Disability quotas: Past or future policy?

Sargeant, Malcolm; Radevich-Katsaroumpa, Elena; Innesti, Alessandra

doi:10.1177/0143831x16639655

Cited by 25 publications

(44 citation statements)

References 16 publications

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“…In this light, normative advantages are probably considered an unsuitable way of getting a proper job. Even if quota systems may help to increase the participation of disabled people in the labor market, at the same time, it fosters the underlying assumption that disabled people are unable to compete on equal terms [91]. As noticed by Corby, William, and Richard [92], quota systems focus on the number of disabled people employed, rather than on their skills and position in the organization's hierarchy.…”

Section: Discussionmentioning

confidence: 99%

Employability of Disabled Graduates: Resources for a Sustainable Employment

2019

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In the frame of the psychology of sustainability, this research aims at exploring how the related concepts of risk factors, protective factors, and resilience might inform our understanding of the postgraduate outcomes of disabled youth. The number of disabled students is growing steadily, nevertheless, relatively little is known about the employment experiences and skill development of disabled youth. Following the positive primary preventive approach, this explorative research investigates the role of resilience and employability resources both in preventing perceived negative impact of disability on the employment opportunities and promoting the perception of employability. Fifty disabled students responded to an online questionnaire and their responses were compared to those of a nondisabled sample (N = 190). Motivations and meanings associated with entry into the workplace are equivalent in the two groups, but perceived impact of disability is a risk factor that hinders perceived employability. Resilience resources and soft skills show their effectiveness in reducing perceived disability impact and improving perceived employability, but between group comparison shows differences in the set of available resources. Overall, results provide insights for implementing actions to promote sustainable employment in order to foster a positive, sustainable organizational development. Author Contributions: Conceptualization and Methodology: M.E.M. and E.M.; Investigation: E.M.; Formal Analysis: E.M. and M.N.; Writing-Original Draft Preparation and Reviewing: M.E.M. and M.N.; Editing: M.N.; Supervision: M.E.M. Funding: This research received no external funding. Conflicts of Interest:The authors declare no conflict of interest.

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Section: Discussionmentioning

confidence: 99%

Employability of Disabled Graduates: Resources for a Sustainable Employment

2019

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“…The regulations stipulated that public and private sectors reserve at least 1.5% of their workforce for disabled persons. Compared with the quotas of other countries, where the minimum levels range from 2% to 7% (Sargeant, Radevich-Katsaroumpa, and Innesti 2018), China's mandatory minimum quota is quite low.…”

Section: Introductionmentioning

confidence: 88%

The quota system for employment of people with disabilities in China: Policy, practice, barriers, and ways forward

Liao

2020

Disability & Society

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Quota systems represent one of the most important and widely used approaches to promote the employment of people with disabilities in many countries around the world. Extant literature has focused on how quota systems have been implemented in some European countries and some Asian countries. Few studies, however, have examined the situation in China, where a formal law and regulations for a quota system for disability employment was established over the past three decades. This paper addresses this gap by presenting background on the development of China's quota employment policies, examining the inconsistencies between policy and implementation, and identifying feasible ways to enhance the policy's use to create more inclusion in employment in public and private sectors.

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“…The Disabled Persons Employment Act was in line with the more controlling approach of the British government, which it adopted since the beginning of the Second World War, over certain domains such as employment that had previously been prerogative of the market [Woodhams & Corby, 2007]. Between 1949 and 1975 only six prosecutions took place based on this Act, from which five convictions received insignificant fines [Sargeant, Radevich-Katsaroumpa, & Innesti, 2018]. Employers did not oblige to the Act due to lack of prosecutions and unawareness of the Act, which led to the feeling of fruitlessness of registration among people with disabilities.…”

Section: United Kingdommentioning

confidence: 98%

“…Made it eventually possible for the EU to take appropriate action to combat discrimination based on disability. impossible situation for employers to oblige to the Act [Sargeant, et al, 2018]. Nevertheless, all these policies remain general disability policies-none of them specifically targeting autism.…”

Section: Treaty Of Amsterdammentioning

confidence: 99%

Quotas, and Anti‐discrimination Policies Relating to Autism in the EU: Scoping Review and Policy Mapping in Germany, France, Netherlands, United Kingdom, Slovakia, Poland, and Romania

et al. 2020

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The low employment rates of persons with Autism Spectrum Conditions in the European Union (EU) are partly due to discrimination. Member States have taken different approaches to increase the employment rate in the recent decades, including quota and anti‐discrimination legislation, however, the implications for people with autism are unknown. The purpose of this scoping review was to provide a comprehensive overview of the history of these employment policies, from seven EU Member States (Germany, France, the Netherlands, the United Kingdom [prior to exit], Slovakia, Poland, and Romania), exploring the interdependence on international and EU policies, using a path dependency analysis. The results indicate that internationally a shift in focus has taken place in the direction of anti‐discrimination law, though employment quotas remained in place in six out of the seven Member States as a means to address employment of people with disability in combination with the new anti‐discrimination laws. Lay summary Discrimination is partially responsible for the low employment of people with autism. Several approaches have been taken in recent years, such as anti‐discrimination laws and setting a mandatory number of people with disabilities that need to be employed. This study finds that, internationally and in the European Union, the focus was initially on the use of quotas and gradually moved to anti‐discrimination, with both being used simultaneously. Autism Res 2020, 13: 1397–1417. © 2020 The Authors. Autism Research published by International Society for Autism Research published by Wiley Periodicals, Inc.

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Disability quotas: Past or future policy?

Cited by 25 publications

References 16 publications

Employability of Disabled Graduates: Resources for a Sustainable Employment

Employability of Disabled Graduates: Resources for a Sustainable Employment

The quota system for employment of people with disabilities in China: Policy, practice, barriers, and ways forward

Quotas, and Anti‐discrimination Policies Relating to Autism in the EU: Scoping Review and Policy Mapping in Germany, France, Netherlands, United Kingdom, Slovakia, Poland, and Romania

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