With the goal of achieving fairer organizations, the inclusion of individuals
with intellectual disabilities (ID) into regular organizations, with
individuals without ID, provides an excellent context for inclusion. This
study focuses on analyzing organizational factors that promote the
psychosocial impact of individuals with ID in their work context.
Specifically, it examines the relationship between procedural justice
climate with the contributions of workers with ID in terms of competence,
and the subsequent impact on performance.
Procedural justice climate refers to the implementation of fair procedures
within an organization (Thibaut & Walker, 1975) so that individuals
perceive procedures are applied consistently, without bias, with
consideration for all involved parties, and in accordance with ethical
principles (Leventhal, 1976; 1980). In ordinary organizations workers with
ID may be more vulnerable to procedural injustice due to prejudices (e.g.,
inconsistencies in task distribution based on complexity) (Snyder et al.,
2010). However, in organizations with a strong procedural justice climate,
individuals with ID are more likely to develop their professional
competencies. A procedural justice climate thus enhances equal
treatment promoting skill development among individuals with ID. The
inclusion of individuals with ID in regular organizations also introduces
diversity into workgroups. This diversity enriches teams by providing
varied experiences, perspectives, and skills, leading to better solutions.
Specifically, incorporating individuals with ID brings resources that can
enhance performance.
Our research investigates whether the competence level of workers with
(ID) mediates the relationship between procedural justice climate and
performance. We collected data from 26 teams, each including at least
one worker with intellectual disability (ID). A total of 130 coworkers
without ID provided insights into team dynamics. Using a time-lagged
design, the results showed that procedural justice climate was positively
related to the competence of workers with ID. Competence, in turn, was
associated with group performance.