A Review of the Literature and Implications for People with Disabilities (E-Human Resources Literature Review) (original) (raw)
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Employment and …, 2003
Background of the Research The purpose of this research is to investigate the impact of the Americans with Disabilities Act (ADA) employment provisions on the employment practices of private sector business. The intended outcome of the research is to assist in the identifi cation of employment practices that have been the most challenging in implementing the ADA, and to identify interventions that can be used by private sector employers and persons with disabilities to address these employment practices. Employment policy and practices that enhance both the hiring and retention of workers with disabilities are being examined. Most recently, our focus has been in information technology accessibility in the recruitment and employment processes.
Employment and Disability Institute …, 1999
This summarizes the results of recentlyconducted surveys in the United States, Great Britain, and Northern Ireland to assess employer response in each of these countries to their respective employment disability nondiscrimination legislation. Ten-page parallel surveys covering issues dealing with the respective employment provisions of the Americans with Disabilities Act of 1990 (ADA) in the U.S., and the Disability Discrimination Act (DDA) in the United Kingdom were administered to the membership of five different business organization membership groups. In the US, the survey was a collaborative effort of Cornell University, the Society for Human Resource Management (SHRM), the Washington Business Group on Health (WBGH), and the Lewin Group. In Britain, survey collaborators were Cornell University, the Employers' Forum on Disability and the Institute for Personnel and Development. The Northern Ireland survey was a collaboration between Cornell University and the Employers' Forum on Disability-Northern Ireland. The survey results reported here are based on the feedback of approximately 1900 US, Great Britain, and Northern Ireland employer representatives, mostly HR representatives, since these were the largest member organizations surveyed, and HR practice and employment disability nondiscrimination was the focus of interest.
HR’s Role in Managing Disability in the Workplace
Employment Relations Today, 2000
It is estimated that there are 43 million Americans with disabilities. Many of these citizens are significantly unemployed or underemployed compared with their nondisabled peers. This is true despite the fact that it has been a decade since the passage of the Americans with Disabilities Act, which prohibits disability discrimination. This article describes the role of employers, management, and especially the HR professionals in minimizing disability discrimination. Findings from a recent study of private-and federal-sector employers (Bruyère, 2000) 1 point to ways to successfully minimize the negative consequences of disability both for the individual and the workplace.
Employer-recommended strategies to increase opportunities for people with disabilities
Journal of Vocational Rehabilitation, 2014
BACKGROUND: The employment rate among persons with disabilities is less than half the rate among persons without disabilities. Broad innovations are needed to reduce this disparity. OBJECTIVE: We examined employers' perspective related to: a) challenges they face when hiring people with disabilities, b) advantages (i.e. the business case) to employing people with disabilities, and c) their recommendations for innovations in both the public disability employment services systems and their own hiring practices to increase employment of people with disabilities. METHODS: We conducted four focus groups with a total of 74 participants. Participants were purposively sampled among Massachusetts private and public sector employers. Qualitative methods were used to analyze the data. RESULTS: Employers identified stigma, uncertainties about applicant abilities, and the complexity of the public disability employment service system as hiring challenges, and increasing diversity, expanding talent and increasing brand loyalty as advantages to employing people with disabilities. Employers recommended establishing business-to-business networks and improving coordination across the disability employment service system to increase job opportunities for people with disabilities. CONCLUSIONS: Service system innovations and changes in employer hiring practices may increase employment among people with disabilities and have benefits to employers and companies, especially those looking to diversity their workforces.
Overview: The impact of ADA on human resources management
Human Resource Management Review, 1997
Social systems have always divided people into categories, the clean and unclean, pure and defiled, rich and poor, and able and disabled (Smith 1994). These divisions have been an affront to those who value social justice and the dignity of the individual. Thus, over the centuries, moral philosophers and leaders have repeatedly challenged the artificial boundaries separating people, and advocated a more compassionate vision of the human community .
Disability in a Technology-Driven Workplace
2003
New Internet and Web-based technology applications have meant significant cost and time efficiencies to many American businesses. However, many employers have not yet fully grasped the impact of these new information and communication technologies on applicants and employees with certain disabilities such as vision impairments, hearing problems or limited dexterity. Although not all applicants and employees who have a disability may experience IT-access problems, to select groups it can pose a needless barrier. The increasing dominance of IT in the workplace presents both a challenge and an opportunity for workers with disabilities and their employers. It will be up to HR professionals to ensure that Web-based HR processes and workplace technologies are accessible to their employees with disabilities.
HR strategies for integrating individuals with disabilities into the work place
Human Resource Management Review, 1997
The premise of this article is that the social and political forces which were sufficient to promote the passage of the ADA are not likely to hold the solution to equal employment opportunities in work organizations for people with disabilities. Moreover, employment opportunities, employability, employment decisions and employment discrimination in this area are ultimately under the control of not any one entity. That said, the leaders of progressive work organizations and the well-informed and motivated HR specialist working there can make a difference. This paper uses a multilevel/multi-stakeholder perspective to provide a "model of the problem", that is to articulate the forces facing those individuals with disabilities who seek to gain, retain or advance their employment. More to the point, this article goes on to provide insights into a tentative, but plausible "model of the solution" as one that might be adopted or acted on by key stakeholders relevant to the phenomenon.
The Use of Information Technology to Create a Better Workplace for Individuals with Disabilities
The disabilities market consists of 750,000,000 people worldwide and is growing rapidly. About 20% of the population of the Unites States is disabled; 25% of the population of the European Union is disabled. Moreover, every demographer is predicting that there will be huge labor shortages in many countries in the near future. It is crucial for firms to find ways to hire more disabled employees since, for one thing, they can be the engine for generating and developing new product ideas for this important group. The diversity we seek to achieve in the workplace includes not only gender and ethnic background, but disability as well. Computer and information technology has made it increasingly easy for disabled people to join the workforce. This paper describes how computer technology can play a role in accomplishing this goal. It examines new and existing technology that can be used to accommodate individuals with particular disabilities, specifically, visual impairment, hearing impair...