Assessing Workplace Culture and Disability Inclusion Climate: A Preliminary Study

2021 ◽  
pp. JARC-D-20-00001
Author(s):  
Kanako Iwanaga ◽  
Fong Chan ◽  
Nicole Ditchman ◽  
Timothy N. Tansey
Keyword(s):  
Reliability And Validity ◽  
People With Disabilities ◽  
Organizational Factors ◽  
Internal Consistency Reliability ◽  
Assessment Tools ◽  
Workplace Culture ◽  
Persons With Disabilities ◽  
Policies And Procedures ◽  
Employment Rates ◽  
Disability Employment

The Workforce Innovation and Opportunities Act requires state vocational rehabilitation (VR) agencies to work closely with businesses to create employment opportunities for people with disabilities. The workplace climate may determine employers’ willingness to hire and retain persons with disabilities. Rehabilitation researchers are conducting research to validate assessment tools to help companies assess factors that affect their disability inclusion climate. The purpose of this study was to examine the factorial validity of the Workplace Culture and Disability Inclusion Questionnaire (WCDIQ), developed to assess the disability inclusion climate in a workplace and to evaluate organizational factors that contribute to disability employment and inclusive practices. A sample of 284 human resources managers and professionals who made hiring decisions participated in the study. Exploratory factor analysis indicated a four-factor solution: (a) disability inclusion policies and procedures, (b) disability inclusion efforts and strategies, (c) disability inclusion preparedness, and (d) health and illness management policies and procedures. All four factors had strong internal consistency reliability and correlated with disability employment rates. The results of this study provide initial support for the reliability and validity of the WCDIQ for use by employers to evaluate their disability employment and inclusion efforts, and identify areas that need improvement. With further refinement, the WCDIQ can be used to guide the development of evidence-based disability employment and inclusion interventions to promote employment opportunity for people with disabilities.

scholarly journals N-PASS Versus mPAT in Assessment and Management of Neonatal Pain at Neonatal ICUs in Palestine

2019 ◽  
Vol 4 (06) ◽  
Author(s):  
Khamis Elessi ◽  
Shireen Abed ◽  
Tayseer Jamal Afifi ◽  
Rawan Utt ◽  
Mahmood Elblbessy ◽  
...  
Keyword(s):  
Pain Score ◽  
Pain Assessment ◽  
Assessment Tool ◽  
Disease Process ◽  
Reliability And Validity ◽  
Internal Consistency Reliability ◽  
Assessment Tools ◽  
Therapeutic Interventions ◽  
P Value ◽  
Neonatal Pain

Background: Neonates frequently experience pain as a result of diagnostic or therapeutic interventions or as a result of a disease process. Neonates cannot verbalize their pain experience and depend on others to recognize, assess and manage their pain. Neonates may suffer immediate or long-term consequences of unrelieved pain. Accurate assessment of pain is essential to provide adequate management. Observational scales, which include physiological and behavioral responses to pain, are available to aid consistent pain management. Pain assessment is considered as the fifth vital sign. Objectives: Aims of the present study were (1) to compare two commonly cited neonatal pain assessment tools, Neonatal Pain, Agitation and Sedation Scale (N-PASS) and modified Pain Assessment Tool (mPAT), with regard to their psychometric qualities, (2) to explore intuitive clinicians' ratings by relating them to the tools' items and (3) to ensure that neonates receive adequate pain control. Methods: Two coders applied both pain assessment tools to 850 neonates while undergoing a painful or a stressful procedure. Each neonate was assessed before, during and after the procedure. The evaluation before and after the procedure was done using NPASS, while pain score during the procedure was assessed by mPAT. Analyses of variances and regression analyses were used to investigate whether tools could discriminate between the procedures and whether tools' items were predictors of pain severity. Results: Internal consistency, reliability and validity were high for both assessment tools. N-PASS tool discriminated between painful and stressful situations better than mPAT. There was no relation between the age of neonate and the pain score. Moreover, P-value was statistically significant between mPAT score and post procedural assessment score as well as between pre and post procedural assessment scores. Conclusion: Both assessment tools performed equally well regarding physiologic parameters. However, N-PASS makes it possible to assess pain during sedation. It was noticed that gaps exist between practitioner knowledge and attitude regarding neonatal pain.

scholarly journals Organizational Hiring Practices Of Persons With Disabilities: A Study And Review Of Corporations, Small Businesses, Non-Profit Organizations, Foundations, And The US Government

2012 ◽  
Vol 7 (2) ◽  
pp. 79-82
Author(s):  
Nancy A. Maier ◽  
Gregory W. Ulferts ◽  
Terry L. Howard
Keyword(s):  
Small Businesses ◽  
Minority Group ◽  
People With Disabilities ◽  
Hiring Practices ◽  
Federal State ◽  
Persons With Disabilities ◽  
Non Profit ◽  
The Us ◽  
Us Government ◽  
Employment Rates

This paper presents findings from research conducted to identify organizational hiring practices of people with disabilities. Despite the passage of the American with Disabilities Act in 1990, employment rates for people with disabilities remain far lower than for people of any other minority group. Further, this paper will offer best practices in hiring people with disabilities and resources available through federal, state and private sectors.

scholarly journals The disability employment gap in European countries: What is the role of labour market policy?

2021 ◽  
pp. 095892872110024
Author(s):  
Roos van der Zwan ◽  
Paul de Beer
Keyword(s):  
Labour Market ◽  
People With Disabilities ◽  
Employment Protection ◽  
European Countries ◽  
Social Investment ◽  
Persons With Disabilities ◽  
Labour Market Policies ◽  
The Social ◽  
Employment Gap ◽  
Disability Employment

Across Europe, the labour market participation of persons with disabilities remains lower than that of persons without a disability. Our research examines this disability employment gap, looking specifically at its variation by country and gender. Additionally, we test the influence of labour market policies – testing both the social investment perspective and the welfare scepticism perspective – on the size of the gap, in an effort to determine whether a more generous welfare state raises or lowers the employment rate of people with disabilities. Using the European Union Statistics on Income and Living Conditions (EU-SILC), we show that Southern European countries have the smallest disability employment gap. Whereas stricter employment protection legislation is found to be beneficial for people with disabilities on the labour market, other labour market policies specifically intended to benefit this group do not strongly affect their chances on the labour market. These findings support the social investment perspective and show that social policies can have a positive effect on the employment of people with disabilities.

A Pilot Study Examining the Test–Retest and Internal Consistency Reliability of the ABLLS-R

2016 ◽  
Vol 36 (4) ◽  
pp. 405-410 ◽  
Author(s):  
James W. Partington ◽  
Autumn Bailey ◽  
Scott W. Partington
Keyword(s):  
Pilot Study ◽  
Internal Consistency ◽  
Reliability And Validity ◽  
Internal Consistency Reliability ◽  
Assessment Tools ◽  
Learning Skills ◽  
Retest Reliability ◽  
Basic Language ◽  
Using Data ◽  
Test Retest Reliability

The literature contains a variety of assessment tools for measuring the skills of individuals with autism or other developmental delays, but most lack adequate empirical evidence supporting their reliability and validity. The current pilot study sought to examine the reliability of scores obtained from the Assessment of Basic Language and Learning Skills–Revised (ABLLS-R). Two forms of reliability were measured: internal consistency and test–retest reliability. Analyses using data obtained from neuro-typical children ( N = 50) yielded strong evidence of internal consistency and test–retest reliability. These preliminary findings suggest that the ABLLS-R can yield reliable scores.

Labour market inequalities across disability statuses, sex and age

2021 ◽  
Vol 66 (11) ◽  
pp. 1-26
Author(s):  
Elżbieta Gołata
Keyword(s):  
Labour Market ◽  
Unemployment Rate ◽  
Economic Activity ◽  
Census Data ◽  
Labour Force ◽  
People With Disabilities ◽  
Entire Population ◽  
Persons With Disabilities ◽  
Employment Rates ◽  
The Stability

The paper analyses basic issues relating to labour market discrimination experienced by persons with disabilities, which is reflected in the different levels of employment and unemployment of this group of people in relation to the entire population. Therefore, the aim of the study is to identify the inequality in the labour market with respect to the disability status, sex and age, and to assess the stability of this relation over time. The research covers the period from 2001 to 2018 and was based on the 2002 and 2011 Census and the Labour Force Survey (LFS) data. The examination of the inequalities in economic activity between people with disabilities and the entire population while taking into account both sex and age was based on the analysis of census data. The stability of this relation was verified on the basis of LFS data, which provide information on employment and unemployment among persons with disabilities in general or separately by sex or age. The constructed patterns were used to estimate the economic activity of people with disabilities in 2011. The paper used methods of demographic analysis, comparative statistics, time series, the verification of statistical hypotheses and statistical estimation. Clear differences concern men aged 35–39 and women aged 40–49. The employment rate for men with disabilities is three times lower, and for women 2.5 times lower than among the whole population. The relationship between employment rates was essentially constant over the 2001–2018 period. An upward trend was observed in the case of the unemployment rate. 2008 saw a clear increase in the disproportion in relation to the trend. The unemployment rate among persons with disabilities compared to the entire population was higher for men by an average of 60% and by 50% for women.

Assessing employers’ stigmatizing attitudes toward people with disabilities: A brief report

2021 ◽  
pp. 1-7
Author(s):  
Jill Bezyak ◽  
Kanako Iwanaga ◽  
Erin Moser ◽  
Fong Chan
Keyword(s):  
People With Disabilities ◽  
Assessment Tools ◽  
Negative Attitudes ◽  
Negative Stereotypes ◽  
Individuals With Disabilities ◽  
Marginalized Groups ◽  
Study Results ◽  
Stigmatizing Attitudes ◽  
Areas Of Concern ◽  
Unidimensional Structure

BACKGROUND: People with disabilities are one of the most marginalized groups in society, and having a disability significantly increases the likelihood of unemployment or underemployment. The reluctance to hire individuals with disabilities is significantly influenced by the longstanding, negative stereotypes of people with disabilities. OBJECTIVE: To better understand employers’ negative attitudes toward individuals with disabilities, assessment tools must properly capture factors contributing to this stigma. METHODS: The Employers’ Stigmatizing Attitudes toward People with Disabilities Scale (ESATPD) was validated in the current study. RESULTS: Results of the exploratory factor analysis indicate a strong, unidimensional structure of the scale accounting for 47.14% of the total variance with a sample. The single ESATPD factor was labeled employment stigma. In addition, higher levels of employers’ stigma were related to negative attitudes toward disability, decreased support of recruitment efforts, as well as decreased intentions of hiring people with disabilities. CONCLUSION: Results support the implementation of tailored interventions directed at specific areas of concern for employers and employees in hiring positions.

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.

Support for the Americans With Disabilities Act Among Nondisabled People

2021 ◽  
pp. 104420732110231
Author(s):  
Carli Friedman ◽  
Laura VanPuymbrouck
Keyword(s):  
Civil Rights ◽  
Americans With Disabilities Act ◽  
A Priori ◽  
People With Disabilities ◽  
Secondary Data ◽  
The United States ◽  
Limited Participation ◽  
Persons With Disabilities ◽  
Research Questions ◽  
The Relationship

The Americans with Disabilities Act (ADA) opened the doors to access and enhanced the civil rights of people with disabilities. However, a lack of accessibility to all segments of society continues throughout the United States and is frequently described by people with disabilities as a leading cause for limited participation. Beliefs and attitudes regarding disability can affect critical decisions regarding inclusion and people with disabilities’ civil rights. Therefore, the purpose of this study was to explore support and opposition to the ADA among nondisabled people. We had the following research questions: (a) What is the relationship between disability prejudice and support for the ADA? and (b) When controlling for disability prejudice, what other factors lead people to support the ADA? To do so, we examined secondary data from approximately 13,000 participants from all 50 states and the District of Columbia. Findings from this study revealed that people who oppose the ADA are significantly more prejudiced toward people with disabilities than people who support the ADA. Understanding and becoming aware of attitudes and prejudice toward persons with disabilities can be a first step toward dispelling such beliefs and possibly a priori step to achieving the intent and spirit of the ADA.

scholarly journals Digital Competence Assessment Methods in Higher Education: A Systematic Literature Review

2021 ◽  
Vol 11 (8) ◽  
pp. 402
Author(s):  
Linda Helene Sillat ◽  
Kairit Tammets ◽  
Mart Laanpere
Keyword(s):  
Higher Education ◽  
Literature Review ◽  
Systematic Literature Review ◽  
Reliability And Validity ◽  
Assessment Tools ◽  
Competence Assessment ◽  
Validity And Reliability ◽  
Digital Competence ◽  
Need To Evaluate ◽  
Assessment In Higher Education

The rapid increase in recent years in the number of different digital competency frameworks, models, and strategies has prompted an increasing popularity for making the argument in favor of the need to evaluate and assess digital competence. To support the process of digital competence assessment, it is consequently necessary to understand the different approaches and methods. This paper carries out a systematic literature review and includes an analysis of the existing proposals and conceptions of digital competence assessment processes and methods in higher education, with the aim of better understanding the field of research. The review follows three objectives: (i) describe the characteristics of digital competence assessment processes and methods in higher education; (ii) provide an overview of current trends; and, finally, (iii) identify challenges and issues in digital competence assessment in higher education with a focus on the reliability and validity of the proposed methods. On the basis of the findings, and as a result of the COVID-19 pandemic, digital competence assessment in higher education requires more attention, with a specific focus on instrument validity and reliability. Furthermore, it will be of great importance to further investigate the use of assessment tools to support systematic digital competence assessment processes. The analysis includes possible opportunities and ideas for future lines of work in digital competence evaluation in higher education.

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