The role of workplace accommodations in the employment of people with disabilities

Anand, Priyanka; Sevak, Purvi

doi:10.1186/s40173-017-0090-4

Cited by 50 publications

(45 citation statements)

References 12 publications

(13 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Specifically, respondents are asked "Does an ongoing health problem, impairment or disability limit your ability to work?" or, if out of the labor force or never worked, "Does an ongoing health problem, impairment or disability 6 Several papers also use data on specific subpopulations, such as workers injured on the job (Bronchetti & McInerney, 2015;Campolieti, 2005Campolieti, , 2009, women with breast cancer (Neumark et al, 2015), or vocational rehabilitation applicants (Anand & Sevak, 2017), or national survey data from another country such as Canada (Wang et al, 2004). 7 Note that the regular NHIS and CPS surveys do not include questions about employer accommodation, nor does the Survey of Income and Program Participation (SIPP).…”

Section: Design and Structure Of Existing Surveys Of Workplace Accommmentioning

confidence: 99%

“…Using data from the NHIS‐D, Loprest and Maag () examine unmet need among nonworkers with disabilities; focusing on individuals with a “high likelihood” of returning to work (a quarter of nonworkers with disabilities), they find one‐third could work with accommodation. Finally, a recent study by Anand and Sevak () finds 50 percent of vocational rehabilitation applicants in three states received accommodation from an employer.…”

Section: Introductionmentioning

confidence: 99%

“…Several papers also use data on specific subpopulations, such as workers injured on the job (Bronchetti & McInerney, ; Campolieti, , 2009), women with breast cancer (Neumark et al., ), or vocational rehabilitation applicants (Anand & Sevak, ), or national survey data from another country such as Canada (Wang et al., ).…”

mentioning

confidence: 99%

See 2 more Smart Citations

Unmet Need for Workplace Accommodation

Maestas

Mullen²,

Rennane³

2019

J Policy Anal Manage

View full text Add to dashboard Cite

We use experimental survey methods in a nationally representative survey to test alternative ways of identifying (1) individuals in the population who would be better able to work if they received workplace accommodation for a health condition; (2) the rate at which these individuals receive workplace accommodation; and (3) the rate at which accommodated workers are still working four years later, compared to similar workers who were not accommodated. We find that question order in disability surveys matters. We present suggestive evidence of priming effects that lead people to understate accommodation when first asked about work-limiting health problems. We also find a sizeable fraction of workers who report they receive a workplace accommodation for a health problem but do not report work limitations per se. Our preferred estimate of the size of the accommodation-sensitive population is 22.8 percent of all working age adults. We find that 47–58 percent of accommodation-sensitive individuals lack accommodation and would benefit from some kind of employer accommodation to either sustain or commence work. Finally, among accommodation-sensitive individuals, workers who were accommodated for a health problem in 2014 were 13.2 percentage points (18.5 percent) more likely to work in 2018 than those who were not accommodated in 2014.

show abstract

Section: Design and Structure Of Existing Surveys Of Workplace Accommmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Unmet Need for Workplace Accommodation

Maestas

Mullen²,

Rennane³

2019

J Policy Anal Manage

View full text Add to dashboard Cite

show abstract

“…In leveraging an organization"s reputable image and marketing programs through WOM, hiring of disabled frontline employees may play a major role [18]. Most of non-working people with disabilities reported their condition as an employment barrier that could be addressed with accommodations, such as lack of transportation or inaccessible workplace [19].…”

Section: Review Of Literaturementioning

confidence: 99%

Are Indian Organizations Disabled Friendly? - Inclusive Talent Acquisition Function for Indian Organizations

2019

IJITEE

View full text Add to dashboard Cite

This study aims to understand whether Indian Organizations have disabled-friendly work environment or not. Study also aims to understand the acceptability of disabled workforce among the Indian Organization. Finally, research recommends various practices and policies for aiding Indian organizations to create a disabled-friendly environment. This study aims at studying disability as diversity inclusion as a talent acquisition tool. This study has adopted the mixed method approach as a research methodology. Quantitative methodology to understand the present status of disabled workforce in India. Under qualitative study, interview Employees and Human Resource (HR) Managers as well as Non-Governmental Organizations (NGOs) – dealing with disabled peoplerepresentatives were conducted to understand the talent acquisition function and its inclusive approach. Findings of this study suggests ways through which inclusive work culture can be promoted in Indian Organization. Analysis of quantities and qualitative research reveals that Indian organizations have to go long way in engaging disabled employees at workplace. NGOs also reveals that even if talent acquisition functions looks inclusive but in reality it is not. Organizations should offer positions to disabled at all levels rather than at lower level. It will also contribute to an emerging conceptual framework on employment integration of people with disability and the role of employers within this framework. This study will guide Indian hiring agents to make talent acquisition a truly inclusive one. Such study has not been yet done in Indian organization, and it will be a guiding tool for talent acquisition managers as well as other researchers in this area.

show abstract

“…Consequently, society should pay attention to the unemployment problem of people with disabilities as employment plays an important role for people with disabilities who tend to be socially marginalized (Schur, 2002). Thus, certain elements such as workplace accommodations, including the built environment, job restructuring, and other supports have been shown to help people with disabilities maintain employment in inclusive settings (Anand and Sevak, 2017;Stancliffe et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

Are Disability And Employability The Eternal Antagonistics?

Tarifa-Fernández¹

2020

Preprint

View full text Add to dashboard Cite

Traditionally, people with disabilities have been excluded from the workplace despite they want to work, and their disabilities do not prevent them from doing so. They still suffer from stigmatization and this inequitable treatment, together with the lack of societal support, put their career development at risk. Through a bibliometric analysis, the study reviews more than 1.900 articles published in the last 50 years. It provides an overview of the topics analysed in relation to employment and disability. Thus, this study uncovers the areas that are receiving more attention based on the articles published in the last years. The results highlight that the topic remains relegated to journal directly connected with disabilities, which indicates a little acknowledgment of people with disabilities and their labour development. The evolution of studies has been congruent so that three differentiated periods have been identified, from merely legislation to social recognition.

show abstract

The role of workplace accommodations in the employment of people with disabilities

Cited by 50 publications

References 12 publications

Unmet Need for Workplace Accommodation

Unmet Need for Workplace Accommodation

Are Indian Organizations Disabled Friendly? - Inclusive Talent Acquisition Function for Indian Organizations

Are Disability And Employability The Eternal Antagonistics?

Contact Info

Product

Resources

About