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<p>We conceptualize the phenomenon of <i>disabled employee voice</i> to make a case for how disabled employees are systematically prevented from speaking out. Most research on employee voice supposes that the decision for and process of speaking out is similar across employees. We expose that the often inherent (dis-)ableism in organizations imposes three voice dilemmas on disabled employees, adding an additional layer of obstructions to their voice. The <i>first dilemma around disabled employees’ voicer identity</i> evolves because disabled employees systematically have less power and a lower status due to ableist hierarchies in organizations. The <i>second dilemma around voice design</i> arises because disabled employees systematically lack access to suitable voice opportunities because voice structures, procedures, and processes disregard their (dis-)abilities, needs, and preferences. The <i>third dilemma around voice purpose</i> emerges because disabled employees may want and need to advocate for disability rights and, in turn, promote voice content that does not align with their organizations’ interests. Consequently, disabled employee voice provides a better understanding of their disadvantageous voice experiences and&#xa0;points to&#xa0;the laborious practices disabled employees need to engage in to speak out. In addition, we discuss how organizational leaders and policymakers can become responsible for combating the lack of disabled employees’ voices in organizations.</p>

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Three Dilemmas of Disabled Employee Voice

  • 期刊论文

  • 发表日期：

    2025年3月18日

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  • Anita Starzyk,
  • Jana F. Bauer

摘要

We conceptualize the phenomenon of disabled employee voice to make a case for how disabled employees are systematically prevented from speaking out. Most research on employee voice supposes that the decision for and process of speaking out is similar across employees. We expose that the often inherent (dis-)ableism in organizations imposes three voice dilemmas on disabled employees, adding an additional layer of obstructions to their voice. The first dilemma around disabled employees’ voicer identity evolves because disabled employees systematically have less power and a lower status due to ableist hierarchies in organizations. The second dilemma around voice design arises because disabled employees systematically lack access to suitable voice opportunities because voice structures, procedures, and processes disregard their (dis-)abilities, needs, and preferences. The third dilemma around voice purpose emerges because disabled employees may want and need to advocate for disability rights and, in turn, promote voice content that does not align with their organizations’ interests. Consequently, disabled employee voice provides a better understanding of their disadvantageous voice experiences and points to the laborious practices disabled employees need to engage in to speak out. In addition, we discuss how organizational leaders and policymakers can become responsible for combating the lack of disabled employees’ voices in organizations.