ABSTRACT
The purpose of this chapter is to show that human resource management (HRM) is the department or practice that is set up to organize, manage and negotiate the relationship between an organization’s standards and the norms of the employees. It will also show that tetranormalizing within the HRM itself has been used to exclude individuals with disabilities. HRM practice includes recruitment and selection of employees. Its standard, aka ideal norm, is that all individuals be considered for a place in the organization regardless of their race, gender, sexual orientation, religion or disability. HRM norms are dictated by “what reduces confl icts and does not negatively affect the organization’s profi ts.”
