Facilitating workplace friendships for individuals with limited work capacity
| Date | 18 October 2023 |
| Pages | 803-810 |
| DOI | https://doi.org/10.1108/MHSI-09-2023-0098 |
| Published date | 18 October 2023 |
| Subject Matter | Health & social care,Mental health,Social inclusion |
| Author | David Chun Yin Li |
Facilitating workplace friendships for
individuals with limited work capacity
David Chun Yin Li
Abstract
Purpose –This paper aimsto provide strategies for individuals with limitedwork capacity (LWC) to build
workplacefriendships and foster inclusion, which can benefittheir mental health.
Design/methodology/approach –The paper integrates key theories such as social exchange theory
and the similarity-attraction paradigmto analyze the dynamics of relationships.Practical tips grounded in
the existingliterature are outlined.
Findings –Effective communication,building trust, showing mutual respect and discovering common
interests can facilitate friendship development for employees with LWC. Supportive organizational
policiesand culture are also critical.
Social implications –By buildingworkplace bonds and inclusion, individualswith LWC may experience
greater social support, more engagement and better mental well-being. This also helps to diminish
stigmaand marginalization.
Originality/value –This viewpointprovides practical guidance specifically designedfor individuals with
Limited Work Capacity (LWC) to overcome workplace obstacles and build social relationships. It
addressesan existing gap in the interpersonalfacets of disability inclusion.
Keywords Inclusion, Interpersonal relationships, Organizat ional communication, Disabilities,
Organizational culture, Equity in the workplace
Paper type Viewpoint
Introduction and background
Despite growing awareness, individuals with limited work capacity (LWC) continue to face
substantial barriers to inclusion and acceptance in the workplace. Recent statistics i ndicate that
only 23.0% of the disabled American population is employed, compared to 65.9% for nondisabled
adults (Bureau of Labor Statistics, 2023). Although past research has examined the overall
inclusion of employees with LWC, there remains a lack of focus on the specific interpersonal
challenges these individuals face in forming workplace friendships and connections, which can
negatively impact mental health (Cleary et al., 2018). This article aims to identify key strategies and
practical tips that individuals with LWC can employ to successfully foster st ronger social bonds
and a sense of belonging at work. By cultivating workplace friendships, employees with LWC
could potentially experience greater social support, job satisfaction and engagement (Yan et al.,
2021). However, forming connections on the job is often complicated by disabilities that affect
communication and interaction. By applying relevant behavioral theories and outlinin g actionable
advice, this article offers a framework for promoting greater friendship development and inclusion
for individuals with LWC in professional settings. As a person with LWC due to reduced
cardiovascular functional capacity (a form of invisible disability that defies traditional schemas
regarding what constitutes a “disabled” individual), the author hopes that this perspective, shaped
by personal experiences within marginalized rather than privileged populations, could offer
insights grounded in intersectionality rather than a position of privilege.
David Chun Yin Li is based
at the Harvard Division of
Continuing Education,
Harvard University,
Cambridge,
Massachusetts, USA.
The author wishes to thank
Dr Joan Degeorge for her
helpful comments.
Funding: This research
received no external funding.
Data Availability: Not
applicable as no data was
associated with the production
of this article.
Conflicts of Interest: The author
declares no conflict of interest.
DOI 10.1108/MHSI-09-2023-0098 VOL. 28 NO. 5 2024,pp. 803-810, ©Emerald Publishing Limited, ISSN 2042-8308 jMENTAL HEALTH AND SOCIAL INCLUSION jPAGE 803
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