Hiring of people with disabilities: Perceptions of Hispanic small business owners

Chen, Roy K.; Blankenship, Charlene J.; Austin, Bryan S.; Cantu, Vanessa C.; Kotbungkair, Wilaiporn

doi:10.3233/jvr-160822

Cited by 21 publications

(22 citation statements)

References 45 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…These practices can help to minimize stigma and discrimination, while improving inclusion (Hernandez et al, 2008;Huang & Chen, 2015). An inclusive workplace environment refers to accepting and valuing diverse and under-represented groups such as persons with disabilities, women, and immigrants, and promotes integration in the workplace and in the community (Chen, Blankenship, Austin, Cantu, & Kotbungkair, 2016; Mor Barak, 2015).…”

Section: Introductionmentioning

confidence: 99%

“…Although most workplace accommodations can be provided at little or no cost (Dong, Oire, MacDonald-Wilson, & Fabian, 2013;Solovieva, Dowler, & Walls, 2011), less than one in five people with a disability receive accommodations in the workplace, and many people with disabilities are unprepared to disclose their condition or negotiate accommodations at work (Allen & Carlson, 2003;Brohan et al, 2012;Rumrill, Roessler, & Denny, 1997;Yelin, Sonneborn, & Trupin, 2000). Employers often lack knowledge of how to provide accommodations, and what accommodations they should provide to individuals with disabilities (Chen et al, 2016). A recent 2017 study showed that employers are more likely to grant workplace accommodations and see them as reasonable if employers are knowledgeable about disability legislation, have experience working with people with disabilities, and hold positive attitudes towards these individuals (Telwatte, Anglim, Wynton, & Moulding, 2017).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

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

Lindsay

Cagliostro

Leck

et al. 2019

JVR

View full text Add to dashboard Cite

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

show abstract

Section: Introductionmentioning

confidence: 99%

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

View full text Add to dashboard Cite

show abstract

“…Kleynhans and Kotzé [ 41 ] studied the attitudes of co-workers towards people with physical disabilities and proved that contact with them, as well as knowledge, can have influence on shaping these attitudes. Chen et al [ 42 ], having studied Hispanic small business owners, concluded that the key factors determining employment included having a family member or friend with disability. The issue of perceiving people with disabilities by employers was also raised in [ 43 ], presenting a similar conclusion—positive attitudes are associated with greater experience with people with disabilities in the workplace.…”

Section: Discussionmentioning

confidence: 99%

Ambassador of People with Disabilities in the Workplace—Conducive Demographic and Professional Characteristics

Załuska

Grześkowiak

Kozyra

et al. 2020

IJERPH

View full text Add to dashboard Cite

This paper introduces into the analysis the concept of the ambassador of people with disability in the workplace. A kind and friendly person in the workplace, who creates a positive atmosphere around people with disabilities, may play a crucial role in their adaptation on the open labor market. Presence of such a person is especially important in entities that did not previously employ people with disabilities. It is vital that employers who would like to employ people with disability possess knowledge about demographic and professional characteristics that predispose employees to perform this special role. On the one hand, in this article we attempted to evaluate the differentiation in the perception of the issue of disability due to demographic and professional characteristics of respondents, and, on the other hand, to identify features that favor being an “ambassador of people with disabilities” in the workplace. The study was conducted in 2019 on the representative samples of Internet users from 8 European countries using Computer-Assisted Internet Interviews. For the purposes of the study, we used the Attitudes to Disability Scale WHOQOL Group test and a proprietary questionnaire. As for the methods of analysis, we relied on the classical analysis of variance and logistic regression. The conducted study showed that the perception of the issue of disability is significantly related to demographic and professional characteristics of respondents, and that the role of the ambassador is the most appropriate for a middle-aged woman with a good knowledge of disability issues, indecisive in the workplace.

show abstract

“…However, when an employer has a negative attitude about people with disabilities, it is difficult for a person with a disability to be seriously considered for employment (Chen, Blankenship, Austin, Cantu, & Kotbungkair, 2016).…”

Section: Research On Employer Attitudesmentioning

confidence: 99%

“…This concern may be associated with lack of knowledge about both job accommodations and about visual impairment in general. A recent study found employers more concerned about hiring someone with a visual impairment than any other disability and those employers less willing to have a person with a visual impairment perform filing tasks than other job duties, indicating the employers had limited knowledge about job accommodations for people with visual impairments (Chen et al, 2016 (Crudden et al, 2002;. Developing ongoing relationships with employers is key to the dual customer or business relations approach to job development advocated by the Council of State Administrators of Vocational Rehabilitation, but little empirical research has been conducted that actually supports the efficacy of this approach.…”

Section: Employer Attitudes Toward People Who Are Blind or Visually Imentioning

confidence: 99%

Predictors of employer attitudes toward blind employees, revisited

McDonnall

Crudden

2018

JVR

View full text Add to dashboard Cite

Background: Negative employer attitudes have been identified as a major barrier to employment for people who are blind or visually impaired, yet we know little about what influences employer attitudes toward this population. Objective: The purpose of the study was to replicate an earlier study of predictors of employer attitudes towards people who are blind or visually impaired as employees, utilizing a larger sample of employers and including additional predictor and control variables. Method: An online survey was conducted with a national sample of hiring managers, resulting in a usable sample of 379. Multiple regression was utilized to identify predictors of employer attitudes. Results: Five variables significantly predicted employer attitudes: having hired someone in the past, knowledge about how work tasks can be accomplished, belief in knowledge, having a relationship with vocational rehabilitation (VR), and being female. Although communication with VR had a strong association with employer attitudes, having hired functioned as a mediator of the relationship between it and employer attitudes, indicating that communication with VR may influence employers' hiring decisions. Conclusions: VR professionals should interact with employers as much as possible to encourage the hiring of people who are blind or visually impaired. Going beyond initial contacts to developing relationships is important.

show abstract

Hiring of people with disabilities: Perceptions of Hispanic small business owners

Cited by 21 publications

References 45 publications

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

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

Ambassador of People with Disabilities in the Workplace—Conducive Demographic and Professional Characteristics

Predictors of employer attitudes toward blind employees, revisited

Contact Info

Product

Resources

About