Many organizations are reluctant to hire candidates with disabilities claiming they would cost them more and continue to deny people with disabilities employment opportunities. However, increased awareness about hiring and accommodations for people with disabilities have made many employers more willing to consider this population when 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’ perceptions and attitudes on hiring employees with disabilities.
Annotated Bibliography
Ameri, M., Schur, L., Adya, M., Bentley, F. S., McKay, P., " Kruse, D. (2015). The disability employment puzzle: a field experiment on employer hiring behavior. ILR Review, 0019793917717474.
In this field experiment article, the researchers examined possible discrimination against individuals with disabilities in the hiring behavior of employers. The researchers designed and forwarded job applications to a total of 6,016 accounting vacancies for which the candidates’ disabilities have low chances of impacting individual productivity. the cover letters were placed into three equal groups each disclosing that the applicant had spinal cord injury, Asperger’s syndrome, and no disability, respectively. The results of the experiment indicated that employers expressed 26 percent less interest in candidates with disabilities compared to the other two groups. Applicants with more experience and small private firms that fall outside the ADA protection reported a concentrated gap. The test indicates that ADA has positively contributed to the reduction of the disability gap. The researchers conclude that there is a potential room for employer and policy efforts to improve employment opportunities for disabled individuals. Nonetheless, this article demonstrates how workers with disabilities can be discriminated particularly in hiring. Also, the article supports the need for employers to make accommodations for disabled persons at the workplace.
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 impacts, and perceived control related 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 lack either 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.
Hartnett, H. P., Stuart, H., Thurman, H., Loy, B., " Batiste, L. C. (2011). Employers' perceptions of the benefits of workplace accommodations: Reasons to hire, retain and promote people with disabilities. Journal of Vocational Rehabilitation, 34(1), 17-23.
This article brings us to the attention that persons with disabilities are still subject to underrepresentation despite ADA’s clear provisions. To gain deeper insights into this issue, this article undertook an analysis of data derived from an ongoing investigation by the Department of Labor’s Job Accommodation Network, which documented benefits related to the hire, retention, and accommodation of employees with disabilities. The results of the data analysis show that employment of disabled persons enables companies to retain quality talent, increase profit margin, avert costs linked to hiring and training new talent. Also, corporations that provide necessary accommodations aimed at retaining employees were found to have improved organizational culture, inclusive work environment, and workers who believe their employers value them as employees and as human beings. This article is very relevant to the current study because it identifies insightful information on how organizations can retain workers with disabilities. These insights inform the practice of employment of individuals with disabilities.
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 article investigated the employers’ perception of individuals with disabilities with a focus on participants’ location, 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 worked well and exhibited a higher likelihood of hiring them again. Those who had less experience were also found to be receptive to recruiting. In addition, 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.
Olson, D., Cioffi, A., Yovanoff, P., " Mank, D. (2001). Employers' perceptions of employees with mental retardation. Journal of Vocational Rehabilitation, 16(2), 125-133.
In this article documents a nationwide survey that examined employers’ attitude and perceptions toward individuals who are mentally retarded. The findings of this survey indicated that employers of all sizes (small, mid-sized, and large corporations) not only exhibit favorable experience in hiring persons who are mentally retarded but also appreciate the training offered by supported employment service providers. Furthermore, the results document accommodations many employers make for employees with mental retardation, including extra supervision time, flexible working hours, and coaching, which are seen to attract minimal cost to the organization. Also, companies incur similar or lower costs on managing mentally retarded workers than non-disabled employees. However, supervision and training of employees with mental retardation were found to be costly. This paper narrows the current debate to employers’ perception of individuals with mental retardation. It generates greater insights into the cost of disabled employees and their accommodations.
Shier, M., Graham, J. R., " Jones, M. E. (2009). Barriers to employment as experienced by disabled people: a qualitative analysis in Calgary and Regina, Canada. Disability " Society, 24(1), 63-75.
This research article noted a gap in existing literature on employment of disabled people. The article acknowledges that public policies push for greater inclusion of persons with disabilities in the labor market and propose approaches for implementing measures to accommodate this population. However, the authors note a gap in existing literature – experiences of individuals with disabilities in the labor markets. In an attempt to close this gap, the researchers conducted face-to-face and focus group interviews with 56 disabled Canadians engaged in employment training programs in Calgary and Regina between 2005 and 2006. The study established that workplace and employer discrimination and labeling primarily hinder individuals with disabilities from successfully securing and maintaining employment. The findings indicate that perceptions of disability greatly affect disabled persons’ ability to get and maintain job opportunities compared to the absence of accommodative practices and measures at work. This article explains how attitudes toward employees with disabilities impede them from getting and staying 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 injustice and discrimination. The results of the 1880-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 article 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.
References
Ameri, M., Schur, L., Adya, M., Bentley, F. S., McKay, P., " Kruse, D. (2015). The disability employment puzzle: a field experiment on employer hiring behavior. ILR Review, 0019793917717474.
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.
Hartnett, H. P., Stuart, H., Thurman, H., Loy, B., " Batiste, L. C. (2011). Employers' perceptions of the benefits of workplace accommodations: Reasons to hire, retain and promote people with disabilities. Journal of Vocational Rehabilitation, 34(1), 17-23.
Morgan, R. L., " Alexander, M. (2005). The employer's perception: Employment of individuals with developmental disabilities. Journal of Vocational Rehabilitation, 23(1), 39-49.
Olson, D., Cioffi, A., Yovanoff, P., " Mank, D. (2001). Employers' perceptions of employees with mental retardation. Journal of Vocational Rehabilitation, 16(2), 125-133.
Shier, M., Graham, J. R., " Jones, M. E. (2009). Barriers to employment as experienced by disabled people: a qualitative analysis in Calgary and Regina, Canada. Disability " Society, 24(1), 63-75.
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.
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.
