Key Facts:
Fact 1:
Employer’s lack of knowledge on disability relating legislations and accommodations contributes to the negative attitudes and misperceptions of people with disabilities ability to work.Fact 2:
Employers who have a history of working with or had prior contact with people with disabilities tend to have a more optimistic attitude of hiring them due to understanding of the benefits of doing so.Fact 3:
Policies tend to not explicitly list disability consequently contributing to employer’s view of disability as an accommodation issue, rather than one of inclusivity.Fact 4:
Employers can improve their recruitment strategies for people with disabilities through paid internships, building relationships with vocational rehabilitation agencies and community-based organizations, and involvement in job fairs.Fact 5:
Size of company plays a key role in recruitment and hiring of people with disabilities, with larger companies having the greater likelihood in employing people with disabilities.Fact 6:
Strategies to better support employers in the hiring process of people with disabilities include having a human resource specialist that is knowledgeable of disability related policies and job accommodations, disability trainings, and technical assistance to name a few.Recommended Readings:
- Gewurtz, R. E., Langan, S., & Shand, D. (2016). Hiring people with disabilities: A scoping review. Work, 54(1), 135-148.
More information on the back. - Phillips, B. N., Deiches, J., Morrison, B., Chan, F., & Bezyak, J. L. (2016). Disability training in the workplace: Systematic review and future directions. Journal of Occupational Rehabilitation, 26(3), 264-275.