This study examined the willingness of persons without disabilities (PWODs) to engage in personal relationships with persons with disabilities (PWDs). Participants ( N = 305) were primarily female Hispanic students (91%) preparing for careers in the helping professions. The Relationships and Disability Survey assessed the effect of the category and severity of disability on the type of relationships students were willing to have with PWDs. Students also ranked personal attributes of PWDs that might affect their willingness to engage in relationships. Results indicated that students were significantly more willing to have friendships and acquaintanceships with persons with mild to moderate disabilities and persons with sensory, health, and physical impairments. Students were least willing to marry or have a partnership with a PWD, especially if the PWD had cognitive and psychiatric impairments. Personal attributes of intelligence, kindness, and humor were rated most highly.

This study aimed to explore the experiences of employers who had long-term experiences with employing people with disabilities in Taiwan. In-depth qualitative interviews were adopted as the main data collection instrument. The participants included 12 Taiwanese employers in the private enterprise sector with 2 or more years of experience hiring employees with disabilities beyond the required employment quota enacted by the Taiwanese government. The results identified four main reasons that led to hiring, including personal experience relating to people with disabilities, economic concerns, charitable perspectives, and policy implications. Although the employers were highly willing to collaborate with vocational rehabilitation systems, their needs for services rendered differed in the distinct employment processes. Employers expressed greater concern about the employability of applicants with disabilities during the recruitment and selection process than during the placement and accommodation stages. Barriers to career advancement for individuals with disabilities were indicated. This study underscores the importance of demand-driven employment strategies and highlights the need to gain insights into the experiences of employers who actually work with people with disabilities. The implications of the findings for rehabilitation practitioners are discussed.

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The current study sought to explore attitudinal differences in college students toward people with disabilities (PWD) based on their demographic backgrounds and levels of prior contact. Participants were 311 undergraduate and graduate students at a large public university in the Midwest. Using the Attitudes Towards Disabled Persons Scale, Form-O (Yuker & Block, 1986) and the Contact with Disabled Persons Scale (Yuker & Hurley, 1987), a moderate positive correlation between attitudes and levels of contact was found (r = .302, p < .001). Significant differences in the mean scores of the ATDP were observed for different demographic groups. A subsequent ANCOVA indicated that levels of prior contact were influential on attitudes towards PWD. Implications for rehabilitation practice and future research are discussed.

Abstract.BACKGROUND: Employment of people with disabilities continues to be a concern in the field of rehabilitation counseling. Employment rates remain low, resulting in many people with disabilities living at or below the poverty line. OBJECTIVE: The purpose of this study was to investigate the perceptions of Hispanic small business owners toward hiring people with disabilities. METHODS:The 38-item Employer Attitudes Questionnaire (EAQ) and the 33-item Small Business Owners Survey (SBOS) were used to investigate attitudes and concerns about hiring issues along with the business owners' general feelings toward the Americans with Disabilities Act (ADA). Survey packets were distributed in the business districts of two selected cities in southern Texas. Two hundred and seventeen participants took part in the study. RESULTS: The findings suggest that there is a range of views about the capabilities of workers from various disability categories as well as differing opinions on the cost of reasonable accommodations. The results of a regression analysis yielded three significant predictors influencing hiring decisions: whether the business owner had a family member or a friend with a disability, the business owner's marital status, and their awareness of the ADA. CONCLUSIONS: There is a continuing need to educate small business owners about disability-and employment-rights legislation; however, cost considerations to provide reasonable accommodations for people with disabilities seem to be significantly more important for small business owners than for large corporations.