Eradicating Discrimination: Identifying and Removing Workplace Barriers for Employees With Disabilities

Hyland, Patrick K.; Rutigliano, Peter

doi:10.1111/iops.12087

Cited by 13 publications

(12 citation statements)

References 2 publications

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“…Workers with disabilities form one of the largest diversity groups in the workplace (Hyland & Rutigliano, 2013). Because of the high level of unemployment among people with disabilities, many have argued that they are insufficiently utilized as a labor pool and that employers will want to recruit from this pool to address the labor shortage caused by demographic shifts as the baby boomers retire and are replaced by fewer new entrants to the workforce (Lengnick-Hall et al, 2008;Kruse et al, 2010;Schur et al, 2014; see also Fredeen et al, 2013).…”

Section: Resultsmentioning

confidence: 99%

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

et al. 2019

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Despite legislation on diversity in the workplace, people with disabilities still do not experience the same access to work opportunities as do their counterparts without disabilities. Many employers have been shown to harbor sincere yet ill-founded views about the work-related abilities of people with disabilities; these negative views are often a result of interrelated concerns that permeate the entire employment cycle. In this paper, we provide evidence-based responses to 11 specific concerns that employers have about people with disabilities, from pre-employment and entry experiences to the final dissolution of the employment relationship. At each stage of the employment cycle, we summarize and evaluate the relevant empirical evidence and provide recommendations for organizations committed to creating more effective, equitable, and inclusive workplaces for all individuals. We also suggest avenues for future research.

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Section: Resultsmentioning

confidence: 99%

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

et al. 2019

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“…Employer knowledge of the ADA and how to provide job accommodations has been shown to improve employer willingness to hire [14]. Other recommended content includes providing information about assistive technology [54] and addressing disability etiquette, including how to communicate with people with disabilities [52,55]. Colella and Bruyère [56] state the need for helping employers view disability though a broader cost-benefit analysis that includes consideration of things like workplace climate and employee satisfaction, as is more common in consideration of other diverse groups, such as women and people from ethnic and racial minorities.…”

Section: Contentmentioning

confidence: 99%

“…In addition to changes in workplace attitudes and behavior, disability diversity training also aims for more observable outcomes, including increased ratios of employees with disabilities, explicit inclusion of disability in existing diversity policies, and considering participation of employees with disabilities in the context of company performance reviews [52,54,55,67]. Potentially, the greatest long-term effects of disability diversity training could involve influencing upper-level management to create more inclusive policies for people with disabilities.…”

Section: Future Research Directionsmentioning

confidence: 99%

Disability Diversity Training in the Workplace: Systematic Review and Future Directions

et al. 2015

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Purpose Misinformation and negative attitudes toward disability contribute to lower employment rates among people with disabilities. Diversity training is an intervention intended to improve intergroup relations and reduce prejudice. We conducted a systematic review to determine the use and effectiveness of disability diversity training aimed at improving employment outcomes for employees with disabilities. Methods Five databases were searched for peer-reviewed studies of disability diversity training interventions provided within the workplace. Studies identified for inclusion were assessed for quality of methodology. Results Of the total of 1322 articles identified by the search, three studies met the criteria for inclusion. Two of the three articles focused specifically on training to improve outcomes related to workplace injuries among existing employees. The other study provided an initial test of a more general disability diversity training program. Conclusions There is currently a lack of empirically validated diversity training programs that focus specifically on disability. A number of disability diversity trainings and resources exist, but none have been well researched. Related literature on diversity training and disability awareness suggests the possibility for enhancing diversity training practices through training design, content, participant, and outcomes considerations. By integrating best practices in workplace diversity training with existing disability training resources, practitioners and researchers may be able to design effective disability diversity training programs.

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“…A 2012 Canadian Survey on Disability reported that 49% of persons aged 25-64 with a disability were employed, compared to 79% for those in the same age range without a disability (Turcotte, 2014). Despite the growing number of working-age Canadians with a disability, less than 30% of companies have disability-specific policies and only 18% of companies offer disability-training programs (Hyland & Rutigliano, 2013;National Council on Disability, 2007).…”

Section: Introductionmentioning

confidence: 99%

Employers’ perspectives of including young people with disabilities in the workforce, disability disclosure and providing accommodations

Lindsay

Cagliostro

Leck

et al. 2019

JVR

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How to cite TSpace items Always cite the published version, so the author(s) will receive recognition through services that track citation counts, e.g. Scopus. If you need to cite the page number of the author manuscript from TSpace because you cannot access the published version, then cite the TSpace version in addition to the published version using the permanent URI (handle) found on the record page. This article was made openly accessible by U of T Faculty. Please tell us how this access benefits you. Your story matters. Employers' perspectives of including young people with disabilities in the workforce, disability disclosure and providing accommodations

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Eradicating Discrimination: Identifying and Removing Workplace Barriers for Employees With Disabilities

Cited by 13 publications

References 2 publications

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

Disability Diversity Training in the Workplace: Systematic Review and Future Directions

Employers’ perspectives of including young people with disabilities in the workforce, disability disclosure and providing accommodations

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