Factors affecting the acceptance of people with disabilities at work: a literature review

Examining the impact of self-stigma on workplace well-being: an empirical investigation of medical students with physical disabilities in China and the moderating role of trait mindfulness

BACKGROUND

As societal evolution unfolds in China, individuals with physical disabilities are increasingly provided opportunities in higher education, particularly in the field of medicine. However, these medical students often encounter bias in their work environments, including during internships, which fosters self-stigma and impedes their experience for workplace well-being (WWB). Such a decrease in WWB detrimentally affects not only their mental health in the workplace but also hinders their sense of personal worth and assimilation into broader society. This study aims to examine the challenges faced by medical students with physical disabilities in China as they aspire to achieve WWB, and to explore potential intervention strategies.

METHODS

Leveraging cognitive consistency theory (CCT), we introduces a conceptual framework to examine the relationships among self-stigma, perceived discrimination, and WWB. It also investigates the role of trait mindfulness as a potential mitigating factor in this dynamic. We employed the Internalized Stigma of Mental Illness Scale (ISMIS), Discrimination Perception Questionnaire (DPQ), Workplace Well-being Subscale (WWBS), and Mindful Attention Awareness Scale (MAAS) to survey 316 medical students with physical disabilities. Statistical analyses, including correlation, regression, and moderated mediation effect assessments, were conducted using SPSS 22.0 and AMOS 24.0.

RESULTS

A notable negative correlation exists between self-stigma and WWB (r = -0.56, p < 0.01). Perceived discrimination partially mediates the relationship between self-stigma and WWB. The direct effect of self-stigma and its mediating effect through perceived discrimination account for 60.71% and 21.43% of the total effect, respectively. Trait mindfulness moderates the latter part of this mediating pathway. Moderation models indicate that trait mindfulness has a significant negative moderating effect on the impact of perceived discrimination on WWB (β = -0.10, p < 0.001).

CONCLUSIONS

Self-stigma adversely affects the positive work experiences of medical students with physical disabilities by eliciting a heightened sensitivity to discriminatory cues, thereby undermining their WWB. Trait mindfulness can effectively counter the detrimental effects of perceived discrimination on WWB. Consequently, this study advocates for the systematic incorporation of mindfulness training into educational services and workplace enhancement programs for medical students with disabilities, aiming to foster an inclusive and supportive external environment.

Facilitators and barriers to employment for people with physical disabilities: A cross-sectional study

BACKGROUND

There is increasing evidence that employment, or the lack thereof, affects an individual's health. Consequently, employment provides people with physical disabilities (PWPD) with financial independence, enhances their well-being and self-worth, and facilitates a sense of purpose. People with physical disabilities often retain job skills and motivation to return to work after acquiring a disability. Their vocational rehabilitation and job accommodation needs likely differ from people with disabilities resulting from developmental, sensory, cognitive, and mental health conditions. To better target the needs of PWPD and improve vocational rehabilitation services, it is crucial to identify the modifiable factors that influence their employment outcomes.

OBJECTIVE

This research aimed to examine systematically the client-, employer-, and context-related facilitators and barriers to employment experienced by PWPD.

METHODS

We recruited to this cross-sectional study, PWPD from the Midwestern United States who returned to work after injury or illness. An online survey collected data on demographic characteristics and educational history; disability and functional status; supports, facilitators and barriers to employment; and job information and accommodations.

RESULTS

347 working-age PWPD completed the survey; at the time of survey completion, 270 were working and 77 were not. People with physical disabilities who reported social support and encouragement at work were more likely to be working than respondents who did not. Negative attitudes of supervisors and colleagues, inaccessible work environments, and inflexible work schedules were barriers to employment. Important reasons for working included financial needs, a sense of purpose, and self-worth.

CONCLUSIONS

Results provide insights into the importance of social supports in the work environment. Novel approaches are needed to develop supportive relationships with supervisors and coworkers.

Assessment of adaptive behavior in people with intellectual disabilities: Design and development of a new test battery

Background

Adaptive behavior is an important characteristic of people with intellectual disabilities, and it has been associated with a person's performance in social and work contexts. Indeed, adaptive behavior denotes what a person does independently, without help, support, reminders, or prompts. In Peru, available measures of adaptive behavior are commercial; thus, there is a need for an open-access tool to assess the adaptive behavior of people with intellectual disabilities. For this reason, the aim of the study was to design and develop a new Adaptive Behavior Test Battery for people from 13 to 60 years old with intellectual disabilities who have an interest in being part of the economically active population.

Methods

A cross-sectional design was defined, starting with a qualitative approach to designing and constructing the item pool for the test battery. Then, quantitative indexes Aiken's V for content validity and Krippendorff's alpha for inter-observer reliability were estimated, resulting in a first version of the three subscales that comprised the test battery. The initial versions were tested on a sample of 566 persons with intellectual disabilities from two regions of Peru: Lima (Coast) and San Martín (Jungle). The internal structure was analyzed under a factor analysis approach, along with internal consistency measures of reliability. Further analyses of invariance regarding gender, region, and age were carried out.

Results

Three observer subscales were proposed: Daily living activities (11 items), Instrumental skills (4 items), and Communication (9 items). All subscales showed excellent psychometric properties denoted by the Aiken's V coefficient, Krippendorff's alpha, factor analysis, internal consistency analysis, and invariance analyses.

Conclusion

The developed a new Adaptive Behavior Test Battery is a useful tool for the measurement of adaptive behavior and the monitoring of social and labor inclusion programs for people with intellectual disabilities.

The impact of bionic prostheses on users' self-perceptions: A qualitative study

Bionic devices for reestablishing or augmenting users' capabilities (e.g., bionic prostheses or exoskeletons) are becoming increasingly common. While prior research examined how such devices affect others' perceptions of their users, little is known about how these devices affect users' self-image and -perception, and the corresponding theory is scarce. To account for this gap, we conducted semi-structured interviews with users of bionic upper limb prostheses to obtain insights into their self- and meta-perceptions. Results of our qualitative analysis indicate that using bionic prostheses influences the social (self-) perception of bionics users in multiple ways, such that users describe themselves as being seen as more competent by others and treated differently after receiving the bionic prosthesis in comparison to simpler models. Results imply a somewhat complex dual identity among users in the sense that the bionic device instills competence, but disability-related feelings of stigma are present simultaneously. Despite being exploratory, our findings thus indicate that using bionic devices affects users' self-perception, stereotypes, and interpersonal perceptions. The ongoing proliferation of restoring devices and the introduction of augmenting technologies in future work contexts, for example, might thus have unintended social consequences that need to be accounted for.

Outcomes of Implementing a Webinar-Based Strategy to Improve Spinal Cord Injury Knowledge and Community Building: Convergent Mixed Methods Study

BACKGROUND

COVID-19 disrupted services received by persons with spinal cord injury (SCI) worldwide. The International Disability Alliance declared the need for a disability-inclusive response to the COVID-19 crisis, as decreased access to health care services for individuals living with varying levels of function was unacceptable. As a result, an SCI community in Canada created a novel webinar-based strategy aimed at improving access to self-management information for people living with SCI and other stakeholders. However, although telehealth practices have previously been used effectively in SCI management and rehabilitation, little to no scholarship has investigated the outcomes of implementing a webinar-based telehealth strategy in this population.

OBJECTIVE

This study aims to understand the outcomes of implementing the webinar series. Specifically, the authors aimed to determine the reach of the series; understand its impact on social connectedness, perceptions of disability, and overall quality of interactions among persons with SCI, their families, service providers, and the public at large; and explore the long-term sustainability of the initiative.

METHODS

The authors implemented a community-based participatory strategy to define a convergent mixed methods design to triangulate qualitative and quantitative data collected simultaneously. Quantitative methods included pop-up questions administered during the live webinars, surveys administered following webinars, and an analysis of YouTube analytics. Qualitative methods included semistructured interviews with persons with SCI and health care providers who attended at least one webinar. The results were integrated, following methods adapted from Creswell and Clark.

RESULTS

A total of 234 individuals attended at least 1 of the 6 webinars that took place during the 6-month study period. In total, 13.2% (31/234) of the participants completed the postwebinar survey, and 23% (7/31) participated in the semistructured interviews. The reach of the webinar series was mainly to persons with SCI, followed by health professionals, with most of them living in urban areas. The topics sexuality and research were the most viewed on YouTube. The knowledge disseminated during the webinars was mainly perceived as valid and useful, related to the fact that the presentation format involved people with lived experience and clinical experts. The webinars did not necessarily help build a new extended community of people involved in SCI but helped strengthen the existing community of people with SCI in Alberta. The webinar positively influenced the perceptions of normality and disability regarding people with SCI. The webinar format was perceived as highly usable and accessible.

CONCLUSIONS

The webinar series was associated with improved participant knowledge of what is possible to achieve after an SCI and their perceptions of disability. The long-term implementation of this initiative is feasible, but further considerations to increase its reach to rural areas and ensure the integration of diverse individuals should be taken.

Aiming at inclusive workplaces: A bibliometric and interpretive review at the crossroads of disability management and human resource management

Inclusive workplaces rely on the joint optimization of disability management and human resource management. However, disability management has been predominantly investigated as an independent issue, overlooking its interplay with human resource management. The article delivers a bibliometric and interpretive review of the scholarly debate falling at the crossroad of disability management and human resource management, mapping the state of the art of this study domain. Departing from a knowledge core of 91 papers, 6 research streams were identified through bibliographic coupling. They account for the evolution of disability management from a fix-it initiative aimed at fostering return to work of people with disability towards a holistic management approach targeted at inclusiveness. Aligning the hard and the soft sides of disability management and embedding it in the organizational culture are crucial to enact inclusive workplaces and make organizations able to engage people with disability at work.

Colleagues' Work Attitudes towards Employees with Disability

BACKGROUND

The present study investigates the significance of work inclusion in people with a disability and then aims to examine colleagues' attitudes. Considering Stone and Colella's model, we analyzed the colleagues' attitudes and variables related to the disability, such as type of disability and type of presentation of colleagues with disability, and colleague's characteristics, such as gender, educational level, and experience in work with people with disability.

METHOD

We randomly assigned two hundred eighty-six employees to a standard condition (hypothetical colleagues with a disability presented by the impairments labels) or favorable condition (hypothetical colleagues with a disability presented by their past work experiences).

RESULTS

The type of disability and its presentation influence colleagues' attitudes. Besides employees' gender, educational level and experience in work with people with a disability influences the attitudes toward them.

CONCLUSIONS

Implications for practice were discussed.

Depressive symptoms and associated factors among persons with physical disabilities in disability care homes of Kathmandu district, Nepal: A mixed method study

Depression is one of the most common mental disorders, affecting 300 million people worldwide and 75% of these occur in low- and middle-income countries. Persons with physical disabilities are vulnerable groups and are more prone to experience depressive symptoms than the general population. This study investigated the prevalence of depressive symptoms and the associated factors among persons with a physical disability. We conducted a concurrent triangulation mixed methods design using Beck's Depression Inventory scale among 162 persons with physical disabilities in the Kathmandu district. In parallel, eight in-depth interviews were conducted with an interview guideline to collect the participants' perceptions and experiences of disability. Both quantitative and qualitative findings were integrated into the results. We found that about 77% of the participants with a physical disability had experienced depressive symptoms. Unemployment status (adjusted odds ratio (AOR) 2.7, 95% confidence interval (CI) 1.0-7.3) and comorbidity (AOR 2.5, 95% CI 1.0-6.0) had a statistically significant association with depressive symptoms. The majority of people with physical disabilities had negative experiences with societal prejudice and coping with their limitations. They were depressed as well as angry over having to stop their careers, education, and possibilities. Nevertheless, they were significantly happier and less sad than in their earlier years of life because of the possibilities, family environment, improved means of subsistence, therapeutic facilities, and supportive atmosphere at disability care homes. The policymakers should focus on preventing comorbidity and providing technical skills to persons with physical disabilities to improve their employment status and promote a healthy lifestyle.

Stakeholder views on young adults with intellectual disabilities as a workforce: A qualitative study on students' performance in upper secondary education and their employment potential

People with intellectual disabilities are the most disadvantaged group among all disability types when it comes to employment. In Sweden, special needs upper secondary schools prepare students with intellectual disabilities for the labour market using practice periods at workplaces. This study targets stakeholder involved in their school-to-work transition (i.e. teachers, employers, employment agency officials). The aim is to identify how they view: (1) the working capabilities of students during practice periods and (2) their employment potential. We base the analysis on interview data with the stakeholders using Grounded Theory. Our results identify three student types whose preparedness for the labour market differs considerably. One student type performs well during the practice period and represents a high potential to enter the workforce. The other two student types have the lower working capability and employment potential. Our study highlights stakeholders as resources to improve the labour market preparations of students with intellectual disabilities.

Adaptation, validity, and reliability of the Interaction with Disabled Persons Scale in Spanish population

PURPOSE

To adapt the Interaction with Disabled Persons Scale (IDP) into Spanish and examine its factor structure.

METHODS

A forward and back translation of the IPD was performed by professional translators of scholarly articles. Spanish-speaking professional translators provided modifications in order to develop the final version of the scale. Participants filled in the Spanish version of the IDP, Positive and Negative Affect Schedule (PANAS), Multidimensional Attitudes Scale toward persons with disabilities (MAS), and Semantic Differential Technique (SDT).

RESULTS

A total of 523 persons (62.6% women), with a mean age of 29.22 (SD = 14.03) ranking from 18 to 81. The confirmatory factor analysis showed a reliable brief version of the IDP with adequate psychometric properties and two factors: (χ₍₁₉₎²=28.98, p < 0.001, CFI = 0.94, TLI = 0.91, RMSEA (90% IC)=0.05 (0.01, 0.08), SRMR = 0.06). The first factor solution was Coping/Succumbing Framework and the second factor was Discomfort in Social Interaction. The internal consistency reliability for the first factor was 0.63 and for the second 0.66.

CONCLUSIONS

Our findings provide evidence of the psychometric properties of the IDP as a brief measure of attitude toward individual with special needs in Spanish population.Implications for rehabilitationThe Interaction with Disabled Persons Scale (IDP) was successfully translated into Spanish language.The Spanish version of IDP Scale has a good acceptability, acceptable internal consistency, and high test-retest reliability.The Spanish version of IDP can been used to assist the clinicians, educators, and researchers in identifying the attitudes of the Spanish population toward persons with functional diversity in Spanish.Identifying the attitudes will permit to improve the inclusion polity and to design social programs toward greater inclusion.

Social perception of embodied digital technologies—a closer look at bionics and social robotics

This contribution of the journal Gruppe. Interaktion. Organisation. (GIO) presents a study on the social perception of Embodied Digital Technologies (EDTs) and provides initial insights into social perception processes concerning technicality and anthropomorphism of robots and users of prostheses. EDTs such as bionic technologies and robots are becoming increasingly common in workspaces and private lives, raising questions surrounding their perception and their acceptance. According to the Stereotype Content Model (SCM), social perception and stereotyping are based on two fundamental dimensions: Warmth (recently distinguished into Morality and Sociability) and Competence. We investigate how human actors, namely able-bodied individuals, users of low-tech prostheses and users of bionic prostheses, as well as artificial actors, such as industrial robots, social robots, and android robots, are perceived in terms of Competence, Sociability, and Morality. Results show that individuals with low-tech prostheses were perceived as competent as users of bionic prostheses, but only users of low-tech prostheses were perceived less competent than able-bodied individuals. Sociability did not differ between users of low-tech or bionic prostheses or able-bodied individuals. Perceived morality was higher for users of low-tech prostheses than users of bionic prostheses or able-bodied individuals. For robots, attributions of competence showed that industrial robots were perceived as more competent than more anthropomorphized robots. Sociability was attributed to robots to a lesser extent. Morality was not attributed to robots, regardless of their level of anthropomorphism.

Employment Sustainability for People with Intellectual Disability: A Systematic Review

Purpose Previous reviews about employment for people with intellectual disability (ID) have left questions about employment sustainability unanswered. Therefore, the aim of this systematic review was to identify and analyse research regarding employment sustainability for people with ID. The research questions were: What research about employment sustainability for people with ID has been published internationally between 2010 and 2020? In the identified studies, how is employment sustainability defined and measured and what are the main findings regarding employment sustainability? Methods A systematic review was conducted using eight databases from various disciplines including medical, health, and social sciences. After a selection process, 10 articles remained, and a framework matrix was created to analyse them. An employment sustainability definition was used as an analytical tool. Results Ten articles were identified as being about employment sustainability for people with ID. Five of them used qualitative designs and five used quantitative designs. Only four out of ten contained a definition of employment sustainability, and there was an inconsistency in measurement methods. The reported findings in the studied articles were categorised into three types: proportions of long-term employed individuals within the studied population, facilitators and barriers to long-term employment. Conclusions There is only a limited amount of research about employment sustainability for people with ID. Nevertheless, a few facilitators and barriers could be identified. There is no consensus about how to define or measure employment sustainability, making comparisons difficult.

People with visual impairment in outward-facing work –developing a tool to measure employer attitudes

BACKGROUND: Over the years, persons with disabilities have suffered unjustifiably due to a low employment rate, largely the result of unsupportive and negative attitude from employers. Such attitudes are exacerbated during periods of economic stress, with a case par excellence being the current COVID-19 pandemic. Prior studies have addressed common concerns of employers within the workplace. However, the dimensions of these concerns extend beyond the internal working environment, to the outward-facing work environment, involving interactions with customers and suppliers. These concerns have not, thus far, been properly addressed. OBJECTIVE: To develop the Service from People With Visual Impairment (SPVI) psychometric measure, a 6-item employers’ attitude assessment tool. METHODS: This study is based on 1,036 questionnaires collected using Online Panel Data (OPD), from managers who have hiring authority. We performed Exploratory Factor Analysis (EFA) followed by Confirmatory Factor Analysis (CFA) for discriminant and convergent validity. Finally, we present an empirical model comprising a stable single factor and establish predictive validity using Structural Equation Modeling (SEM). RESULTS: CFA showed good fit to the observed data; CMIN/DF = 1.94, p >  0.05, CFI = 1, TLI = 0.99, NFI = 1, RMSEA = 0.03. SEM showed good fit; CMIN/DF = 1.91, CFI = 1, TLI = 0.99, NFI = 0.99, RMSEA = 0.03. CONCLUSION: The results suggest that the instrument could become a pragmatic tool to assess employer attitudes to employ people with visual impairment or blindness due to external work environment concerns. The tool is relevant to a wide range of circumstances, including economic downturns. Practical considerations are discussed.

Understanding the vocational functioning of autistic employees: the role of disability and mental health

PURPOSE

Employment rates for autistic people are low, despite increasing employment-focused programmes. Given the reported complexities for autistic people in finding and keeping work and flourishing there, further exploration is needed to understand how best to help employers accommodate autistic employees.

MATERIAL AND METHODS

We assessed 88 employed autistic adults, without comorbid intellectual disability and examined whether self-reported disability and mental health symptoms were associated with two measures of vocational functioning: disability days off work and vocational disability.

RESULTS

Nearly half (47%) reported at least one disability day absence in the previous month. Autism severity and IQ were not associated with either measure of vocational functioning. Greater disability and higher mental health symptoms were associated with both types of vocational functioning. However, the associations of anxiety and stress with both vocational outcomes were attenuated to null in a multivariable model. Disability (B = 6.74, p = 0.009; B = 1.18, p < 0.001) and depression (B = 4.46, p = 0.035; B = 1.01, p = 0.049) remained independently associated with both outcomes.

CONCLUSIONS

Clinicians and vocational support programmes addressing modifiable factors may need to focus on addressing mental health comorbidities, specifically depression rather than anxiety, or core features of autism to improve vocational outcomes for autistic people. Implications for RehabilitationIndividual-level interventions that reduce disablement, particularly in social areas, and depressive symptoms as a way of reducing days off work and improving workplace activities in autistic employees are recommended.Organisations can accommodate autistic employees by encouraging use of mental health programmes or looking at how the workplace environment can be adapted to limit social disability.

Diversity of Perceptions of Disability in the Workplace vs. Cultural Determinants in Selected European Countries

The perception of people with disability (PwD) is of key importance for the full inclusion of this group in the labour market. The article presents selected results of research on the perception of PwD in the workplace. The analyses are based on the results of semiotics research conducted in Poland and of quantitative study in the form of computer-assisted Internet interviews (CAWI) carried out on representative samples from eight European countries. Opinions of Internet users were collected in Belgium, Bulgaria, Greece, Spain, Germany, Poland, Sweden and Great Britain. The results of semiotic analyses on texts mainly from Polish culture made it possible to identify the prevailing images of disability in Polish popular culture and inspired the authors to seek diversity in perceptions of disability depending on social and cultural patterns in a given country. The results of the international survey were used to compare all eight countries with regard to the relationship between the dimensions of culture according to G. Hofstede, and openness to people with disability in the workplace. The conducted research indicates that the perception of the issue of disability is significantly related to the selected dimensions of culture according to G. Hofstede.

Factors Affecting Successful Recruitment Strategies for Individuals With Autism Spectrum Disorder in the Jordanian Companies Listed on the Amman Stock Exchange

This study aims at identifying the factors affecting successful recruitment strategies for individuals with autism spectrum in the Jordanian companies listed on the Amman Stock Exchange (ASE). The analytical descriptive approach is followed in analyzing the study population, which included general managers of these companies, as well as human resources managers in the companies in which this position exists. A total of 339 managers were selected in a comprehensive inclusion approach. The number of valid questionnaires is 300, with an estimated rate of (88.4%). The study concluded that there is a significant effect for both internal and external factors, separately, and collectively on the successful recruitment strategies; and that the effect of internal factors on successful recruitment strategies is greater than the effect of external factors, in the successful recruitment strategies of individuals with the autism spectrum.

Physical Disability at Work: How Functional Limitation Affects Perceived Discrimination and Interpersonal Relationships in the Workplace

Adults with disability have significantly lower rates of labor force participation relative to persons without disability, although it is unclear whether this disparity extends to subjective workplace experiences. Using data from the 2004 to 2006 wave of the National Survey of Midlife Development in the United States (n =2,030), we evaluate: (1) whether U.S. workers with physical disability report higher levels of perceived job discrimination and unequal workplace opportunities and lower levels of supervisor and coworker support and (2) whether these patterns differ by sex, age, and occupation group. We find that workers with physical disability fare significantly worse on all four outcomes net of covariates. Disability takes a particularly large toll on men's perceived workplace opportunities and white-collar employees' relationships with coworkers. Young adult workers (ages 30-39) with disability report significantly more support from their supervisor relative to their counterparts without disability. We discuss implications for research and policy.

Exploring people with disabilities' perspectives on the availability of appropriate work that fits their capabilities in Jordan

BACKGROUND

There is a lack of information regarding the availability of work and the appropriateness of work to people with disabilities (PWD) in Jordan. Therefore, this research was initiated and it was hypothesized that work is available and it is appropriate to PWD abilities.

OBJECTIVES

To explore the availability of work and the appropriateness of working conditions to PWD abilities.

METHOD

Thirty-five individuals completed the "People with Disabilities Working Condition Scale" (PWDWCS). Descriptive and nonparametric statistical analyses including Chi square, Pearson correlation, Mann-Whitney U and Kruskal Wallis tests were used, and content analysis was used for the open-ended questions section to identify the availability of work in terms of opportunities and competition as well as to identify the work fitness to PWDs' abilities.

RESULTS

Sixty percent of the participants had difficulties finding a job, with a high competition on the available ones. Several work conditions do not fit PWDs' abilities including improper fitness of work assignment to their capabilities and relatively inappropriate wages. In addition, a higher percentage of the participants reported: A) availability of written job descriptions and procedure manuals B) lack of work-related training and continuing education (CE) programs C) PWD are not being promoted D) availability of relative social acceptance at work E) a relatively comfortable work environment F) finally, work areas which require several modifications to boost accessibility.

CONCLUSION

Initial hypotheses could not be confirmed. Several challenges face PWD in Jordan pertaining to the availability and fitness to work. Rehabilitation for all sectors of work is necessary as well as for PWD to improve their employability and work appropriateness to PWD abilities.

Not a stranger to the dark: discrimination against autistic students and employees

Purpose

The purpose of this paper is to reveal barriers and their coherences between discrimination and self-perceived employability which students and employees on the autism spectrum often face and need to overcome. These include discrimination based on disability, when applying for a job or retaining employment. This research located barriers in three different categories: formality – problems that focus on organizational structures in the application process; social – communication and interaction problems; and job demand barriers – obstacles that epitomize work-related strains.

Design/methodology/approach

Barriers and discrimination can prevent individuals from accessing the labor market which can lead to severe consequences for an individual on the autism spectrum, such as poverty, social deprivation or lack of health promotion and equal treatment. Self-perceived employability can be regarded as an additional strength, as it describes the perception of an individual’s own skills and versatility to acquire and keep a job. In total, 53 German-speaking individuals on the autism spectrum participated in an online survey.

Findings

Results showed statistically significant coherences between both, formality and social barriers with discrimination. Formality barriers also indicated statistically significant coherences with self-perceived employability. A mediation model with discrimination as mediator between each category of barriers and self-perceived employability was examined. The non-significant results suggest that discrimination does not work as a superior construct but as a sole influence next to barriers and self-perceived employability.

Originality/value

Individuals on the autism spectrum epitomize a less common research approach. Moreover, diversity policies and practices in the workplace often do not focus on including individuals on the autism spectrum even though the employment rates for this specific group of potential highly qualified employees were reported to be consistently lower when compared to any other group of disabled people. Findings suggest possible starting points for future research, which are discussed alongside practical strategies to overcome barriers and change discriminatory attitudes toward skilled individuals on the autism spectrum.

Market reactions to the inclusion of people with disabilities

Purpose

This study aims to provide evidence of market reactions to organizations' inclusion of people with disabilities. Cases from financial journals in 1989–2014 were used to analyze the impact of actions taken by organizations to include or discriminate people with disabilities in terms of the companies' stock prices.

Design/methodology/approach

This research is conducted as an event study where the disclosure of information on an organization's actions toward people with disabilities is expected to impact the organization's stock price. The window of the event was set as (−1, +1) days. Stock prices were analyzed to detect abnormal returns during this period.

Findings

Results support the hypotheses that investors value inclusion and reject discrimination. Furthermore, the impact of negative actions is immediate, whereas the impact of positive actions requires at least an additional day to influence the firm's stock price. Some differences among the categories were found; for instance, employment and customer events were significantly more important to a firm's stock price than philanthropic actions. It was observed that philanthropic events produce negative abnormal returns on average.

Originality/value

The event study methodology provides a different perspective to practices in organizations regarding people with disabilities. Moreover, the findings in this research advance the literature by highlighting that organizations should consider policies and practices that include people with disabilities.

The development and validation of the workplace acceptance scale: Evidence from a sample of workers with disabilities

BACKGROUND: Recent trends in demographics and the labor market, such as an aging workforce, bring forth a significant societal transformation and force organizations to conform to new circumstances. Diversity management strategies may help to counteract negative outcomes of these developments. However, organizational diversity triggers various reactions among the established workforce, evoking positive as well as negative social dynamics. OBJECTIVE: In order to better understand the dynamics that arise from workplace diversity, specifically from workplace disability, the present paper outlines the development of an eleven-item measure of perceived workplace acceptance. METHODS: Three independent samples of employees with disabilities (including multisource data) were used to demonstrate the reliability and validity of the scale. RESULTS: The scale shows good psychometric properties and exploratory as well as confirmatory factor analyses indicate that workplace acceptance is a unidimensional construct. The study shows that the scale is significantly related to constructs such as health and productivity, self-esteem, intent to leave, motivation, organizational commitment, and attitudes of colleagues, providing evidence for criterion-related validity. CONCLUSIONS: Overall, the present study provides evidence for the validity of the Workplace Acceptance Scale and suggests that the workplace acceptance construct has important implications for both individuals with disabilities and groups of colleagues.

Attitudes toward people with physical disabilities: An examination of social context, discipline, disability type, and demographics

BACKGROUND: Despite the existence of studies examining attitudes toward people with disabilities (PWDs) in a workplace context, little is known about attitudes in other social contexts such as dating and marriage. OBJECTIVE: The purpose of this study is threefold. First, the study seeks to examine how social context (i.e., work, dating, marriage) influences attitudes toward people with physical disabilities (PWPDs). Second, it examines potential influence of participant characteristics (i.e., gender, major, disability education, and frequency of contact). Third, it explores whether attitudes vary across different disability types. METHODS: To measure the influence of social context on attitudes toward PWPDs, the study used the Disability Social Relationship Scale (DSR), which was completed by 395 undergraduate students in Austria. RESULTS: Participants demonstrate more positive attitudes toward PWPDs in the workplace than in the social contexts of dating and marriage. Participants who had more frequent contact with PWDs (i.e., in a workplace/service setting or in a personal relationship) demonstrate more positive attitudes toward PWPDs. Participants have more positive attitudes toward some disability types (i.e., deafness/hardness of hearing) than others (blindness/visual impairment). CONCLUSION: We offer recommendations for future research and practice aimed at creating awareness of biases toward PWDs while promoting social justice.

Line managers' hiring intentions regarding people with mental health problems: a cross-sectional study on workplace stigma

OBJECTIVES

Stigma may negatively affect line managers' intention to hire people with mental health problems (MHP). This study aims to evaluate line managers' knowledge and attitudes concerning job applicants with MHP, and to assess which factors are associated with the intention (not) to hire an applicant with MHP.

METHODS

A sample of Dutch line managers (N=670) filled out a questionnaire on their knowledge, attitudes and experiences concerning applicants/employees with MHP. Descriptive analyses and multiple regression analyses were used.

RESULTS

The majority (64%) was reluctant to hire a job applicant with MHP, despite the fact that only 7% had negative and 52% had positive personal experiences with such employees. Thirty per cent were reluctant to hire an applicant if they knew the applicant had past MHP. Associated with higher reluctance to hire an applicant with MHP were the concerns that it will lead to long-term sickness absence (β (95% CI)=0.39 (0.23 to 0.55)), that the employee cannot handle the work (β (95% CI)=0.16 (0.00 to 0.33)) that one cannot count on the employee (β (95% CI)=0.41 (0.23 to 0.58)) and higher manager education level (β (95% CI)=0.25 (0.05 to 0.44)). Conversely, associated with positive hiring intentions was being in favour of diversity and/or inclusive enterprise (β(95% CI)=-0.64 (-0.87 to -0.41)).

CONCLUSIONS

As the majority of managers were reluctant to hire applicants with MHP, and even 30% were reluctant to hire applicants who had past MHP, these findings have major implications for social inclusion in the Netherlands, where about 75% of employees would disclose MHP at work.

Disability Severity, Leader-Member Exchange, and Attitudinal Outcomes: Considering the Employee and Supervisor Perspectives

Purpose Although the effects of disability on employee work outcomes are well-documented, the mechanism that explain these relationship remains unclear. We propose that the quality of relationships employees with disabilities develop with their supervisors explains the link between disability severity and employee work outcomes. More specifically, we examine the mediating role of leader-member exchange (LMX) in the relationship between employee disability severity and presenteeism, job accommodation, supervisor-rated performance, job satisfaction, and resilience. We test this proposition from two perspectives: employees with disabilities and supervisors who had supervised employees with disabilities. Method We collected data from employees with musculoskeletal disabilities (Sample 1, N = 264) and supervisors who had supervised employees with musculoskeletal disabilities in the past two years (Sample 2, N = 224). Results From the perspective of employees with disabilities (Sample 1), disability severity was negatively related to LMX quality (R² = .28). Contrary to our hypothesis, we found a positive relationship between supervisor perceptions of employee disability severity and LMX in Sample 2 (R² = .27). After adjusting for disability severity, LMX quality was related to improved outcomes in both samples: higher employee job satisfaction (Sample 1: R² = .36), provision of job accommodations (Sample 1: R² = .16; Sample 2: R²= .15), resilience (Sample 1: R² = .18), lower levels of presenteeism (Sample 1: R² = .20), and higher performance evaluations for employees with disabilities (Sample 2: R² = .49). Conclusion By collecting two separate samples, we revealed similarities and differences in employee and supervisor perspectives. Our findings demonstrated the need for including both perspectives when considering implications of employee disability severity.

Ambassador of People with Disabilities in the Workplace-Conducive Demographic and Professional Characteristics

This paper introduces into the analysis the concept of the ambassador of people with disability in the workplace. A kind and friendly person in the workplace, who creates a positive atmosphere around people with disabilities, may play a crucial role in their adaptation on the open labor market. Presence of such a person is especially important in entities that did not previously employ people with disabilities. It is vital that employers who would like to employ people with disability possess knowledge about demographic and professional characteristics that predispose employees to perform this special role. On the one hand, in this article we attempted to evaluate the differentiation in the perception of the issue of disability due to demographic and professional characteristics of respondents, and, on the other hand, to identify features that favor being an "ambassador of people with disabilities" in the workplace. The study was conducted in 2019 on the representative samples of Internet users from 8 European countries using Computer-Assisted Internet Interviews. For the purposes of the study, we used the Attitudes to Disability Scale WHOQOL Group test and a proprietary questionnaire. As for the methods of analysis, we relied on the classical analysis of variance and logistic regression. The conducted study showed that the perception of the issue of disability is significantly related to demographic and professional characteristics of respondents, and that the role of the ambassador is the most appropriate for a middle-aged woman with a good knowledge of disability issues, indecisive in the workplace.

When affirmative action is not enough: challenges in career development of persons with disability

Purpose

There is dearth of research pertaining to how persons with disability (PWDs) view their career and the issues they face in career development; past studies highlight either the organizational initiatives or individual factors in this regard. The present study bridges this gap by studying the PWDs' experiences and perceptions on challenges in their career development.

Design/methodology/approach

An exploratory study through interview of professionally qualified PWDs in India, who have a permanent employment.

Findings

PWDs experience that affirmative action has a negative fallout as it leads to positive discrimination and hence, adversely affects their confidence and development.

Research limitations/implications

The present study throws up new themes in the organizational climate that the PWDs face in career development, future studies can understand the aspirations of PWDs toward career and focus on the how the PWDs engage in shaping their career. Researchers can explore strategies that PWDs plan/adopt in creating a sustainable career for themselves. Scholars can also map the issues raised by PWDs with the career outcomes.

Social implications

The Rights of Persons with Disability Act, 2016, of Government of India introduces a social model of disability in India. This paper deploys the social model of disability to enhance our understanding of the disability climate in India from a new lens.

Originality/value

This study introduces new themes that depict the environmental factors and are related to the organizational climate rather than self-focused issues of PWDs. The paper introduces two new subjective criteria, voiced by PWDs, for career development – a well-crafted capability-based career path and role of inspirational platforms. It introduces hitherto undiscovered issues toward career development, faced by PWDs who have a secure employment and a professional career. This is the first exclusive study of PWDs employed in public sector and thus, brings uniqueness in the context.

Multi-informant International Perspectives on the Facilitators and Barriers to Employment for Autistic Adults

Employment rates for autistic individuals are poor, even compared to those from other disability groups. Internationally, there remains limited understanding of the factors influencing employment across the stages of preparing for, gaining, and maintaining employment. This is the third in a series of studies conducted as part of an International Society for Autism Research (INSAR) policy brief intended to improve employment outcomes for autistic individuals. A multi-informant international survey with five key stakeholder groups, including autistic individuals, their families, employers, service providers, and researchers, was undertaken in Australia, Sweden, and the United States to understand the facilitators and barriers to employment for autistic adults. A total of 687 individuals participated, including autistic individuals (n = 246), family members (n = 233), employers (n = 35), clinicians/service providers (n = 123), and researchers (n = 50). Perceptions of the facilitators and barriers to employment differed significantly across both key stakeholder groups and countries, however, ensuring a good job match and focusing on strengths were identified by all groups as important for success. Key barriers to employment included stigma, a lack of understanding of autism spectrum disorder (ASD) and communication difficulties. Results suggest that a holistic approach to employment for autistic individuals is required, aimed at facilitating communication between key stakeholders, addressing attitudes and understanding of ASD in the workplace, using strength-based approaches and providing early work experience. Autism Res 2020, 13: 1195-1214. © 2020 International Society for Autism Research, Wiley Periodicals, Inc. LAY SUMMARY: Autistic individuals experience significant difficulty getting and keeping a job. This article presents a survey study involving autistic individuals, their families, employers, service providers and researchers in Australia, Sweden, and the United States to understand their perspectives on the factors that support or act as barriers to employment. While perspectives varied across key stakeholders, strategies such as using a holistic approach, targeting workplace attitudes and understanding, focusing on strengths, and providing early work experience are important for success.

Systematic review and meta-synthesis of coping with retinitis pigmentosa: implications for improving quality of life

BACKGROUND

Retinitis pigmentosa (RP) are a group of incurable and inherited eye conditions, and the leading cause of inherited blindness in people under the age of 60. The aim of this systematic review and meta-synthesis was to present a comprehensive overview of qualitative papers on experiences and coping strategies of adults living with RP, and how these influence quality of life.

METHODS

A pre-registered search strategy was applied in nine databases and 12 articles met eligibility criteria. Studies included were from Australia, Brazil, Ireland, Netherlands, Republic of Korea, United Kingdom, and USA. The overall sample was based on 126 people with RP (ages ranging from 18 to 85; at least 65 female). Principles of meta-ethnography were used to synthesise the articles revealing five higher-level meta-themes.

RESULTS

The five higher-level meta-themes were, 1) managing identity: making sense of RP, managing autonomy and independence; 2) living with RP: practical and emotional issues; 3) experiences with healthcare professionals and other social support; 4) adaptive and maladaptive coping strategies; and 5) impact of RP on work and career. A conceptual model was developed by grouping higher-level meta-themes as intra- and inter-individual factors and how they may be implicated with coping strategies and quality of life.

CONCLUSIONS

This review established factors that can be explored as potential psychosocial influences in the relationship between coping strategies and quality of life in people with RP. Further understanding of these factors and mechanisms can help inform intervention development to support adaptive coping in living with RP and positively impact quality of life.

The DXC technology work experience program: disability-inclusive recruitment and selection in action

With the rapid advancement of innovative technology, coupled with IT being a core function in contemporary business, there has been an upward trend of multi-national companies (MNCs) reporting a skill deficit in areas such as data analytics and cybersecurity (Columbus, 2017. IBM predicts demand for data scientists will soar 28% By 2020. Forbes; NeSmith, 2018. The cybersecurity gap is an industry crisis. Forbes). In a recent survey with over 3,000 CIOs, 65% indicated their organizations were unable to maintain par with the progression of technology in areas such as data analytics and security due to a lack of adequate talent (Harvey Nash &amp; KPMG, 2018. CIO survey 2018). Although, organizations have recently started to expand their talent pipeline following a neurological breakthrough: research as well as anecdotal evidence suggests adults with mild forms of autism display above-average intelligence, increased attention focus, and high visual–spatial abilities; a combination in high market demand for roles such as software testing, data analysis, cybersecurity, and engineering due to their uncanny ability with pattern recognition, information processing, analytics, and attention to detail.

These auspicious developments come at the helm of an increasing rate of governments around the world implementing provisions to their labour regulations towards equitable hiring of people with disabilities (Myors et al., 2017. Perspectives from 22 countries on the legal environment for selection. Handbook of Employee Selection. 659–677. Research Collection Lee Kong Chian School of Business.). Some, such as France, Japan, Kenya, Korea, and Taiwan, have gone so far as to set quota targets (Myors et al., 2017. Perspectives from 22 countries on the legal environment for selection. Handbook of Employee Selection. 659–677. Research Collection Lee Kong Chian School of Business.). The implication for organizations is that they need to develop disability-inclusive recruitment and selection systems along with work designs and environments that are disability friendly. But what does this mean in practice? What does a disability-inclusive recruitment and selection system look like?

Enter DXC Technology (DXC): born out of a merger between global conglomerate Computer Science Corporation and Hewlett Packard Enterprise, generating close to $25 billion annually in revenue, with clients across more than 70 countries, they strategically became a pioneer in the digital transformation that was taking place globally. In the wake of the breakthrough in employment diversity, DXC recognized this as an opportunity to gain a critical edge within the increasingly competitive talent pool market. First, design a program of their own for recruiting and selecting adults with high functioning autism. Next, through a collaboration with various universities including the University of Queensland and Macquarie University, Neurodiversity Hubs were established; an initiative designed to assist neurodivergent students with obtaining work experience and internships. In doing so, they faced the following key challenges: How could they design a recruitment and selection strategy for neurodivergent individuals that was equitable, ethical, and efficient? In particular, where could they find suitable neurodivergent candidates, what criteria should they use to select them, and how should they handle unsuccessful candidates to ensure beneficial outcomes for all stakeholders?

Developing the Co-Worker Acceptance of Disabled Employees (CADE) Scale

There are a number of scales intended to measure workplace attitudes toward people with disabilities. However, there is limited demonstration of validity evidence, especially theoretical validity. This article reports on the development of the Co-Worker Acceptance of Disabled Employees (CADE) Scale, including an examination of theoretical and empirical validity evidences. Theoretical validity is supported by screening each scale item through the difference model of disability. Empirical validity evidence is generated through a content validity study and an initial validity study. Exploratory factor analysis reveals that workplace attitudes toward employees with disabilities are based on perceived differences between those with disabilities and others. The CADE Scale will support workplace training and provide evidence of attitude change subsequent to workplace disability-related interventions.

Factors affecting the acquisition and retention of employment among individuals with intellectual disabilities

This study analyzed factors affecting the acquisition and retention of employment among individuals with intellectual disabilities (ID). These factors were verified according to job type and were classified into general characteristics, family-related factors, psychological factors, and abilities. Data from 398 individuals with ID were analyzed using chi-square tests, independent t-tests, and regression analyses using the second wave of the first year Panel Survey of Employment for the Disabled in Korea. We found significant differences in sex, education level, receipt of basic living security assistance, transportation use, household income level, and family support between employed and unemployed participants. Additionally, the employed (vs. unemployed) ID group had significantly higher scores for all variables related to psychological factors and abilities. Factors affecting employment among individuals with ID included age, education level, receipt of basic living security assistance, family support, and vocational ability. Older age, higher education level, absence of basic living security assistance, greater family support, and higher vocational ability were associated with a higher probability of current employment. Transportation use and parents' education were associated with a high probability of non-manufacturing-type jobs. Being married, absence of basic living security assistance, greater householder income level, family support, and manufacturing industry work were associated with increased job retention. Consequently, modifying the benefit system and developing family support systems may promote employment acquisition and retention among people with ID. Efforts are also needed to expand the job types available to individuals with ID.

Is it disqualifying? Practitioner responses to criminal offenses in hiring decisions

Purpose

The purpose of this paper is to explore variation in the responses of human resource practitioners and managers to criminal offenses.

Design/methodology/approach

This paper considers background checks as a personnel selection test. In the first study, 280 professionals with hiring experience indicate how various criminal offenses, described as having occurred either within the past year or several years ago, would affect their evaluation of an applicant for a call center position. In the second study, a separate sample of 109 practitioners evaluates criminal as well as non-criminal transgressions that might appear on a background report.

Findings

In Study 1, both the apparent seriousness of an offense and its recency influence modal responses. Even non-violent misdemeanors from several years ago, however, are judged as automatically disqualifying by some participants. Study 2 shows that a practitioner’s attitude toward criminal offenses is distinct from their attitude to related forms of stigma. Results from both studies find associations between demographic variables and general willingness to accept applicants with criminal records.

Originality/value

This work provides quantitative data on practitioner reactions to several specific criminal offenses for a specific job context. By considering differences among offenses and among gatekeepers, rather than among applicants, it identifies challenges to fair implementation of background checks during the hiring process.

The Development of an Instrument to Measure the Work Capability of People with Limited Work Capacity (LWC)

Purpose Participation in regular paid jobs positively affects mental and physical health of all people, including people with limited work capacities (LWC), people that are limited in their work capacity as a consequence of their disability, such as chronic mental illness, psychological or developmental disorder. For successful participation, a good fit between on one hand persons' capacities and on the other hand well-suited individual support and a suitable work environment is necessary in order to meet the demands of work. However, to date there is a striking paucity of validated measures that indicate the capability to work of people with LWC and that outline directions for support that facilitate the fit. Goal of the present study was therefore to develop such an instrument. Specifically, we adjusted measures of mental ability, conscientiousness, self-efficacy, and coping by simplifying the language level of these measures to make the scales accessible for people with low literacy. In order to validate these adjusted self-report and observer measures we conducted two studies, using multi-source, longitudinal data. Method Study 1 was a longitudinal multi-source study in which the newly developed instrument was administered twice to people with LWC and their significant other. We statistically tested the psychometric properties with respect to dimensionality and reliability. In Study 2, we collected new multi-source data and conducted a confirmatory factor analysis (CFA). Results Studies yielded a congruous factor structure in both samples, internally consistent measures with adequate content validity of scales and subscales, and high test-retest reliability. The CFA confirmed the factorial validity of the scales. Conclusion The adjusted self-report and the observer scales of mental ability, conscientiousness, self-efficacy, and coping are reliable measures that are well-suited to assess the work capability of people with LWC. Further research is needed to examine criterion-related validity with respect to the work demands such as work-behaviour and task performance.

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

Despite legislation on diversity in the workplace, people with disabilities still do not experience the same access to work opportunities as do their counterparts without disabilities. Many employers have been shown to harbor sincere yet ill-founded views about the work-related abilities of people with disabilities; these negative views are often a result of interrelated concerns that permeate the entire employment cycle. In this paper, we provide evidence-based responses to 11 specific concerns that employers have about people with disabilities, from pre-employment and entry experiences to the final dissolution of the employment relationship. At each stage of the employment cycle, we summarize and evaluate the relevant empirical evidence and provide recommendations for organizations committed to creating more effective, equitable, and inclusive workplaces for all individuals. We also suggest avenues for future research.

Employers' attitudes toward hiring individuals with visual impairments

Purpose: This study examines: (a) the attitudes of 196 private sector employers toward hiring individuals with visual impairments and (b) the impact of the employers' individual characteristics (age, gender, and educational level), attitudes toward visual impairment, social contact with them, and the form of business entity on their attitudes toward hiring such individuals.Materials and methods: The research tool used is a questionnaire of 15 closed-type questions.Results: The results of this research verify that the examined variables are significant individual predictors of the employers' attitudes that are expressed in 7 out of 15 questions.Conclusions: The majority of the participants provided negative or neutral answers for most of the questions and exhibited the same attitudes with regard to the employment of individuals with visual impairments. Only two variables from the examined ones - "frequency of social contact" and "attitudes toward visual impairment" - appear to affect the employers' intentions to hire people with visual impairments.Implications for rehabilitationThe target should be more favorable employer attitudes toward individuals with visual impairments.The target should be more informative employers in regard to individuals with visual impairments and their skills and capabilitiesVocational rehabilitation professionals should be aware that employers' individual factors, age, gender and educational level are factors shown to affect their attitudes toward the vocational integration of people with disabilities.Informative seminars can be based on the variables and the factors shown to affect employers' attitudes.

Attitudes Toward Employees with Disabilities: A Systematic Review of Self-Report Measures

Accurate measures of changes in workplace attitudes toward people with disabilities are required to determine whether employee training and other interventions are effective. This critical systematic review searched Medline, PsycInfo, Google Scholar, Cinahl, and Cochrane Collaboration for suitable instruments published between 2005 and 2015, and for those published earlier if still indicated to be in active use. In total, 13 scans were conducted. Inclusion criteria included wildcard and free text variations ofworkplace attitudes,adults with disabilities, andcompetitive employment. In total, 9 of 49 studies were selected for review. Data from each of these were categorized through the PICO model (Population,Intervention,Comparison, andOutcome), mapped within a PRISMA flow chart, and analyzed through an 18-point weight of evidence framework for empirical quality, relevance, and evidence of theoretical validity. Weight of evidence scores for empirical quality ranged from 10 to 16 out of a possible score of 18. None of the studies provided an explicit evidence of theoretical validity. Measures of responsiveness to change in workplace attitudes appear less well validated than those for single timeframes.

Workplace inclusion of employees with back pain and mental health problems: A focus group study about employees' experiences

Aim: To explore how employees experience workplace inclusion of their colleagues or themselves when having back pain or mental health problems. Methods: Three focus group interviews with a sample of 16 kindergarten employees were conducted. Systematic Text Condensation was used for analysis. Results: The participants emphasized that it was easier to include colleagues whose health problems were specific, especially when they were open about having problems and expressed their needs for accommodation clearly. Discussions revealed difficulties of acceptance and accommodating colleagues with longstanding health problems, when the burden on the other staff members was heavy, and if it had negative consequences for the kindergarten children. Some of the participants had experienced health problems themselves, which was also described as challenging. Having health problems at work often induced feelings of guilt, being a burden to their colleagues, and experiencing a disparity between the ideals and the realities of inclusion practices. Conclusions: Workplace inclusion of employees is difficult when their health problems are unspecific, longstanding, and lead to negative consequences for children or colleagues. System level efforts are necessary to reduce negative stereotypes about employees with health problems and facilitate inclusion practices.

A concept of psychological work capacity demands: First evaluation in rehabilitation patients with and without mental disorders

BACKGROUND

Work capacity demands are a concept to describe which psychological capacities are required in a job. Assessing psychological work capacity demands is of specific importance when mental health problems at work endanger work ability. Exploring psychological work capacity demands is the basis for mental hazard analysis or rehabilitative action, e.g. in terms of work adjustmentOBJECTIVE:This is the first study investigating psychological work capacity demands in rehabilitation patients with and without mental disorders.

METHODS

A structured interview on psychological work capacity demands (Mini-ICF-Work; Muschalla, 2015; Linden et al., 2015) was done with 166 rehabilitation patients of working age. All interviews were done by a state-licensed socio-medically trained psychotherapist. Inter-rater-reliability was assessed by determining agreement in independent co-rating in 65 interviews. For discriminant validity purposes, participants filled in the Short Questionnaire for Work Analysis (KFZA, Prümper et al., 1994).

RESULTS

In different professional fields, different psychological work capacity demands were of importance. The Mini-ICF-Work capacity dimensions reflect different aspects than the KFZA. Patients with mental disorders were longer on sick leave and had worse work ability prognosis than patients without mental disorders, although both groups reported similar work capacity demands.

CONCLUSIONS

Psychological work demands - which are highly relevant for work ability prognosis and work adjustment processes - can be explored and differentiated in terms of psychological capacity demands.

From Welfare to Work and From Work to Welfare: A Comparison of People With and Without Disabilities

In this study, we explore the behavioral factors that play a role in the decision—among people with and without disabilities—to move from welfare to work and from work to welfare. A survey of people with and without disabilities in Israel was conducted; a nonprobability quota sample of 193 individuals was drawn (95 people with disabilities and 98 nondisabled people). The data were collected by means of a closed-ended questionnaire. The results show that people with disabilities tended more than nondisabled persons to favor decisions that maintain their current employment status quo bias). Furthermore, compared with nondisabled individuals, people with disabilities demanded more wages or benefits while changing status in the labor market. The more years of education people with disabilities have, the less incentive is needed to resume or begin working. In addition, the noneconomic value of work is higher among more-educated people compared with less-educated people with disabilities. The results emphasize the need to design various policies to lower the status quo bias effect, especially, among people with disabilities. Maintaining employment status among this population, and promoting their education level, should be central rehabilitation priorities.

Assessing the Impact of the 2008 Financial Crisis on the Labor Force, Employment, and Wages of Persons with Disabilities in Spain

The financial crisis of 2008 has had a greater effect on people with disabilities than on those without disabilities in Spain. In recent years, the number of persons with disabilities registered as part of the labor force and having a higher educational level has increased. However, the unemployment rate among people with disabilities has grown at a faster pace, especially for women and young people. A similar situation has occurred with respect to the annual gross average wage; the gap between those with and without disabilities has increased in the years following the crisis. The present study reveals that Spanish public policies aimed at improving levels of employment for people with disabilities have not achieved the expected results. Here, we explore the possible causes and compare the results with those obtained in the United States.

Employer attitudes toward hiring persons with disabilities in Armenia

Purpose: The purpose of this two-part study was to provide input into a strategy to improve employment opportunities for persons with disabilities in Armenia. Background: Employment rates for persons with disabilities in Armenia have been variously reported between eight and 21%, much below the general employment rate of 82%. Method: First, a Participatory Action Research process led to the development of a 15 item self-report measure - the Perceived Barriers to Employing Persons with Disabilities Scale - which was administered to 158 employers. Second, respondent data were examined to determine psychometric properties of the scale and to inform strategic recommendations for policy development. Findings: Exploratory factor analysis resulted in the removal of 6 items, leaving a 9 item scale. Responses produced a multidimensional scale clustering around 2 factors. The first of these, structural issues, was principally informed by employer perceptions of limited skill levels of persons with disabilities, high costs associated with employing persons with disabilities, and the lack of accessibility within facilities. The second factor, social issues, was informed by employers' anticipation of negative reactions of coworkers, customers and supervisors toward persons with disabilities entering the workforce. Employers also indicated a belief that persons with disabilities with skills should be entitled to work. Discussion and Conclusion: Results of this study suggest that attitudes of Armenian employers toward people with disabilities, and subsequent hiring decisions, are partly informed by perceptions of the negative reactions of others within the workplace. This finding disagrees with studies from other jurisdictions, which generally consider that these attitudes are principally informed by perceived skills deficits on the part of people with disabilities. These results would support the development of employer-focused information and awareness campaigns designed to address both of these factors. Implications for Rehabilitation Employment rates for people with disabilities are much below those of the general population. Research indicates that employer attitudes contribute significantly to the employment success of people with disabilities. A recent employer survey in Armenia indicates that these attitudes are influenced by a perception that others within the workplace do not accept people with disabilities. Vocational counseling and training programs, and employer awareness interventions, may be more effective if this influence on employer attitudes is addressed.