Hiring Discrimination Against People with Disabilities Under the ADA: Characteristics of Employers

McMahon, Brian T.; Rumrill, Philip D.; Roessler, Richard T.; Hurley, Jessica; West, Steven L.; Chan, Fong; Carlson, Linnea

doi:10.1007/s10926-008-9134-3

Cited by 23 publications

(12 citation statements)

References 9 publications

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“…It should be stressed that, to date, almost all disability specific workplace literature has focused on barriers to employment, with little focus on career success [54]. A considerable part of studies has focused on employers' attitudinal barriers [55] considering the influence of stereotypes and stigma on hiring, employment, and access to labor market of young disabled workers [56][57][58][59]. Hernandez, Keys, and Balcazar [60] and recently Ju, Roberts, and Zhang [61] have carried out two reviews of the literature on employers' attitudes towards disabled workers.…”

Section: Disabilitymentioning

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: Disabilitymentioning

confidence: 99%

Employability of Disabled Graduates: Resources for a Sustainable Employment

2019

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“…This is coupled with rising expenditures on disability income maintenance programs [28]. The results of this research will help to inform the development of effective employment-training programs and help to increase the skills and employment outcomes of youth with disabilities; ultimately helping to have a positive influence on economic and social costs of disability [16,28,35].…”

Section: Employment Experiences and Skill Development Among Youth Witmentioning

confidence: 99%

Skill development in an employment-training program for adolescents with disabilities

Lindsay¹,

Adams²,

McDougall³

et al. 2011

Disability and Rehabilitation

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“…The adoption of CSR and company policies on the inclusion of PWD is mainly observed in large corporations and multinational corporations. This seems to be explained by the fact that these companies have better conditions and more resources to achieve diversity among employees and address this concern (McMahon et al, 2008;Rabby, 1983). The company size has a significant impact on their employment policies, practices and labor needs (Bruyère et al, 2006).…”

Section: Introductionmentioning

confidence: 99%

Employment of Persons With Disabilities as a Corporate Social Responsibility Initiative: Necessity and Variants of Implementation

Miethlich

Šlahor

2018

CBUP

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Although companies recognize and promote the benefits of a diverse corporate culture, persons with disabilities (PWD), are more likely to be unemployed. Using secondary sources of information, this paper examines the need to address the employment of PWD as part of a Corporate Social Responsibility (CSR) strategy, highlighting various implementation measures and variants. It shows that the employment of PWD can only be promoted by companies themselves. Measures at the national and international levels have so far shown little success. For a successful implementation, an obligation in the CSR strategy is not enough, measures need to be described explicitly. At its core, it is always necessary to remove physical and mental barriers in the company in order to enable the employment of PWD. The adaptation of CSR initiatives concerning the employment of PWD should be further investigated. The research should particularly focus on “best practice” approaches from business practice.

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Hiring Discrimination Against People with Disabilities Under the ADA: Characteristics of Employers

Abstract: More outreach regarding ADA responsibilities appears indicated for those employers who share the aforementioned characteristics.

Cited by 23 publications

References 9 publications

Employability of Disabled Graduates: Resources for a Sustainable Employment

Employability of Disabled Graduates: Resources for a Sustainable Employment

Skill development in an employment-training program for adolescents with disabilities

Employment of Persons With Disabilities as a Corporate Social Responsibility Initiative: Necessity and Variants of Implementation

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