The Employers’ perspective on barriers and facilitators to employment of people with intellectual disability: A differential mixed‐method approach

Kocman, Andreas; Fischer, Linda; Weber, Germain

doi:10.1111/jar.12375

Cited by 62 publications

(48 citation statements)

References 29 publications

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“…Individual (or personal) barriers include relationship and social skills difficulties [16][17][18][19]; impairments in verbal and nonverbal communication [12,20,21] and difficulty with changes in routine [15,22]. The most common external (or environmental) barriers include employer characteristics (e.g., type of business, size, location) and employment setting policies and practices [23,24]; employers' attitudes and misconceptions [12,13,[24][25][26][27][28]; work setting [12]; perceived costs of accommodation [23,29,30]; low family expectations [17,31] and stigma [32,33]. Much of this work on barriers is descriptive in nature.…”

Section: Introductionmentioning

confidence: 99%

“…Few studies to date have employed a multi-stakeholder qualitative approach. Most of the previous research on employment for persons with developmental disabilities has been driven by survey or population data [e.g., 9,27,[36][37][38][39][40][41] or from the perspective of a single stakeholder group [24,27,[42][43][44]. A better understanding of barriers relative to persons with developmental disabilities and employment from the multiple perspectives of a diverse group of stakeholders helps to inform future policies in the area of inclusive employment as well as to aid direct efforts to create more appropriate supports and resources.…”

Section: Introductionmentioning

confidence: 99%

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Prioritizing barriers and solutions to improve employment for persons with developmental disabilities

Khayatzadeh‐Mahani

Wittevrongel

Nicholas

et al. 2019

Disability and Rehabilitation

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Purpose: Persons with a developmental disability have the lowest rate of labour force participation relative to other disabilities. The widening gap between the labour force participation of persons with versus without disability has been an enduring concern for many governments across the globe, which has led to policy initiatives such as labour market activation programs, welfare reforms, and equality laws. Despite these policies, persistently poor labour force participation rates for persons with developmental disabilities suggest that this population experiences pervasive barriers to participating in the labour force. Materials and methods: In this study, a two-phase qualitative research design was used to systematically identify, explore and prioritize barriers to employment for persons with developmental disabilities, potential policy solutions and criteria for evaluating future policy initiatives. Incorporating diverse stakeholder perspectives, a Nominal Group Technique and a modified Delphi technique were used to collect and analyze data. Results: Findings indicate that barriers to employment for persons with developmental disabilities are multi-factorial and policy solutions to address these barriers require stakeholder engagement and collaboration from multiple sectors. Conclusions: Individual, environmental and societal factors all impact employment outcomes for persons with developmental disabilities. Policy and decision makers need to address barriers to employment for persons with developmental disabilities more holistically by designing policies considering employers and the workplace, persons with developmental disabilities and the broader society. Findings call for crosssectoral collaboration using a Whole of Government approach. ä IMPLICATIONS FOR REHABILITATION Persons with a developmental disability face lower levels of labour force participation than any other disability group. Individual, environmental and societal factors all impact employment outcomes for persons with developmental disabilities. Decision and policy makers need to address barriers to employment for persons with developmental disabilities holistically through policies guiding employers and broader societal behaviour in addition to those aimed at the individuals (such as skill development or training). Due to multi-factorial nature of barriers to employment for persons with developmental disabilities, policy solutions are wide-ranging and fall under the responsibility of multiple sectors for implementation. This calls for cross-sectoral collaboration using a "Whole of Government" approach, with shared goals and integrated responses.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Prioritizing barriers and solutions to improve employment for persons with developmental disabilities

Khayatzadeh‐Mahani

Wittevrongel

Nicholas

et al. 2019

Disability and Rehabilitation

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“…Most of the previous research on employment for PWDD has been driven by survey or population data e.g. [1,[69][70][71][72][73][74][75] or from the perspective of a single stakeholder group [70,[76][77][78][79].…”

Section: Discussionmentioning

confidence: 99%

Stakeholders’ engagement in co-producing policy-relevant knowledge to facilitate employment for persons with developmental disabilities

Khayatzadeh‐Mahani

Wittevrongel

Petermann

et al. 2020

Health Res Policy Sys

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Background: Persons with developmental disabilities (PWDD) face a number of individual, environmental and societal barriers when seeking employment. Integrated knowledge translation (IKT) involves ongoing and dynamic interactions between researchers and stakeholders for the purpose of engaging in mutually beneficial research to address these types of multi-faceted barriers. There is a knowledge gap in the IKT literature on effective stakeholder engagement strategies outside of the dissemination stage to inform policy. In this paper, we report on a number of engagement strategies employed over a 2-year period to engage a wide range of stakeholders in different stages of an IKT project that aimed to investigate the 'wicked' problem of employment for PWDD. Method: Our engagement plan included multiple linked strategies and was designed to ensure the meaningful engagement of, and knowledge co-production with, stakeholders. We held two participatory consensus-building stakeholder policy dialogue events to co-produce knowledge utilising the nominal group technique and the modified Delphi technique. A total of 31 and 49 stakeholders engaged in the first and second events, respectively, from six key stakeholder groups. Focused engagement strategies were employed to build on the stakeholder dialogues for knowledge mobilisation and included a focus group attended only by PWDD, a stakeholder workshop attended only by policy/decision-makers, a webinar attended by human resources professionals and employers, and a current affairs panel attended by the general public. Results: Our findings suggest that the level of engagement for each stakeholder group varies depending on the goal and need of the project. Our stakeholder dialogue findings highlight the inherent challenges in co-framing and knowledge co-production through the meaningful engagement of multiple stakeholders who hold different ideas and interests. Focused outreach is needed to foster relationships and trust for meaningful engagement.

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“…The main cause identified is the employers' attitude towards hiring disabled person. Employers have a negative perception towards person with disabilities whereby they are concerned that person with disabilities could not perform the task (19)(20)(21)(22). Past literature shows that attitude of managers impact the hiring of PWDs (23)(24)(25) found that attitude influences intention, while in turn, intention predicts behaviour.…”

Section: Employers' Attitudementioning

confidence: 99%

“…They are concerned about co-workers attitudes towards person with disabilities (33) and the ability of their supervisors in managing person with disabilities (20). It is also evident from the literature that employers fear of legal liability (22,27).…”

Section: Employers' Attitudementioning

confidence: 99%

A Systematic Literature Review of the Barriers to Job Placement for Person with Disabilities

Anuaruddin¹,

Rahman²,

Patah³

et al. 2018

IJET

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People often fail to realize that the disabled population is an important but largely untapped human resource. Prejudices and misconceptions about person with disabilities’ ability to perform and compete in the open market are likely to be the cause. This research endeavor provides an overview of some of the factors that contributes for low ratio of job placements for persons with disabilities. Study about such factors is imperative so as to improve understanding regarding this phenomenon and increase employment opportunities for person with disabilities. Review of literature is carried out to highlight the barriers to job placement for persons with disabilities. Some of the barriers highlighted in this study are the attitude of the employers towards the hiring of persons with disabilities, job demand, and attitude of disabled persons. This paper concludes that more training and awareness programs should be conducted to educate employers about human resource policies, practices and strategies for persons with disabilities to improve their participation in the mainstream workforce. This research will have useful implications for the policy makers for incorporating untapped human resource in the form of persons with disabilities.

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The Employers’ perspective on barriers and facilitators to employment of people with intellectual disability: A differential mixed‐method approach

Abstract: Employers' differentiated expectations and reservations towards hiring individuals with specific disabilities need to be taken into account to increase employment for people with intellectual disability.

Cited by 62 publications

References 29 publications

Prioritizing barriers and solutions to improve employment for persons with developmental disabilities

Prioritizing barriers and solutions to improve employment for persons with developmental disabilities

Stakeholders’ engagement in co-producing policy-relevant knowledge to facilitate employment for persons with developmental disabilities

A Systematic Literature Review of the Barriers to Job Placement for Person with Disabilities

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