Assessing disability inclusion climate in the workplace: A brief report

Iwanaga, Kanako; Chen, Xiangli; Wu, Jia Rung; Lee, Beatrice; Chan, Fong; Bezyak, Jill; Grenawalt, Teresa Ann; Tansey, Timothy N.

doi:10.3233/jvr-180972

Cited by 10 publications

(5 citation statements)

References 14 publications

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“…Results indicated all disability inclusion strategies in their study were positively related to hiring intention. Iwanaga and colleagues [ 25 ] reported that disability inclusion training is related to inclusion of people with disabilities in the workplace. Fraser et al [ 26 , 27 ] also conducted a focus group study and a quantitative study using the Theory of Planned Behavior as their research framework.…”

Section: Introductionmentioning

confidence: 99%

Company Characteristics, Disability Inclusion Practices, and Employment of People with Disabilities in the Post COVID-19 Job Economy: A Cross Sectional Survey Study

et al. 2020

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Purpose In the post coronavirus disease 2019 (COVID-19) recession economy, rehabilitation counselors, transition specialists, and other disability service providers must redouble their efforts to connect with employers to create employment opportunities for people with physical and mental impairments. The purpose of the present study was to investigate company characteristics and effective disability inclusion practices that are related to employment of people with disabilities. Methods Four hundred sixty-six employers completed a demographic questionnaire and the Disability Inclusion Profiler . Results Results indicated company characteristics and disability practices were positively related to employment of people with disabilities. Conclusions Findings of the present study can be used by transition specialists, rehabilitation counselors, and other disability service providers to engage and connect with employers to increase employment opportunity for people with disabilities in the post COVID-19 economy. Future research and practice implications are provided.

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Section: Introductionmentioning

confidence: 99%

Company Characteristics, Disability Inclusion Practices, and Employment of People with Disabilities in the Post COVID-19 Job Economy: A Cross Sectional Survey Study

et al. 2020

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“…Conversely, some studies thematize cultural aspects with adverse implications for disabled employees. These encompass rigid employer attitudes [ 34 ] as well as instances of stigmatization [ 66 ], discrimination [ 67 ], and doubt and suspicion [ 50 ] coming from the organization.…”

Section: Resultsmentioning

confidence: 99%

Exploring the working conditions of disabled employees: a scoping review

Teborg,

Hünefeld,

Gerdes

2024

J Occup Med Toxicol

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Purpose Disabled people are often overlooked in considerations about work design, which contributes to their exclusion from the labor market. This issue also reflects within research, as the body of knowledge on the working conditions of disabled employees remains relatively limited. Methods A scoping review was conducted to assess the research landscape concerning the working conditions of disabled employees. Five databases have been searched, focusing on relevant studies published between 2017 and 2022. Results One hundred fourteen studies were included in the review. It was found that social aspects of work appeared within a substantial portion of the examined studies. Furthermore, it became evident that the interplay of accessibility and flexibility provides an important dynamic to make work design both inclusive and feasible. Conclusion The recurrent prominence of social aspects, accessibility, and flexibility across the studies shows common challenges and potentials within the work situation of disabled employees. This suggests avenues for future research and inclusive work design.

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“…However, a recent national needs assessment of SVRAs and their affiliates indicated that CE was a relatively lower priority in regard to technical assistance and training relative to greater needs of SVRAs in areas such as customized training, business outreach, and even the highly associated service area of supported employment (Tansey et al, in press). CE may be viewed as less of priority among the range of challenges and opportunities that SVRAs have in relation to increasing participation of persons with disabilities in their services (Lee et al, in press; Tansey et al, in press), particularly looking at transition-age youth with disabilities (Friedman et al, in press); increasing the quality of employment outcomes through services such as customized training, work-based learning, and apprenticeships (Tansey et al, in press); and ultimately, engaging and supporting businesses as part of a larger dual-customer approach in the recruitment (Iwanaga et al, 2018), hiring (Grenawalt et al, in press), and retention of people with disabilities in the workforce (Chen et al, in press; Wu et al, in press). Even the task of working to address system issues impacting SVRA outcomes, such as transportation (Bezyak et al, in press), may represent the greater existential threat to CIE and be identified as a higher priority than the development of CE services.…”

Section: Discussionmentioning

confidence: 99%

Use of Customized Employment in State Vocational Rehabilitation Programs: A Retrospective Study 2017–2020

Kim

Inge

Keeton³

et al. 2022

Rehabilitation Counseling Bulletin

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The purpose of this study was to examine the outcomes of customized employment via an analysis using Rehabilitation Services Administration Case Service Report (RSA-911) from Federal fiscal years of 2017 through 2020. The independent variables were demographics, barriers to employment, and types of state vocational rehabilitation agency (SVRA) services, and the dependent variables were competitive integrated employment status and weekly earnings at exit. Descriptive analyses, multiple logistic regression, and hierarchical multiple regression comprised data analysis. The study sample ( N = 2,280) was 57.9% male and 42.1% female and had a mean age of 32.69 years ( SD = 12.83). Seventy-seven percent identified themselves as White and 46.7% had a cognitive disability. The results of this study indicated that consumers who have cognitive disability and cultural barriers; are migrant farmworkers and/or dependents; and receive job placement assistance, short-term job supports, maintenance services, benefits counseling, and supported employment are more likely to get competitive integrated employment at exit ( R2 = .34). Multiple variables were found to be significantly related to weekly earnings at exit and explained 24% of the variance. Rehabilitation counselors should take into consideration the findings of this study to determine from which supports consumers may benefit to attain successful employment goals, particularly for customized employment.

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Assessing disability inclusion climate in the workplace: A brief report

Cited by 10 publications

References 14 publications

Company Characteristics, Disability Inclusion Practices, and Employment of People with Disabilities in the Post COVID-19 Job Economy: A Cross Sectional Survey Study

Company Characteristics, Disability Inclusion Practices, and Employment of People with Disabilities in the Post COVID-19 Job Economy: A Cross Sectional Survey Study

Exploring the working conditions of disabled employees: a scoping review

Use of Customized Employment in State Vocational Rehabilitation Programs: A Retrospective Study 2017–2020

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