Recent findings in disability employment: Employer attitudes and discrimination claims

2007 ◽  
Author(s):  
Nathan D. Ainspan ◽  
Nathan D. Ainspan
Keyword(s):  
Employer Attitudes ◽  
Disability Employment

Employer Perspectives on Hiring and Accommodating Youth in Transition

2003 ◽  
Vol 18 (4) ◽  
pp. 65-72 ◽  
Author(s):  
Richard G. Luecking
Keyword(s):  
Human Resource ◽  
Management Practices ◽  
Youth With Disabilities ◽  
Employer Attitudes ◽  
Employment Supports ◽  
Human Resource Management Practices ◽  
Workplace Supports ◽  
Human Resource Interventions ◽  
Disability Employment

Work-based experiences are critical educational adjuncts for the career development of youth with disabilities. Such experiences are dependent on willing and available employers. This article examines effective workplace supports and accommodations and relates them to employer perspectives of bringing youth with disabilities into the workplace. Employment supports, including assistive technology, that may be required by youth with disabilities are also examined in relation to typical internal company human resource management practices. A review of the literature and two case study illustrations strongly suggest that employer attitudes toward disability are less significant when deciding to bring youth into the workplace than are other factors, notably the identification of workplace supports, accommodations, and interventions that also contribute to improvement of companies' operational and organizational processes. Combining special education and disability employment interventions with typical company human resource interventions can facilitate the achievement of a more accessible workplace for youth with disabilities. Implications for education and transition programs are discussed.

The role of social enterprises in facilitating labour market integration for people with disabilities: A convenient deflection from policy mainstreaming?

2021 ◽  
pp. 1-21
Author(s):  
CHERYL HIU-KWAN CHUI ◽  
CHEE HON CHAN ◽  
YANTO CHANDRA
Keyword(s):  
Labour Market ◽  
Market Integration ◽  
People With Disabilities ◽  
Social Enterprises ◽  
Labour Market Integration ◽  
Job Opportunities ◽  
Primary Means ◽  
Work Integration ◽  
Disability Employment

Abstract Policymakers have increasingly embraced social enterprises as a vehicle to create job opportunities for the disadvantaged. However, there is limited research on social enterprises in the context of disability in relation to labour market integration. Drawing on the perspectives of representatives of work integration social enterprises and people with disabilities employed in these enterprises (n=21), this study examines whether and how work integration social enterprises promote inclusion for people with disabilities, and also explores the role of WISEs in enabling people with disabilities to transition into open employment. Thematic analysis revealed three key emergent themes: Cocooned inclusion but not transition; Reinforced normative demarcation; and WISEs as a deflection from institutionalizing proactive disability policy measures. This article argues that, although WISEs were able to provide job opportunities for people with disabilities, their purported function in enabling disabled people to transition into open employment remains constrained by factors beyond their control including prevailing norms and the absence of proactive disability employment measures. This article cautions against the over-romanticisation of WISEs as the primary means to ensure the rights of people with disabilities to participate in the labour market. Implications on disability employment policies in relation to social enterprises are discussed.

New Developments in Disability Employment Discrimination

1995 ◽  
Vol 14 (6/7) ◽  
pp. 1-7
Author(s):  
Cristina Saucedo‐Garcia ◽  
Brian H. Kleiner
Keyword(s):  
Employment Discrimination ◽  
New Developments ◽  
Disability Employment

The battle over employers’ demand for “more flexibility”

2016 ◽  
Vol 38 (6) ◽  
pp. 886-906 ◽  
Author(s):  
Erling Rasmussen ◽  
Barry Foster ◽  
Deirdre Farr
Keyword(s):  
New Zealand ◽  
Survey Design ◽  
Postal Questionnaire ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Policy Makers ◽  
Content Type ◽  
Employer Attitudes ◽  
Legislative Changes ◽  
Employment Legislation

Purpose The purpose of this paper is to place empirical research on New Zealand employers’ attitudes to collective bargaining and legislative change within the context of the long running debate of flexibility. Design/methodology/approach A cross-sectional survey design using a self-administered postal questionnaire, covering private sector employers with ten or more staff and including employers within all 17 standard industry classification. To explore particular issues, an additional in-depth interviews were conducted of 25 employers participating in the survey. Findings It is found that employers support overwhelmingly recent legislative changes though there are variations across industries and firm sizes. There is also considerable variation in terms of which legislative changes are applied in the workplace. Despite fewer constraints on employer-determined flexibility, there was a rather puzzling finding that most employers still think that employment legislation is even balanced or favouring employees. Originality/value Cross-sectional survey findings of New Zealand employer attitudes to legislative changes are few and provide valuable data for policy makers, unions, employers and employment relations researchers. The paper also contributes to a more comprehensive understanding of pressures to increase employer-determined flexibility in many western countries.

Attitudinal Barriers and Strategies for Overcoming Them

1983 ◽  
Vol 77 (6) ◽  
pp. 290-292 ◽  
Author(s):  
Judith M. Dixon
Keyword(s):  
Sex Role ◽  
Disabled Persons ◽  
Disability Benefit ◽  
Assertiveness Training ◽  
Employer Attitudes ◽  
Attitudinal Barriers ◽  
Sex Role Stereotyping ◽  
Training And Support ◽  
Visually Impaired Persons ◽  
To Receive

Women and disabled persons are both stigmatized by today's culture. In the general population, 58 percent of females are in the labor force; among blind or visually impaired persons, only 29 percent of females are employed or looking for work. One factor in this situation is the disincentive to work built into the disability benefit programs, although women are apt to receive a lower level of benefits than men. Other factors are employer attitudes toward blindness, and sex-role stereotyping. Major strategies for overcoming barriers include timely and accurate vocational preparation, assertiveness training, and support networks.

Sign in / Sign up

Export Citation Format

Share Document