are results

which were excavated from the small sampling size used. The resource pool used to gather research

from was small, but with good reason. Experts in their chosen field, closely related to the research

topic, were intentionally chosen in order to gain accurate knowledge rather than a general consensus

on pre-conceived close-ended questions. It is intended that the findings enclosed below, albeit on a

small scale, offer a pragmatic and realistic response to the research question studied. The intention

is that this research is an accurate representation of the social phenomena studied, and that similar

results would appear in a wider or broader setting.

4.2. Analysis

The analysis was divided into three main sub-sections, directly related to the three research

objectives selected. They relate to both the perceived effect of recruiter bias and of social

enterprises on the employment of people with ID. As previously stated, each interview took on a

direction of its own, dependent on the answers given by the respondent. Additional information that

arose from the interview process is also included and offers added knowledge regarding the factors

affecting the employment of people with ID. This additional information has in turn impacted the

practical implications that the research offers.

4.3. Results

Overall, the analysis extracted from the research largely correlates to previous studies regarding the

subject of factors affecting the employment of people with ID. Interviewees agreed with previous

research highlighting the perceived effects that recruiter bias and social enterprises have on the

employment of those with ID. This is to say that recruiter bias plays a significant role in the

selection process of hiring managers. On the other end of the spectrum, social enterprises have

encountered barriers and obstacles in the Irish social economy that has prevented wide-scale work

integration initiatives to succeed in Ireland. Interviewees highlighted perceived competency levels

as a large reason for the existence of recruiter bias.

“I think there definitely is a recruiter bias – recruiters want to work with the “best” people for the job, those

who excel in education and experience. They want to give themselves the greatest possible chance of

generating income, which generally can lead them to overlook people with learning difficulties. They don’t

see the attitude side of it, someone with a learning disability who works really hard to achieve what is on

their CV (without disclosing disability) may simply come across as someone who is of average level, rather

26

than actually highlighting the fact that they have achieved really well and overcome substantial issues and

worked incredibly hard to get to where they are.”

“…It depends on the industry and the disability but in general I’d say that they (employers) would be biased

(sic). Why? In the employers’ head they’re going to think that the candidate with the learning difficulty won’t

be as competent compared to someone without one, which is certainly not always the case. There are a lot of

people out there who have no learning difficulty whatsoever but their attitude and lack of ambition are what

hold them back. Everyone deserves to be treated the same but we know that doesn’t always happen.”

In line with previous academic literature mentioned in Chapter 2, the majority of the interviewees

also noted how the presence of HR positions and established processes within the hiring company

highly impacted their willingness to employ a person with ID.

Equivalently, the thematic view interviewees had on the effect of Irish social enterprises on job

securement for the disabled was moderate, but their attitudes towards social enterprises and their

ability to cause social change were largely positive. Again, in correlation to the information

presented in the literature review, the analysis signals to an overall acknowledgement that the

current environment within Ireland is becoming increasingly encouraging for people with learning

disabilities to access job opportunities and in turn secure employment, be it in a short term or fixed

term capacity. The majority of interviewees highlighted several factors for the favourable

environment developing in the country. These included the aforementioned factor of an increase in

the importance and use of HRM practices and theories, an increase in protective labour legislation

and the promotion and stricter implementation and adherence of such laws, and the operations of

social enterprises and their supporting bodies which offer support:

“As of 2015, social enterprises are the single-most effective organisations to drive social change for the

marginalised communities in Ireland’s societies. They can pick up where government policies fall off, and

even more importantly, they’re not bound by the shackles that private shareholders hold over private

companies.”

Overarching themes throughout the interviews emerged accordingly. These were mainly occupied

with external variables, including the subjects’ personal attitudes and perceptions towards the Irish

job market in 2015. Similarly, all subjects were in universal agreement in regards to the preliminary

questions posed about the current job opportunities available to people with learning disabilities,

whether factors outside the control of people directly involved impacted the ability of people with

ID to find employment and paid work, whether the current extent of state support given to those

with ID was adequate and appropriate, and to what extent is the role of paid work and employment

important in the lives of people, be they with or without disabilities.

27

The most ranging of opinions flexed and voiced arose over the interviewees’ personal opinions on

implementing change to affect the current situation of high rates of unemployment among people

with ID. This resulted in a lack of cohesion and agreement, and no clear themes or patterns came to

fruition from the thematic analysis that was employed. The ideas of job creation via social

enterprises, increased state support and facilitation, collaborative educational initiatives and other

suggestions were offered.

(i) Research Objective 1 – The existence of recruiter bias

The interviewees were questioned on both their personal experience and their perception on the

existence of recruiter bias illustrated by employers when recruiting, selecting and hiring new

employees. Past examples given by different interviewees offered ample evidence to suggest that

hiring managers and employers demonstrated biased judgements when they were engaging with

potential employees with ID. Along with the previous narratives offered above, interviewees

attested to the idea that employers administered a biased approach to look past employees with ID

because of perceived disadvantages of having them work for the company, which include lower

levels of competency in completing assigned tasks and a lack of knowledge on the employers’

behalf regarding the state supports subsidising any job assigned to a person with ID.

However, importantly, almost all interviewees noted that they have personally experienced and

noted a decrease in the amount of biased judgement demonstrated from employers. Reasons cited

include an increase in the marketing and promotion of protective legislation which ensure anti-

discriminatory practices are increasingly adhered to by employers.

“More and more employers are beginning to have a more positive view on this (employment of people with

ID) and are more forward thinking – it is not all about education and skills, but about application and

attitude. I think merit has to be given to the promotion of the government to make explicitly clear the anti-

discrimination employment policies in place in Ireland. At the ground level, I suppose, the HR managers

deserve credit too, because they’re the ones promoting fairness and equality in terms of employment

opportunities.”

“Someone with a learning difficulty may not be suitable for job X, but can be a great fit for the company for

role Y. In this sense, there are greater opportunities than ever for people with learning disabilities.”

Similarly, as previously noted, subjects mentioned the growing trend of HRM practices in Irish

firms and their emphasis on promoting an inclusive selection process. This is noted to include

groups of people from marginalised communities in the company's workforce.

A theme which persisted throughout the research process, one that was communicated from

interviewees, was that of a shifting attitude from employers in regards to workers with ID. People

28

with knowledge in the area in question claimed they experienced a deviation in both their own

attitude and also a change in the attitude of their co-workers. This alteration represents the change

in which they viewed potential employees with ID. A growing trend away from recruiter bias is

occurring in the workplace of recruitment agencies, claimed the majority of interviewees. One

interviewee however did not believe this to be true, and believed recruiter bias to exist to a large

degree. This belief stemmed from co-working with employers attempting to assist a person with

learning difficulties in a paid work apprenticeship. However, a large extent of the information

offered pointed towards a growing shift away from recruiter bias. The reasons given by

interviewees for this shift in employer perception were mainly twofold;

1. The digital revolution that has transpired in the 21st century has centralised public

information that was previously difficult to access. This has allowed employers to access

legislative information that informs them on any benefit incentives, state support and

subsidies offered from hiring people with ID.

2. A growth in the acceptance that people with ID can work as productive employees.

Empirical reasons for recruiter bias included the notion of ‘fear’ among employers regarding

their productive capabilities and also, their need for additional resources. This was

something that the employers thought they could ill afford to offer as it decreased their

overall productivity and profit margins. However, recent reports from Forfás, EMES and

other sources (Maldonado, 2012), provide evidence of the contrary. Interviewees note how

literary examples of employee productivity are gradually shifting the attitudes of employers.

(ii) Research Objective 2 – Issues & Factors faced by WISEs

Tied to the information given above, issues and factors encountered by social enterprises during

their efforts to achieve their social mission were mainly concerned with a lack of adequate support

structures for social enterprises. The data illustrated that both a lack of public sector and private

sector communication, support and co-operation were the prime issues listed by interviewees as

factors that affected the ability of WISEs to effectively achieve their social missions. This

information coincides with past research alluding to Ireland's lack of social infrastructure support as

a major barrier to the development of social entities in the nation. Subjects found that the third or

private economy was supported largely from its own institutions supporting one another. Co-

operation from either the public or private sectors was limited and not wide-spread.

“Social initiatives have failed in recent times really because they weren’t organised efficiently. Their

negotiated access to financial & strategic support and guidance essentially wasn’t good enough.”

Moreover, a lack of network integration was mentioned as a major reason for the shortcomings of

current WISEs in Ireland. When asked to elaborate, interviewees highlighted how private sectors

29

flourished due to personal connections and social networks. In contrast, the social networks

developed by social enterprises were not seen as sufficient in order to succeed in the Irish

marketplace.

A lack of knowledge regarding state support and assistance for social enterprises was demonstrated

by the majority of the interviewees, not including the social entrepreneur interviewed. This was

seen as particularly significant considering the level of connectedness the interviewees were to the

subject.

(iii) Research Objective 3 – Social Environment in Ireland

A large theme to emerge from the research manifested itself in the form of the interviewees’

attitudes towards Ireland's social economy. All of the participants were quick to highlight Ireland's

social sector as a marketplace that is rapidly expanding and growing, one that subjects felt was

“vibrant and is going to keep growing and growing on an annual basis”. A list of particular reasons for

this confidence in Ireland's social economy is listed below.

A growth in the CSR practices of private firms. This growth was again attributed to the

correlation in the growth of importance of HRM in private firms. Along with the growth of a

strong HR presence, including a HR manager overseeing processes, CSR was cited as a

concept increasingly evident within private firms. “Something as simple as a workshop or a CV

clinic from a hiring manager or HR representative from a company would go a long way to helping

those who don’t know where to begin. My company partner up with an organisation in the UK where

they provide CV clinics, interview preparation and as a result have secured employment for multiple

people who didn’t know how to go about the process of finding a job at all.”

An increase in the amount of national bodies that promoted social enterprises in Ireland. In

particular, legislative positions such as the Minister for Social Innovation and also Social

Entrepreneurs Ireland were used as practical examples as flagships that offered blueprints to

the future of the social economy in Ireland.

The processes of globalisation and technological development mean that the mobilisation

and utilisation of various resources is increasingly accessible to potential social

entrepreneurs and innovators. The answers given by interviewees elaborated that the Irish

economic climate, which was described as 'liberalised', 'decentralised' and 'fluid', was

extremely favourable for entrepreneurs to establish enterprises in the country. This was

connected to the ability to acquire resources with an increasing ease.

Along with the reasons above, the interviewees noted that an educated national workforce

meant for a favourable climate for social enterprises.

30

4.4. Supplemental Findings

As is common with the nature of semi-structured interviews, supplementary stimulating and

relevant information was uncovered during the research process. The most evident themes that

arose from the primary research, apart from data related to the research objectives, was the

information given by participants related to additional factors that affected the employment of

people with intellectual disabilities in Ireland. The notion of 'e-recruitment' was mentioned by

different interviewees. In summary, the interviewees reasoned that the growing trend of e-

recruitment was indeed one of the most salient issues and factors that affected the employment of

people with intellectual disabilities in Ireland in 2015. Benefits and disadvantages that arose from

the phenomenon were listed, and can be seen below.

(i) E-Recruitment

The interviewees identified the process of e-recruitment as a burgeoning trend that has

fundamentally altered and shifted the hiring process of managers throughout Ireland and other

markets further afield. Traditional methods of hiring, such as face-to-face applications were cited as

'outdated', 'inefficient' and ‘cost-consuming’ methods of recruitment. The importance of efficient

recruitment methods is a theme previously reinforced by many authors (Blauw, 2002, Millmore,

2003, Bratton & Gold, 2012. The process of recruiting potential employees is cost effective and

time consuming and thus it must be an effective procedure. Moreover, factors that impact

recruitment include the external environment, the organisation and the specific job (Nel, 2011).

Paralleled with these facts, the interviewees noted two main reasons for the rise of e-recruitment in

Ireland:

1. The labour market and Irish economy has experienced a significant rise in recent years, and

a shift in the dominant and growing employment sectors has occurred. Technological firms

and IT companies now thrive within Ireland's servitization-orientated marketplace.

Interviewees offered examples of novel international IT service firms such as Google,

Facebook, Twitter, Trip Advisor and LinkedIn as examples of global leaders who have

established EMEA (Europe, Middle East & Asia) headquarters in Dublin. Interviewees

noted how the influx in IT companies have accompanied with them modern and complex e-

recruitment procedures.

2. The second reason given for the rise of e-recruitment is due to the connected rise in online

services and Internet usage. Interviewees were quick to point out that online job boards

(Monster.ie, Irish Jobs, exclusive company sites, social media forums, etc.) were being

increasingly used by employers and recruitment agencies alike as recruitment tools to gather

attractive pools of candidates for selection.

31

(ii) Employee Productivity

An additional theme identified relates to the productivity of employees with ID. A moderate amount

of the interviewees pinpointed distinct advantages of hiring workers with intellectual and learning

disabilities in certain situations. These advantages were based on anecdotal evidence and personal

experience. A collection of the reasons given as to why the interviewees believed this fact to be true

are given are as follows:

Employees with intellectual and learning disabilities can have a far lower rate of employee

turnover than employees without an intellectual disability. This reduces company expenses

associated with external recruitment, selection and training processes.

Employees with intellectual and learning disabilities have a significantly lower rate of sick

leave & illustrate a higher rate of employee job satisfaction via survey and questionnaire

feedback distributed by employers and recruitment agencies.

Due to the low turnover rate associated with employees with disabilities, job knowledge and

expertise is traditionally higher among workers with learning disabilities because of their

continuous tenure and high levels of satisfaction and motivation.

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Chapter 5 – Discussion

A plethora of interesting and stimulating issues arose from the primary research carried out. All the

findings are related to previous research and literature examined on the topic of employment and

people with intellectual disabilities. Primarily, the research findings reassert the previous notion that

recruiter bias does exist and the pre-conceived judgements of employers play a role in whether or

not a person with intellectual disabilities seeking work secures a paid job. However, distinctions are

evident. A prevalent research theme indicates that perceived recruiter bias on behalf of traditional

employers is diminishing and becoming increasingly less prominent. As alluded to previously, this

is due to a number of external reasons and trends that offer security and support to workers from

discriminatory work-related action, including state legislation and the growth of social enterprises.

The importance of this is paramount in terms of the employment possibilities for people with ID.

The attempts made by state bodies and social enterprises alike to include people with ID and other

marginalised groups in the national workforce will in turn be made easier by a decrease in biased

selection methods and an increased openness around the inclusion and employment of people with

intellectual disabilities in the general workforce.

This rising trend coincides with the research theme that the Irish landscape for social enterprises,

social initiatives and co-operatives is experiencing constant growth and improvement. Thus, the

amount of social entrepreneurs and social enterprises in the country can be expected to grow in the

future. This is reflected in TD Seán Sherlock's statement regarding the growth of social

entrepreneurship in Ireland: “The social enterprise sector has to potential to create over 25,000

additional jobs by 2020” (2013). Indeed, Sherlock's appointment as Minister for State for Research

and Innovation can be attributed directly to the comprehensive report published by Forfás in 2013

which is referenced in Chapter 2 (Walsh, 2013). Cross-departmental committees and support

systems are being developed in order to create an open dialogue between functioning social

enterprises and state departments. In this manner, fluid and innovative processes and operational

procedures can be discussed, evaluated and implemented far more efficiently due to the presence of

government representatives at the decision-making table. This equates to further employment

opportunities either assisted by work integration enterprises or created entirely from null for social

purposes.

However, issues were raised in the research process that must be addressed in order for social firms

in Ireland to develop and succeed in the future. The relationship experienced by third sector firms

with the other joints of the Irish economy must be better nurtured and extensively developed. In

particular, strong relationships between social enterprises and state departments can lead to effective

social welfare action in which positive and successful entrepreneurial schemes can be streamlined

and actualized on a national level. The establishment of Minister Sherlock's appointment and

33

ensuing supporting bodies to aid social enterprises has begun to establish this relationship between

the social sector and public departments. This relationship must continue to grow in order for social

enterprises to succeed in their pragmatic approach to alleviating social issues.

Equivalently, personal networks connecting social firms to private companies can serve as well-

founded links that can encourage development, not only from direct financial support and

investment, but also by offering advice expertise on matters of importance. Hand on Heart, for

example, has benefitted enormously from the positive relationships built upon with large, multi-

national firms in Ireland. These relationships have allowed the enterprise to secure partnerships and

co-operatives in which the enterprise’s disabled staff offer its services to the private companies.

Examples of successful private and public co-operation serve as a potential future paradigm that can

prove to be a successful blueprint of the way forward for Ireland's social welfare state.

The research also indicates that social enterprises and social entrepreneurial activity is key in order

for the professional development of people with ID to continue, albeit they have previously

experienced relative barriers in achieving their social missions. Activities such as CV workshops

and interview preparation seminars implemented by private firms under their CSR initiatives have

been cited by interviewees as being incredibly important and valuable. The subjects deemed such

social entrepreneurial activity to have a profound effect on the likelihood of securing employment

for people with ID. This is because of the practical support and guidance offered, rather than broad

educational support programmes. Practical knowledge and expertise in relation to the job market

can provide people with ID with essential information that can serve to bridge the ‘digital divide’

and assist them in their quest for employment.

What is particularly stimulating is the information that evolved from the study tapered around the

positive experiences the subjects encountered with workers with intellectual disabilities. This relates

to previous work carried out by authors (Tse, 1994) which unearthed evidence to assert that

traditional employers of people with learning and intellectual disabilities were satisfied with the

productivity levels of such workers. However, this study offers a contextualised basis, in which we

can evaluate the hypothesis and conclude that evidence exists for its validation within the Irish

context. It also implies the benefit associated with employing people with ID, which can serve to

promote their employment opportunities and decrease recruitment bias in the future.

The findings also correlate to academic literature not previously discussed. The concern raised by

interviewees around the future of traditional low-skilled labour and paid work, due to the increase in

high-skilled technological positions, echoes earlier comparative research conducted by O'Brien &

Dempsey (2004). Their work is a comparative analysis of Australia, Finland and Sweden in relation

to their respective employment disability support policies. It offers substantial concerns, raised by

national specialists, regarding the demise of low-skilled jobs. This form of labour has traditionally

34

been the largest source of employment for employers with all types of disabilities. Within the study,

the future employment opportunities of people with learning disabilities is mixed. Practical

suggestions to combat the issue are given by the authors, including a greater investment in training

and educational support programmes which will in time up-skill the workers in order to ensure

they're employable in other areas.

These suggestions are echoed by the interviewees in this study. As outlined in the content of the

findings given, recommendations geared towards adapting people with ID towards Ireland's

growing technological culture are offered. Digital training programmes and extensive online

educational tutorials are seen as ways to promote both the knowledge of people with ID but also

their likelihood and chances of being employed in IT positions that have been to a large degree

exclusively contained to the online community. Recent studies have focused on the importance of

technology within society and the 'digital divide' between those who have access to it and those who

don't. The research conducted by Chadwick, Wesson and Fullwood (2013) in relation to people ID

and their access to the Internet offers interesting scope into the matter. The authors identify how an

increasing number of services, especially employment opportunities, are being discovered and

utilised online. Thus, “being digitally connected is increasingly fundamental to economic and

education advancement and community participation”. However, the majority of people with ID

are not accessing the Internet to the same degree or in a similar manner in which others are (Shapiro

& Rohde, 2000, Hoppestad, 2013). This digital discrimination was quickly highlighted by

interviewees as a major factor that negatively affects their ability to find employment opportunities.

The lack of access to Internet services (be it due to a lack of financial resources or adequate digital

knowledge & training) serves to exclude people with ID from the highest growing stream of

recruitment, which beyond doubt hinders their chances of finding employment. Wehmeyer et al

(2004) have also indicated that computers are 'cognitively impossible' for people with ID to work.

Furthermore, the author’s make note of the fact that people with ID are rarely, if ever, involved in

the fundamental design and programming of such machinery, because of the high skill levels

attributed to such positions. This accentuates the discrimination faced by people with such

disabilities in the workforce. The exclusion commonly experienced is reinforced by a cultural shift

towards a technological society in which the main growth in employment is built around the

operation and maintenance of machines that were built without any input the marginalised groups of

society. Thus, the difficulties to find employment are only worsened by the inability of people with

ID to affect future economic and cultural developments due the lack of access to such levels of

decision-making and responsibility.

This bears with it fundamental concerns. Although the perceived level of bias displayed by

traditional employers towards people with ID is thought to be diminishing (which in turn will aid

35

the likelihood and increase in disability employment in Ireland), the general Irish job market is not

necessarily a favourable environment for people with ID. An increase in technical and high-skilled

jobs means that low-skilled posts traditionally suited to the capabilities of those with ID are

becoming increasingly rare. Moreover, their ability to directly affect this issue is largely non-

existent. People with ID are negated and held at arms’ length as a result of universal technological

designs that fail to acknowledge their accessibility requirements. Threatened state sanctions on

those who don't adhere to universal technological designs that accommodate the cognitive

requirements of people with ID have so far been weak and arbitrary without conviction or authority

(Cabinet Office, 2005). People with ID are rarely in the position of power within organisations to

impact the technological advances and ground-breaking developments, which insinuates that the

‘digital divide’ is likely to continue and potentially widen in the future (Goggin & Newell, 2003).

5.1. Practical Implications

The objective of any piece of academic research or study is to ultimately offer new or additional

information on a particular topic. Equivalently, some studies reinforce earlier studies and offer a

contextualised environment within which to test a particular hypothesis or research question.

Whatever the outcome, the intention is to provide practical implications. These implications may be

used by other authors and built upon for further research concerning a similar or identical topic.

Practical implications can also aid decision-makers as to which decision to make regarding a

particularly salient issue. For example, states can justify budgetary fissures and austerity measures

by using previous academic research which provide conclusive implications that such measures are

effective in improving the national economy. Although all studies are grounded in theory, they also

provide practical data. The ability of the author to relate the body of work into practical

implications that affect the nature of the subject studied furthers the validity and coherency of the

literature.

Indeed, this study implies practical implications that can be evaluated and analysed by future

authors interested in the subject of Irish employment and people with ID. The practicality

associated with the research conducted is threefold.

Firstly, and arguably most importantly, the study offers a contextualisation for the subject discussed.

It addresses past theory and analyses it in a particular setting and natural social environment. For

example, the health of the current Irish labour force is questioned and analysed by interviewees.

This offers an underlying platform on which we can measure the factors that affect the employment

of people with ID. If the general job market is poor and stagnant (which it isn't, given from primary

research gathered), then a larger amount of the population regardless of disability or other

characteristics will be unemployed. The contextualisation of the issue also provides future research

36

with a measurement of the social structures and culture evident in Ireland during this particular time

period. The external environment is incredibly important to include in any study relating to social

phenomena. Thus, from a practical point of view, it bodes well for future research that they can

point to a specific contextualisation of the issue in Ireland.

Second, this study offers readers a pragmatic insight into the most common factors and issues that

affect the employment of people with ID in Ireland. A body of past literature on the subject is given

in order to demonstrate previous theories and evidence related to the subject. The primary research

which was analysed offers further evidence of the theories in Ireland. Ultimately, both similarities

and differences rose from the data gathered in relation to previous theory. However, the underlying

notion from the research is one that offers a clear and concise examination of the factors affecting

the employment of people with ID in Ireland. This should be viewed as an introductory study and

built upon in the future. Although both the effects of recruiter bias and social enterprises are

established, other factors affecting the issue are evident. Most notably, the growing trend of e-

recruitment and online job vacancies represent fresh challenges to people with ID in their challenge

to secure paid work. This finding is an example of a by-product of the research undertaken. Thus,

the study has offered a practical implication which can have an impact on the nature of the subject

itself.

Third, the study offers practical suggestions from people involved with the issue as to how best

address the issue going forward. All interviewees were adamant in their stance that people with ID

should represent a higher percentage of the overall Irish workforce. Suggestions cross-referenced

with past research on how best to approach the issue will serve as a template for decision-makers

going forward. For example, the notion of close interdependence between both the private, public

and social sectors of society in order efficiently implement social policies and programmes that will

achieve the goals and missions of social enterprises in Ireland is an idea that can be promoted at

state level. Another recommendation of digital education and online training in order to better equip

people with ID going forward in the job hunt illustrates a practical suggestion which may affect the

employment of people with ID in the future.

37

Chapter 6 - Conclusion

On reflection, there are a number of conclusions that can be drawn from this research project. The

data collated from primary research cross-referenced with secondary study of past journals and

academic literature provides a rich tapestry of the current landscape in Ireland of employment

opportunities for people with ID and the factors that affect their employment. The research bears

with it practical implications which can be used in future research and policy in order to better

address the issue of inclusion in the work place. Interviews with individuals associated with both

recruitment agencies and social institutions offer knowledgeable opinions upon the current state of

job opportunities available to people of working age with intellectual disabilities. The answers

given and data analysed demonstrate both similarities and slight differences with past research.

Ultimately, recruiter bias among employers does exist and bears a negative effect on the

employment of people with ID. However, it is diminishing in regards to how managers view

employee with ID. Increasingly, employers are beginning to identify the benefits associated with

hiring such employees.

On the other hand, social enterprises are deemed to have a strongly positive impact on the

employment of people with ID, both through direct employment and via providing support and

positions of a transitional nature, which can help integrate people with ID into roles of permanent

employment. It is important to note that previous barriers refraining social enterprises from

succeeding were identified. In order for social enterprises to succeed in achieving their social

mission of work integration, they require strong support from both the Irish public governing bodies

and private firms. These established relationships will allow social enterprises to access and utilise

essential resources such as state funding and private networks in order to achieve their goals. The

research also identified that the effectiveness of social enterprises is likely to increase as a result of

a favourable social landscape compiled of support agents.

Finally, the research illustrates that e-recruitment is becoming an increasingly salient form of

recruiting used by Irish employers, and that it currently negatively affects the employment of people

with ID due to their disengagement with Internet services. Recommendations are offered in order to

stem the digital divide currently evident in Ireland, which will in turn promote and increase the

likelihood of people with ID integrating into the Irish workforce and securing employment. The

overall value and importance of the research is evident primarily due to the contextualised nature of

the study and also the practical implications that are tied to the work which can be utilised by future

authors and decision-makers alike.

38

6.1. Recruitment Bias: A Dying Breed

Past research that argued in favour of the existence of recruiter bias in relation to people with ID

applying for jobs was tested using primary qualitative research. The data found the trend to be

moderately true in the current Irish setting. However, it was found to exist on a diminishing and

reducing scale. Employer perceptions of workers with ID have evolved in recent decades, and

recruiters have echoed previous research indicating that employers experience general satisfaction

by the productivity levels of employees with ID. Primary research indicated that the likelihood for

people with ID to secure employment is increased on the grounds of the change in employers’

attitudes and their willingness to employ people with ID. This is accentuated by the promotion of

state legislation which offers additional support to any employers who take on such employees.

The decrease in recruiter bias among employers is also linked to the rise in HRM throughout

Ireland. HR managers are increasingly improving inclusive recruitment processes. Coupled with an

increase in the promotion of state legislation regarding anti-discriminatory employment measures,

the job prospects for people with ID are encouraging on this basis.

6.2. Social Enterprises: A Model for the Future

Social enterprises were identified via primary research as useful entities in promoting and securing

employment for people with ID in Ireland. This is a concurrent theme with past research alluded to

in Chapter 2. Moreover, the primary research confirmed the notion posited by other authors (Spear

& Bidet, 2005) that work integration social enterprises were a particularly effective form of social

enterprises because of their practical ability to construct job opportunities and directly assist in the

employment processes experienced by people with ID currently looking for work. Similarly, the

WISEs in Ireland are not bound by governmental constraints or private shareholder requirements.

However, they are financially limited, and thus require adequate support from the institutions and

organisations around them. This has constricted their ability to efficiently implement their goals in

the past. However, they are classified as effective bodies which can improve the employment

opportunities of people with ID in Ireland in the future.

The current environment for social enterprises was also evaluated, and it was concluded that while

the environment is favourable due to the establishment of supporting bodies such as Social

Entrepreneurs Ireland and Ashoka, a higher amount of interconnectedness between public, private

and social bodies is needed in order for the wide-spread inclusion of people with ID in the labour

force.

In conclusion, social enterprises are found to be a successful alternative to the social welfare

policies of the Irish government or the CSR initiatives of private companies in driving social

change. The continual support and assistance of prominent Irish firms are needed for their success.

39

However, the current liberal environment encourages collaborative which will assist the activities of

Irish social enterprises in the future.

6.3. E-Recruitment: A Cause for Concern

A dynamic view of the factors affecting the employment of people with ID also allowed for a

critical analysis on the impact of e-recruitment within the marginalised community. This feature of

the research was born out of the information gathered during the research process. It was not the

intention to study this factor, but rather the research material dictated that e-recruitment played a

large factor in the overall recruitment process of employers. Rather than possibly originally

anticipated, e-recruitment was seen in the eyes of the interviewees as a larger detriment than

recruiter bias in regards to the opportunity of employment for people with ID in Ireland. This is due

to a cultural shift in which the 'digital divide' serves to alienate people in society without access to

Internet services, which includes the majority of people with ID. Practical suggestions, including

the promotion of adjusted digital education programmes and online training for people with

disabilities, were offered in order to combat the perceived growing digital divide. Such actions were

deemed as critical importance by interviewees in order for people with ID to secure employment in

the future. This is due to the increased and ever-expanding importance that hiring managers and

employers place on e-recruitment methods. Furthermore, the shift in the Irish labour market towards

a more digitally focused generation, in which the types of jobs being made available are becoming

associated with online services, means that people with ID need to be educated in online practices

in order to become proficient and employable in the IT workforce. Suggestions are also offered to

insinuate that considerations must be made and policies enforced in regards to the production and

design of IT technologies, in order to make such appliances cognitively accessible for people with

intellectual disabilities.

6.4. Recommendations

As with virtually all academic studies and projects, limitations are attached. This body of work is no

different in that regards. In order to add a slice of verisimilitude to the overall work carried out,

limitations and recommendations for future research must be added.

Primarily, the largest limitation regarding this study relates to the sampling size chosen. Although

the size was selectively chosen, it remains a small number upon which credited and valid research

can be based upon. Although it is believed by the author that the opinions and evidence offered

from the interviewees accurately reflect the issues studied, in order to achieve a greater degree of

academic rigour, a larger sampling size may be justifiably warranted. However, the notion of

addressing a large sampling size via the qualitative research methods used was not feasible for the

40

course of this study. Time constraints and a lack of sufficient resources such as access to appropriate

interviewees meant that a smaller sampling method was the most effective use of research.

However, future studies should aim to include a plethora of socio-demographic groups within their

sampling size in order to expand upon the research conducted within this study. Two examples of

interviewees that would further the research are identified by the author. Firs, national decision-

makers on state policy regarding employment laws would add invaluable insight into the

mechanisms of legislative procedures regarding protective employment laws. Secondly, and

arguably more importantly, personal anecdotal evidence from people with ID who are currently

seeking job opportunities and attempting to secure employment would manifest in academic work

with added credence. It would add an additional practicality to the research and more importantly,

give the community upon which the research is based a voice in the proceedings. These issues

should be considered by future authors who wish to undergo research in the area.

Equivalently, a lack of triangulation is also evident within the research. This is again due to

constraints encountered by the author. A multi-method approach which facilitates the validation of

data through cross verification from multiple sources of research is lacking in the research

administered. In order to conduct thorough triangulation methods, a vast amount of resources must

be exercised in all shapes and forms, including financial and personal resources such as personally

negotiated access to subjects and facilities.

However, in the face of these limitations, the research still serves to address and promote the social

phenomenon examined, i.e. the factors that affect the employment of people with ID in Ireland. The

purpose of the study was not to submit a conclusive document upon which all other related research

can use as gospel or testament. Rather, the study is designed to act as both a stimulus for further

research and also as a brief landmark in the field of academic research. The sampling size chosen

was accrued with particular care in order to offer accurate analysis in regards to employment and

people with ID, focusing on recruiter bias and social enterprises. The additional socio-demographic

groups mentioned above would certainly add validity to any research undertaken, however they

were not intrinsic and necessary in order for stimulating research to develop.

Furthermore, the study combines various schools of thought, ranging from human resource

management to social entrepreneurship, and stands relatively unique in combining such subjects

within the academic context of Ireland. The study is aimed to encourage further research from

authors in both areas into the current climate of work integration enterprises in Ireland and how they

can have an effective and efficient impact in achieving their social missions by addressing social

issues which neither government departments nor private firms can adequately solve.

41

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Appendix A

(Source: Census 2002)

Type of Disability %

Blindness, deafness, or a severe vision or hearing impairment 45.0

A condition that substantially limits one or more basic physical activities 23.8

Difficulty in learning, remembering or concentrating 25.5

Difficulty in dressing, bathing or getting around inside the home 16.1

Difficulty in going outside the home alone 17.5

Difficulty in working at a job or business 17.3

Total persons with a disability 29.3

Total non-disabled persons 63.3

Work participation rates (age 15-64) people with disabilities by type of disability

48

Appendix B

(Source: National Disability Authority, 2005)

Age group Census 2002 (%) QNHS 2002 (%) QNHS 2004 (%) LIS 2000 (%)

15-24 23.2 36.3 39.8 n.a.

25-34 36.6 55.6 49.3 n.a.

35-44 31.3 50.2 49.3 n.a.

45-54 25.4 41.7 38.3 n.a.

55-64 15.5 27.0 24.5 n.a.

15-64 23.2 40.1 37.1 44.3

No disability, 15-64 63.3 65.1 69.5 71.7

Gap 40.1 25.0 32.4 27.4

Table 1 Work participation rate of people with disabilities

49

Appendix C

(Source: QNHS, 2002)

Type of Disability % at work % point gap v. non-disabled

Mental, nervous, emotional 22.0 -46.5

Other progressive illness 28.4 -40.1

Arms or hands 34.7 -33.8

Legs or feet 35.4 -33.1

Other longstanding problem(s) 36.2 -32.3

Seeing difficulty 38.3 -30.2

Speech impediment 38.5 -30.0

Heart, blood pressure, circulation 40.4 -28.1

Back or neck 42.7 -25.8

Epilepsy 44.1 -24.4

Hearing difficulty 46.4 -22.1

Stomach, liver, kidney, digestive 48.3 -20.2

Chest or breathing 50.5 -18.0

Skin conditions 58.7 -9.8

Diabetes 58.9 -9.6

Work participation rates by type of disability

50

Appendix D

(Source: Hull, 2013)

51

Appendix E

Types of Social Enterprise in Ireland (Source: Forfás, 2013)

Type of Social Enterprise Description Example

Commercial opportunities

with a social dividend

An organisation that trades

in a service that has a social

good and a high potential

income generation capacity.

Speedpack who are based in

Coolock provide a commercial

contract packing service for

industry. They also provide

relevant work experience and

training to people who have been

out of work for a variety of

reasons. (www.speedpak.ie/)

Creating employment

opportunities for

marginalised groups (Work

Integration)

An organisation that works

with individuals who are

marginalised and

disadvantaged and seek

market opportunities in

suitable sectors and

industries for their labour.

County Wexford Community

Workshop (Enniscorthy) Ltd.

provide training (suitable for

competitive employment) for

people with a disability. They also

provide sheltered work for those

not capable of meeting the normal

demands of industry. Their mission

is to enable and empower people

with disabilities to live the life of

their choice to their utmost

potential (www.cwcwe.ie)

Economic & community

development

A local organisation that

identifies a gap in

infrastructure or services

where the private sector has

not been able to develop a

commercially viable

solution.

Innovation Wexford offers a

number of services for local

enterprises including Wexford

Enterprise Centre as a location for

local businesses.

(www.innovationwexford.com)

Service delivery An organisation that is

primarily a delivery agent of

public sector services (often,

but not always to individuals

and groups who are not in a

position to pay full

commercial rates for

services).

Fledglings is a not-for-profit,

social franchise3 organisation

providing high quality, early years

education for the children of

Tallaght West

(www.ancosan.com/?page_id=190)

52

Appendix F

(Source: Saunders, 2012)

53

Appendix G

Consent Form given to Interviewees

Consent Form

I confirm that I have been informed about the nature of the study and I have had the

opportunity to ask questions about the research.

I understand that it is my own choice whether I participate or not in the study.

All participants have the right to withdraw from the study at any particular time, without

giving any reason and without any negative consequences.

I understand that the responses in the interview may be recorded, depending on consent.

They will be stored securely and will not be used in any other research or heard by anyone

else except by the researcher in this study.

I understand that the responses recorded will be strictly confidential.

I understand that the name of any participating individual or any associated organisations

will not be disclosed, and complete anonymity shall remain intact.

Signed…………………………..

Date…………………………….

54

Appendix H

Basis for Interview Questions (Semi-Structured)

Interview Questions

3. How important do you think it is to work and have employment in today's world?

4. Even if you were supported by the state, how important do you think it is? (Why?)

4. How do you feel about Ireland's current labour market (job market?) Is it a positive

situation?

5. Would you be enthusiastic and confident about finding work? Would you be hopeful about

gaining employment?

6. Would be enthusiastic about a person with learning difficulties finding work? (Why/ Why

not?)

7. Do you think people with learning disabilities are represented adequately in Ireland's

workforce?

8. Do you think recruiter bias exists in regards to employers taking on employees with

learning/intellectual disabilities? (Why?)

9. Do you think people with learning disabilities currently have adequate resources to

employment opportunities at present?

10. Do you think social enterprises can help alleviate the situation?

11. Do you think social enterprises should be promoted by the state?

12. If you don't think people with learning disabilities have adequate resources, how would you

improve the situation? Anything in particular? (Recruitment agency support, social

enterprise grants, etc.)