Workplace and Disabilities: Opinions on Work, Interpersonal, and Intrapersonal Factors

Abstract

Designed to provide for the elimination of discrimination against individuals with disabilities, the Americans with Disabilities Act (ADA) more significantly provided for the removal of barriers to their employment. This study ascertained opinions of college students with disabilities regarding work, interpersonal, and intrapersonal factors as concerns to their workplace opportunities and participations. The study found that they have less opportunities than others without disabilities, supervisors are less understanding than co-workers, and they are not fully optimistic about ADA's role in eliminating discrimination. Disrespectful treatment and exclusion from informal network were concerns found among interpersonal factors. Self-doubt, worries about health, and managing time and work demands were found as intrapersonal factors. Implications for rehabilitation counseling are discussed.

Perceptions of Barriers to Employment, Coping Efficacy, and Career Search Efficacy in People with Mental Illness

“…The PCA results explained approximately 61% of total variance from the five extracted scales, which represent preoccupations specific to this population in their work integration process. Chima (1998) revealed in his study that the main intrapersonal barriers to employment of people with different kinds of disabilities pertain to selfdoubt concerns (e.g., feeling inadequate, afraid of mistakes). Interestingly, on one hand, lack of self-confidence and lack of assertiveness with coworkers emerge as important barriers to employment for people with mental illness; on the other hand, the first dimension from the Coping Efficacy subscale gathers together items inherent to intrapersonal and interpersonal self-competence/ self-confidence, whereas Chima (1998) differentiated these two dimensions.…”

Job Discrimination in the Post-ADA Era

“…In other words, the attitudes of consumers, providers of vocational rehabilitation services, and employers have the potential to affect employment outcomes for persons with disabilities. Research concerning the attitudes of three groups-graduate students in rehabilitation counseling, students with disabilities, and small business employers-indicated that employers had the least knowledge of, and poorest attitudes toward, the ADA (Chima, 1998). This study found that university students with disabilities were not confident that the ADA would assure fair employment practices for them.…”

“…There is some evidence that large employers have increased their hiring of persons with disabilities, whereas small employers have curtailed hiring (Chima, 1998). Employers may make decisions based on stereotypes of disability rather than on actual abilities (Blanck, 1996).…”

Awareness and Perceived Impact of the Americans with Disabilities Act Among Human Resources Professionals in Three Minnesota Cities

“…Discrimination against individuals with disabilities still persists, especially in employment; unemployment rates of those with severe disabilities remains at roughly 70% (Ogle, Moses, et al, 1998). College students with disabilities admit a lack of confidence in the ADA's impact and a continued perception that they have fewer employment opportunities than those without disabilities (Chima, 1998).…”