Employer-driven disability services provided by a medium-sized information technology company: A qualitative case study

Living with a long-term health condition and seeking paid work: qualitative systematic review and thematic synthesis

“…Reliance on "informal" or alternative routes into employment to contend with discrimination and increase confidence in workability Studies reported that the main assumption in the context of employment (across employers, support networks and people living with long-term conditions) was that a long-term condition will negatively affect ability to do the job [4,9,27,30,32,39,[45][46][47]50]. Because of these dominant abelist discourses, there was a vicious cycle of people living with long-term conditions being out of work [30].…”

“…For employers, one of the important issues was in relation to perceived risk. Concerns were about workplace safety risks in the present, and future risk if an employee turned out to be unreliable or unable to do the job [4,9,27,30,32,39,[45][46][47]50]. This was particularly acute when a potential employee had a long-term condition that was (or was perceived to be) unstable or deteriorating [39,40,46,50].…”

“…Concerns were about workplace safety risks in the present, and future risk if an employee turned out to be unreliable or unable to do the job [4,9,27,30,32,39,[45][46][47]50]. This was particularly acute when a potential employee had a long-term condition that was (or was perceived to be) unstable or deteriorating [39,40,46,50]. Concerns about risk negatively affected hiring decisions, but employment support and advocacy services were seen as a "safety net" by employers in some studies, and it was mainly experiences with people with long-term conditions in the workplace that shifted employer beliefs and expectations [31,32,50].…”

“…This was particularly acute when a potential employee had a long-term condition that was (or was perceived to be) unstable or deteriorating [39,40,46,50]. Concerns about risk negatively affected hiring decisions, but employment support and advocacy services were seen as a "safety net" by employers in some studies, and it was mainly experiences with people with long-term conditions in the workplace that shifted employer beliefs and expectations [31,32,50]. Some employers were open to or motivated to create opportunities, but needed advice and assistance from vocational specialists [30,47].…”

Emerging Issues Regarding the Employment and Career Development of Americans with Disabilities

“…Using a general inductive approach to analyze their community conversations data, areas of service for transition age youth with disabilities, they found five service areas that are important to transition age youth with disabilities; they are (a) demand side focused vocational rehabilitation services, (b) transition services for building employment skills, (c) connecting existing community based resources, (d) advocacy services, and (e) parent and family involvement in transition. Phillips et al (2016) conducted interviews with staff and managers associated with the nAblement job placement division of SPR Consulting, a medium-sized information technology company in Chicago. Using the consensual qualitative research (CQR) approach to analyze the qualitative data, findings of their study revealed unique advantages and challenges for people with disabilities receiving in-house, demandside employment and training services.…”