Beyond the Law: A Review of Knowledge, Attitudes and Perceptions in ADA Employment Research

Abstract

<p>The Americans with Disabilities Act (ADA, 1990) is the cornerstone of civil rights policy for people with disabilities. Although enforced through the justice system, the legacy of the ADA transcends well beyond its legal ramifications. The policy’s framework and the rhetoric of Disability Rights suggest both an embrace of the <em>spirit</em> and the <em>letter</em> of the law, or promulgating both legislative and cultural change to ensure that the rights of people with disabilities are met.  In attempting to understand how and if such change has happened, researchers have gathered extensive evidence since 1990.  Much of this research evidence, however, remains fragmented, under-utilized, and at times inconclusive.  This article presents the results of a rapid evidence review of a sample of such research that is crucial to understand the ADA’s progress.  The study examines evidence about the ADA’s influence on knowledge, attitudes and perceptions about employment of people with disabilities. The research illustrates the importance of moving beyond the law to incorporate changes in knowledge about the law, perceptions of employability, and workplace culture. <strong></strong></p>

Disability, diversity, and corporate social responsibility: Learning from recognized leaders in inclusion

“…Research on diversity management and CSR can be used to identify organizational practices to attract and support employees from different backgrounds in the workplace. Though there is emergent HR management theory about how diversity strategies impact organizational practices, such discourse rarely includes disability (Gould et al, 2015). Past studies have shown limited attention to disability within CSR and diversity planning.…”

“…Little research exists about how organizations actively work to achieve disability inclusion and create workplace opportunities for people with disabilities (Gould et al 2015;Karpur et al 2014). One recent systematic review analyzed 88 studies focused on the treatment of people with disabilities in the workplace (Beatty, Baldridge, Boehm, Kulkarni, & Colella, 2018).…”

“…Diversity statements typically state a commitment to promoting equal opportunities and non-discrimination, at times reaffirming the organization's adherence to law such as the ADA (e.g., Boeing, Lincoln Financial Group, and Pacific Gas and Electric). While emerging theory on practices in disability inclusion suggest moving beyond a compliance or legalist framework (Gould et al, 2015), the inclusion of disability still stands out as a notable marker of the businesses that have been recognized in the Disability Equality Index. Compared to past research that has shown limited attention to disability inclusion in diversity planning, such as Ball et al's (2005) study that found less than half of the Fortune 100 companies mentioned disability in their plans, the organizations analyzed in this study all rhetorically consider disability within their CSR reporting efforts.…”

“…Social desirability bias likely impacts organizational rhetoric where businesses may frame their initiatives to match cultural expectation and to suggest adherence with civil rights laws (Kaye et al, 2011). There is a pronounced difficulty in documenting organizational factors related to disability inclusion, as entities often overstate their efforts, and others may be reluctant to admit noncompliance (Gould et al, 2015).…”

“…Federal support for inclusion in the workforce is also reflected in U.S. policies such as the Workforce Innovation and Opportunity Act and the Americans with Disabilities Act (ADA). These policies not only reflect federal incentives to increase the labor force of workers with disabilities; they are the bastions of grassroots support for the rights of people with disabilities to access the open labor market (Gould et al, 2015). Moore, McDonald, and Bartlett (2017) find that while policies and federal platforms encouraging employment for people with disabilities influence hiring practices, rising social expectations of inclusion are more likely impacting hiring decisions and recruitment strategies.…”