Employment and Adults Who Are Deaf or Hard of Hearing: Current Status and Experiences of Barriers, Accommodations, and Stress in the Workplace (original) (raw)
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Understanding the Factors of Low Employment among Deaf People From the Perspective of Job Coaches
International Journal of Academic Research in Business and Social Sciences, 2021
The employment's issues of people with disability (PWD) are not only limited to Malaysia but extend to the global context. Despite introducing the Malaysian Disabilities Act 2008, which entitled PWD for an equal right to access to employment, and various strategies at the national level, the employment rates for PWD are still low. PWDs are often excluded from the mainstream labour market, thence considered as the marginalized group. This research was conducted to explore the factors of low employment among deaf people, particularly in Johor Bahru, Malaysia. Qualitative research design was employed for this study whereby a focus group discussion was conducted with job coaches in a PWD Job Placement Unit and with the president of Deaf Society. The findings revealed several organizational, people and extraorganizational factors that contribute to low employment among deaf people.
Employment status of the members of Tehran deaf community
Background and Aim: Regarding the importance of employment in social and emotional status of individuals, it would be important for the deaf. The purpose of the present study was to assess the employment status of the members of Tehran deaf community. Methods: This descriptive study was performed on all members of Tehran deaf community. A researchers-made questionnaire which had three parts (demographic information, employment status of the deaf members and their attitudes regarding employment) was used in this study. The obtained data were analyzed using descriptive methods. Results: Majority of deaf community members were adult (ages ranging between 18 and 30). Sixtyeight of them (52.5%) were female and 53 (47.5%) were male, from our participants, 56.2% were unemployed and 43.8% were employed. Main problems were: having no access to facilities regarding their disability (14.5%), communication problems (9.4%), lower salaries because of their disability (12.4%), being far from the working place (15.4%), disproportion of working environment to their disability (11.4%), maltreatment of their coworkers (13.2%), maltreatment of their employer (12.5%) and discrimination because of their disability (11.2%), the attitudes of the deaf members were positive regarding the employment in all areas: 90% of them considered it as an essential part of life versus 10% of them mentioned not very important issue. Conclusion: Our findings showed that most of the deaf were supported by their family members, but not by the social facilities or their past education. The social policies should be reformed to support employment of the deaf.
Developments, Barriers, and Implications of Supported Employment for People with Disabilities
Being able to work is an important part of life for many adults. Meaningful work not only promotes self-efficacy but also provides financial independence. However, people with disabilities face many barriers as they attempt to participate in the labor force. Widely recognized as an effective evidence-based employment approach for people with disabilities, supported employment offers people with disabilities employment opportunities and vocational training in structured work settings with intensive on-the-job support as needed. Supported employment can be applied to populations with psychiatric, developmental, and co-occurring disabilities. Research has shown that supported employment provides a higher competitive employment rate than other vocational approaches. We discuss barriers to implementing supported employment and offers suggestions for possible future studies to examine factors related to the implementation. To promote the practice of supported employment, rehabilitation professionals must keep abreast of disability policies, upgrade their knowledge and skills with cutting-edge practices, and conduct more basic and applied research.
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Deaf people experience higher rates of unemployment and underemployment and earn lifetime wages that are between 356,000and356,000 and 356,000and609,000 less than their comparably educated normally hearing counterparts. This results in a substantial loss of earning power and career identity for members of this underutilized population of workers. This article examines how communication difficulties pose a major barrier to employment retention and advancement for deaf employees. These barriers exist (a) within the employee in terms of nonfluent use of English and reliance upon American Sign Language, (b) with the employment site, and (c) with agency service personnel. Primarily, these barriers reflect a lack of understanding of the cultural and communication needs of deaf people. Strategies to ameliorate these barriers include a model of long-term employment support using an ecological framework.
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