Many organizations are reluctant to hire candidates with disabilities on the ground that they would cost them more and went ahead deny smokers or overweight people employment opportunities. However, increased awareness about hiring and accommodations for people with disabilities have made many employers more willing to consider this population where hiring. Despite the increased awareness on this issue, many employers and organizations still hold varying attitudes and perceptions towards people with disabilities. This study explores employers’ attitudes and perceptions of hiring employees with disabilities.
Fraser, R. T., Johnson, K., Hebert, J., Ajzen, I., Copeland, J., Brown, P., " Chan, F. (2010). Understanding employers’ hiring intentions in relation to qualified workers with disabilities: Preliminary findings. Journal of occupational rehabilitation, 20(4), 420-426.
This investigation examined factors that influence employers’ beliefs, normative influences, and perceived control relative to employing candidates with disabilities. The researchers conducted three semi-structured focus group discussions with HR directors, COOs, and CEOs of firms with operations in Seattle – all of whom greatly influence hiring decisions. The results of the analysis of the qualitative data revealed variations in size among themes based on company size. Participants from small and mid-sized firms believed that persons with disabilities either lack qualification or ability to perform the work better. Managers in large corporations exhibited disbelief in the benefits of hiring employees with disabilities. This qualitative study clearly indicates that many employers believe that persons with disabilities cannot do work better. Furthermore, the study stresses the need to make accommodations – contact with vocational rehab – to enable this group to work more efficiently or effectively.
Morgan, R. L., " Alexander, M. (2005). The employer's perception: Employment of individuals with developmental disabilities. Journal of Vocational Rehabilitation, 23(1), 39-49.
This study investigated employers’ perception of individuals with disabilities with a focus on participants’ location (small or large city), type and size of business, average employment experience, and educational qualifications. The findings of the survey indicate that the majority of participants who were experienced showed that employing disabled persons usually or sometimes worked well and exhibited higher a higher likelihood of hiring them again. Those who had less experience were also found to be receptive to recruiting. Also, experienced employers reported higher rates in identifying merits of hiring workers with disabilities than their inexperienced counterparts, such as consistency in attendance, staff diversity, long-term employment, and stronger relationships with colleagues. Similarly, participants with more experience singled out many issues concerning with employing this group compared to respondents with limited experience, especially workplace safety. This study shades more light on both positive and negative perceptions employers hold toward employees with disabilities. It helps the reader to understand that perception varies based on experience in employment.
Snyder, L. A., Carmichael, J. S., Blackwell, L. V., Cleveland, J. N., " Thornton, G. C. (2010). Perceptions of discrimination and justice among employees with disabilities. Employee Responsibilities and Rights Journal, 22(1), 5-19.
The authors investigate whether this population is still subjected to more negative employment experiences in terms of discrimination and injustice. The results of the 1,880 participant survey showed that workers with disabilities are still subject to overt and subtle discriminatory and unjust experience at work compared to those with no disabilities. Employees with non-physical disabilities were found to encounter more adverse experiences that their physically-disabled counterparts. Perceived support (by the organization and supervisors) were found to exhibit a higher potential to reduce the effects of disability status on attitudes and perceptions at work. This article illuminates the persistent underrepresentation and discrimination of persons with disabilities in the workforce despite the enactment of the Americans with Disabilities Act several decades ago. The study suggests that support from supervisors and the company as a whole can help improve accommodation of individuals with disabilities at the workplace.
Vornholt, K., Uitdewilligen, S., " Nijhuis, F. J. (2013). Factors affecting the acceptance of people with disabilities at work: a literature review. Journal of occupational rehabilitation, 23(4), 463-475.
The authors of this journal provide a coherent literature review on factors that influence the accommodation of disabled persons in regular employment. Thematic analysis of the 48 articles found the traits of colleagues, individuals with disabilities and employers (or organizations) to be the major factors influencing acceptance of disabled persons. A great deal of the existing literature document factors influencing colleagues’ or employers’ perceptions of disabled workers like demographic variables. This article concluded that despite growing accumulation of findings on factors determining acceptance of workers with disabilities, there is still need to shade more light on the acceptance of employees with disabilities. Nonetheless, this article provides greater insights into factors that make organizations accept disabled employees. The article helps us understand that disabled employees tend to quit because they are often not accepted in the workplace. These insights help understand how to accommodate them at the workplace as well.
