Examining Macro and Meso Level Barriers to Hiring Persons with Disabilities: A Scoping Review

Employers’ views on disability, employability, and labor market inclusion: a phenomenographic study

“…A discrepancy between studies presenting employers as willing to hire people with disabilities and their actual hiring process has also been pointed out, where the employment rate is still low and continues to decline. This discrepancy was identified by Greenwood and Johnson as early as 1987 [15] and has been identified in several other studies since [5,8,9,16]. Kaye et al [10] argue that these studies have biased results due to employer selfselection and social desirability yielding non-representative or artificially positive conclusions.…”

“…Reviews of previous research within the field give a heterogeneous picture with contrasting results of employers' views of labor market inclusion for people with disabilities. These reviews also show that studies have a tendency to dichotomize, categorize, and oversimplify employers' attitudes as either being negative or positive [3][4][5].…”

“…Employers' pervasive negative views about the work productivity of people with disabilities are mentioned in several studies, along with employers' lack of knowledge concerning disabilities and accommodation strategies [5][6][7].…”

“…Other studies have described the character of the disability as a constraining factor for employment, where psychiatric disabilities in particular are emphasized as aggravating employability [4,5,8]. Concerns about costs related to hiring people with disabilities are another factor seen as a barrier to labor market inclusion [6,9,10].…”

“…Concerns about costs related to hiring people with disabilities are another factor seen as a barrier to labor market inclusion [6,9,10]. Lack of integrated services and accessible resources and lack of established partnerships between authority actors and employers are also mentioned as impeding factors [5].…”