No full-text available
To read the full-text of this research,
you can request a copy directly from the authors.
A national survey of consumer attitudes towards companies that hire people with disabilities
Abstract
Employers' negative attitudes and fears have long been a barrier to the employment of individuals with disabilities. Accordingly, attitude literature on the employment of people with disabilities has focused almost exclusively on employers. However, due to their influence over business practices, the successful employment of people with disabilities is also contingent on the views of the consumer. This study extends previous studies that focused on the attitudes of employers, and went directly to the consumer. Consumer attitudes toward companies that hire individuals with disabilities were assessed through a national public survey (N = 803). Most of the participants (75%) had direct experience with people with disabilities in a work environment. Moreover, these experiences were positive. All participants responded positively towards companies that are socially responsible, including 92% of consumers who felt more favorable toward those that hire individuals with disabilities. The participants also had strong positive beliefs about the value and benefits of hiring people with disabilities, with 87% specifically agreeing that they would prefer to give their business to companies that hire individuals with disabilities. Implications of consumer support on company hiring practices are discussed.
... Part of the reason for these difficulties tends to be associated with consumer attitudes towards purchasing products or services produced by professionals with specific limitations. Siperstein et al. (2006) present a scale to assess consumer attitudes towards companies that hire people with specific limitations, with the aim of evaluating the possible relationship between these attitudes and the decision of consumers to buy products and services from companies that assume their role as agents of building a more inclusive society, by hiring these citizens. Using a questionnaire survey methodology, data were collected in a convenience sample and some conclusions were drawn, among which it is worth mentioning that female consumers, with older age and with a previous experience of purchasing a product or service provided by a worker with specific limitations, have more favorable attitudes towards companies that assume this responsibility to promote a more inclusive society. ...
... Face ao exposto, alguns autores construíram instrumentos de avaliação das atitudes das empresas em relação à contratação de cidadãos com incapacidades ou limitações e das atitudes dos consumidores em relação às políticas de responsabilidade social das empresas neste domínio, entendendo que estes instrumentos poderiam ser importantes para avaliar a complexidade do processo de construção de um mercado de trabalho mais inclusivo (Bezyak et al., 2021;Copeland et al., 2010;Nota et al., 2014;Siperstein et al., 2006). ...
... Siperstein construiu uma escala de avaliação das atitudes dos consumidores em relação às empresas que contratam pessoas com limitações ou incapacidades, tendo constatado que 75% dos participantes no estudo (com uma amostra de N=803) declarou ter tido uma experiência positiva de aquisição de produtos ou serviços a trabalhadores com limitações ou incapacidades e que essa experiência contribuiu para a formação de uma atitude positiva em relação às empresas (Siperstein et al., 2006). Verificou ainda que a maioria dos participantes declara que prefere adquirir produtos e serviços a empresas com esta consciência das suas responsabilidades sociais e que esta experiência dos consumidores pode contribuir decisivamente para a mudança de atitudes das empresas e dos empregadores em relação à contratação de colaboradores com limitações ou incapacidades específicas, porque estas boas práticas têm influência na reputação e na imagem pública das empresas, dos produtos e dos serviços, acrescentando valor às marcas. ...
... Part of the reason for these difficulties tends to be associated with consumer attitudes towards purchasing products or services produced by professionals with specific limitations. Siperstein et al. (2006) present a scale to assess consumer attitudes towards companies that hire people with specific limitations, with the aim of evaluating the possible relationship between these attitudes and the decision of consumers to buy products and services from companies that assume their role as agents of building a more inclusive society, by hiring these citizens. Using a questionnaire survey methodology, data were collected in a convenience sample and some conclusions were drawn, among which it is worth mentioning that female consumers, with older age and with a previous experience of purchasing a product or service provided by a worker with specific limitations, have more favorable attitudes towards companies that assume this responsibility to promote a more inclusive society. ...
... Face ao exposto, alguns autores construíram instrumentos de avaliação das atitudes das empresas em relação à contratação de cidadãos com incapacidades ou limitações e das atitudes dos consumidores em relação às políticas de responsabilidade social das empresas neste domínio, entendendo que estes instrumentos poderiam ser importantes para avaliar a complexidade do processo de construção de um mercado de trabalho mais inclusivo (Bezyak et al., 2021;Copeland et al., 2010;Nota et al., 2014;Siperstein et al., 2006). ...
... Siperstein construiu uma escala de avaliação das atitudes dos consumidores em relação às empresas que contratam pessoas com limitações ou incapacidades, tendo constatado que 75% dos participantes no estudo (com uma amostra de N=803) declarou ter tido uma experiência positiva de aquisição de produtos ou serviços a trabalhadores com limitações ou incapacidades e que essa experiência contribuiu para a formação de uma atitude positiva em relação às empresas (Siperstein et al., 2006). Verificou ainda que a maioria dos participantes declara que prefere adquirir produtos e serviços a empresas com esta consciência das suas responsabilidades sociais e que esta experiência dos consumidores pode contribuir decisivamente para a mudança de atitudes das empresas e dos empregadores em relação à contratação de colaboradores com limitações ou incapacidades específicas, porque estas boas práticas têm influência na reputação e na imagem pública das empresas, dos produtos e dos serviços, acrescentando valor às marcas. ...
Apesar do sistema educativo português se ter já organizado para promover a inclusão dos estudantes com necessidades educativas específicas, há ainda um longo caminho a percorrer para alterar as atitudes das empresas em relação à contratação de colaboradores com incapacidades (ou limitações) específicas. Uma parte das razões destas dificuldades tende a associar-se às atitudes dos consumidores em relação à aquisição de produtos ou de serviços produzidos por profissionais com limitações específicas. Siperstein e colaboradores (2006) apresentam uma escala de avaliação das atitudes dos consumidores em relação às empresas que contratam pessoas com limitações específicas, com o objectivo de avaliar a eventual relação entre as referidas atitudes e a decisão dos consumidores comprarem produtos e serviços das empresas que assumem o seu papel de agentes de construção de uma sociedade mais inclusiva, pela contratação destes cidadãos. Com recurso a uma metodologia de inquérito por questionário, foram recolhidos dados numa amostra de conveniência e elaboradas algumas conclusões, de entre as quais se destaca a de serem os consumidores do sexo feminino, com mais idade e com uma experiência prévia de aquisição de um produto ou serviço prestado por um trabalhador com limitações específicas aqueles que apresentam atitudes mais favoráveis em relação às empresas que assumem esta responsabilidade de promoção de uma sociedade mais inclusiva. Em conclusão, sugere-se a divulgação das boas práticas destas empresas, com o propósito de promover uma mudança de atitudes nos consumidores em geral e nas empresas.
... Indeed, the employment rate for people with disabilities is consistently much lower than their typically developing peers (Gilbride et al., 2003). This is not a result of an unwillingness to work (Siperstein et al., 2006); but rather, people with disabilities often experience barriers such as negative attitudes, lack of accommodations, training and social support, limited accessibility, and inadequate transport when seeking employment (Berry, 1995;Bruyere et al., 2006;Kay et al., 2011;Lindsay 2011aLindsay , 2011bSiperstein et al., 2006;Unger, 2002). In a competitive labour market where skills and experience are highly prized, people with disabilities may be increasingly disadvantaged (Lindsay et al., 2012a). ...
... Indeed, the employment rate for people with disabilities is consistently much lower than their typically developing peers (Gilbride et al., 2003). This is not a result of an unwillingness to work (Siperstein et al., 2006); but rather, people with disabilities often experience barriers such as negative attitudes, lack of accommodations, training and social support, limited accessibility, and inadequate transport when seeking employment (Berry, 1995;Bruyere et al., 2006;Kay et al., 2011;Lindsay 2011aLindsay , 2011bSiperstein et al., 2006;Unger, 2002). In a competitive labour market where skills and experience are highly prized, people with disabilities may be increasingly disadvantaged (Lindsay et al., 2012a). ...
... This is important because there is an increased emphasis on independence and employment readiness skills given the increased life expectancy among youth with childhood onset disabil-ities (Kingsnorth et al., 2007). Early work opportunities are critical for youth with disabilities to provide a context for career development by exploring interests and abilities, providing skill development and facilitating integration into society (Hartnet et al., 2011;Siperstein et al., 2006). Yet, adolescents with disabilities often lag behind their peers in acquiring essential life skills and work experience (Forsyth & Jarvis, 2002;Gall et al., 2006;Kingsnorth et al., 2007;Lindsay et al., 2012a). ...
Background: Although employment is a right of citizenship, people with disabilities remain underrepresented in the workforce. Employment is especially important for people with disabilities because it can alleviate financial hardship, social isolation, improve confidence and quality of life. Most research exploring employers’ views of hiring employees with disabilities has focused on adults while little is known about employers’ experience of working with youth with disabilities. The purpose of this study was to explore supervisors’ views of working with an adolescent with disabilities as a part of an employment training program. Method: The sample was drawn from the supervisors of youth taking part in an employment training program, run through children’s rehabilitation hospital in a large urban centre. A descriptive questionnaire was sent to all supervisors who worked with a adolescent with disabilities as part of an employment training program. Thirty-six questionnaires were completed with a response rate of 92%. Results: Our findings show that most supervisors felt prepared when youth arrived and that supervising them did not take up much extra time. Some supervisors had a few initial concerns about workplace accommodations and workload but these were quickly resolved. Most supervisors who worked with youth with disabilities reported a positive experience and that having them in the workplace also had the added benefit of challenging some of their assumptions about people with disabilities. Conclusions: Our findings emphasize the importance of supervisors having an opportunity to work with a person with disabilities because it can help to break down negative attitudes and stereotypes.
... Governments, especially in the western world, stress companies to be more diverse and inclusive through legislations (quotas, equal pay…). Customers also play a role in encouraging companies to be more diverse as they might favour inclusive companies when choosing between alternatives (Siperstein et al., 2006). ...
... The other factor was investigated by studying the variability in the disability-job fit (Colella & Varma, 1999). The first study investigating how consumers perceive companies that hire people with disabilities was the national survey conducted by Siperstein et al. (2006). The survey was among the first to show consumer preference for socially responsible companies. ...
... As previous research shows, different stereotypes are attached to each disability type (Colella & Varma, 1999;Stone & Colella, 1996). Early studies, such as Siperstein et al. (2006), did not give importance to the disability type and left it for the participants to interpret what is meant by an employee with a disability. This factor could bias and affect the validity of the findings. ...
The effect of workforce diversity on customers is an important and understudied topic in marketing. The article reviews the published studies investigating how customers perceive and are influenced by employees with disabilities. Studies included for review examined how customers respond when served by an employee with a disability. Scopus was used as the primary database in the search for articles. A total of eight studies have been reviewed. Nearly all the studies are published recently, indicating the growing academic interest in the topic. Findings are discussed as there is no consensus on whether disability can positively or negatively affect the customer’s perception of the employee and the company. Research gaps, methodologies and limitations are addressed, and future research directions are suggested and discussed. This review indicates that this topic is under investigated and there is still room for research given the small number of published work and the methodological and theoretical gaps.
... Previous studies have identified factors responsible for influencing the employment of disabled persons, which include logistical challenges, poor awareness and high cost of accommodation (Kaye, Jans and Jones, 2011;Gold et al., 2012;Gröschl, 2013). Also, other studies showed that the employment of people with disabilities could lead to profitability (Siperstein et al., 2006;Zivolich & Weiner-Zivolich, 1997) and a low retention ratio of labour employment (Araten-Bergman, 2016;Motilal, 2017). Examining CEO characteristics (CEO age, CEO tenure and CEO gender) on disability employment deepens disability studies in emerging markets and adds a new perspective. ...
... It is observed in another study that disability employment can reduce taxpayer spending on the general welfare cost of the country (Zivolich & Weiner-Zivolich, 1997). Also, some studies have established a direct link between disability employment to firm performance (Siperstein et al., 2006). Another benefit to the firms is the low retention rate for disability employment (Araten-Bergman, 2016;Motilal, 2017). ...
... Previous studies have identified factors responsible for influencing the employment of disabled persons, which include logistical challenges, poor awareness and high cost of accommodation (Kaye, Jans and Jones, 2011;Gold et al., 2012;Gröschl, 2013). Also, the employment of people with disabilities can lead to profitability (Siperstein et al., 2006;Zivolich & Weiner-Zivolich, 1997) and a low retention ratio of labour employment (Araten-Bergman, 2016;Motilal, 2017). Examining CEO characteristics (CEO age, CEO tenure and CEO gender) on disability employment deepens disability studies in emerging markets. ...
... Previous studies have identified factors responsible for influencing the employment of disabled persons, which include logistical challenges, poor awareness and high cost of accommodation (Kaye, Jans and Jones, 2011;Gold et al., 2012;Gröschl, 2013). Also, other studies showed that the employment of people with disabilities could lead to profitability (Siperstein et al., 2006;Zivolich & Weiner-Zivolich, 1997) and a low retention ratio of labour employment (Araten-Bergman, 2016;Motilal, 2017). Examining CEO characteristics (CEO age, CEO tenure and CEO gender) on disability employment deepens disability studies in emerging markets and adds a new perspective. ...
... It is observed in another study that disability employment can reduce taxpayer spending on the general welfare cost of the country (Zivolich & Weiner-Zivolich, 1997). Also, some studies have established a direct link between disability employment to firm performance (Siperstein et al., 2006). Another benefit to the firms is the low retention rate for disability employment (Araten-Bergman, 2016;Motilal, 2017). ...
... Previous studies have identified factors responsible for influencing the employment of disabled persons, which include logistical challenges, poor awareness and high cost of accommodation (Kaye, Jans and Jones, 2011;Gold et al., 2012;Gröschl, 2013). Also, the employment of people with disabilities can lead to profitability (Siperstein et al., 2006;Zivolich & Weiner-Zivolich, 1997) and a low retention ratio of labour employment (Araten-Bergman, 2016;Motilal, 2017). Examining CEO characteristics (CEO age, CEO tenure and CEO gender) on disability employment deepens disability studies in emerging markets. ...
Using the stewardship theory and theory of fear of failure as the underlying theory, the study focuses on investigating CEO characteristics and disability employment of listed firms in India. The study employed descriptive statistics and feasible generalised least square (FGLS) assumption to analyze data from 80 Indian listed firms with 800 firm-year observations from 2010 to 2019. We find that CEO age and CEO tenure have a strong and positive correlation. The first findings show that ageing CEOs are insignificant to exhibit any levels of disability employment in India. This study suggests that ageing CEOs do not see disability employment as a welfare cost or employment that can lead to a consequential profit. The second findings show that firms with long-tenured CEOs exhibit a higher level of disability employment. This outcome does not conflict with the assumption that the CEO has a sense of responsibility to achieve what is right and protect the firm’s assets. Lastly, the study shows that female CEOs exhibit higher levels of disability employment in India. The study is limited to firms with data on people with disabilities. Using the Indian stock market as the only study source may affect the study’s generalisation. Also, small firms that employ disabled persons are not on the stock market and may potentially undermine the study’s scope. Examining CEO characteristics (CEO age, CEO tenure and CEO gender) on disability employment deepens disability studies in emerging markets.
... Public institutions (European Commission, 2001a) and scholars (Kendall & Karns, 2018;Markel & Barclay, 2009) have asserted that recruiting socially excluded individuals represents corporate social responsibility (CSR) that can be good for an organization's image (Lengnick-Hall, 2007). While most of these claims are theoretical in nature, Siperstein, Romano, Mohler, and Parker (2006) found, in a nationally representative sample, that "hiring people with disabilities" ranks third in a favorability rating of activities by socially responsible companies. ...
... Second, we investigate whether employment of people with disabilities also benefits individuals in the form of more positive stereotypes. Public polls approve hiring and employing people with disabilities (Burge, Ouellette-Kuntz, & Lysaght, 2007;Siperstein et al., 2006) and some policies aimed at changing perceptions involve direct contact with people with disabilities (Fisher & Purcal, 2017). Yet, empirical research on this is scarce. ...
... Thus, receiving service from a person with a disability can be seen as a proactive and credible communication, and, since such employees face negative competence stereotypes (Fiske et al., 2002;Louvet, 2007), average customers should interpret their employment as sincere and not egoistic. Siperstein et al. (2006) provided initial empirical support for this notion. They listed "hiring people with disabilities" as one characteristic when asking 803 randomly selected adults from a Gallup Organization poll in the United States about activities by socially responsible companies. ...
... Furthermore, there is the fact that the income of PwD households is smaller than the income of households of people without disabilities (Harkin, 2014). Currently there is a tendency that people and consumers prefer companies that employ PwD (Siperstein et al., 2006). Therefore, in the hospitality industry, hiring employees with disabilities is an initiative that not only helps build a positive image for the company, but lowering unemployment and improving life expectancy among people with disabilities. ...
... Employees with Disabilities Consumer attitudes towards companies that use PwD vary widely. Of the 75 percent of respondents, research that has been served directly by employees with disabilities shows that 95 percent of the 75 percent of respondents think companies that employ PwD get positive benefits (Siperstein et al. (2006). A watershed study in Canada reported 87 per cent of the participants believed hiring PwDs would not negatively affect the image of a company, with 65 per cent stating hiring adults with intellectual disabilities did not present safety or productivity issues (Burge et al., 2007). ...
... 247 Nevertheless, the definition of CSR remains vague. 248 Many studies on CSR explicitly point to the definition's inconsistency and the concept's different boundaries. 249 Uniform standards 250 or a universal concept 251 of CSR do not exist. ...
... Park & Lee, 2009 Increasing profitability as the sum of individual aspects Rynes & Barber, 1990 Using untapped applicant pools as a competitive advantage Samant et al., 2009 Positive influence on the corporate culture, expansion of the company's CSR Schur et al., 2005 Positive influence on the corporate culture, expansion of the company's CSR, provision of resources and incentives for mentoring and training people with disabilities and the adaptation of workplaces. Siperstein et al., 2006 Innovations, competitive advantage, winning and retaining customers Waxmann, 2017 Diverse applicant pools offer a competitive advantage ("diversity") Wells, 2008 Use untapped applicant pools to avoid skills shortages Werner, 2009 Cooperation with NGOs as an opportunity for "win-win" situations Zychlewicz, 2014 Productivity of people with disabilities, increased economic efficiency, improved motivation and commitment, the loyalty of employees, building an attractive brand as an inclusive employer for employees, and expansion of the company's CSR. ...
After an accident or severe illness, it may be difficult or even impossible to return to work due to a long absence from work or lasting impairments. In this case, vocational rehabilitation takes place in addition to health-related rehabilitation. There is some evidence in the literature that vocational rehabilitation contributes to increasing the profitability of companies. However, this phenomenon has not yet been comprehensively empirically researched. Therefore, this dissertation analyses and operationalise, from a holistic management perspective, the direct and indirect impacts of vocational rehabilitation on business. Besides, an explanatory model is provided for the optimal implementation of vocational rehabilitation and to realise the emerging potential. A commitment to vocational rehabilitation does not directly but indirectly influence business performance. The direct impact of vocational rehabilitation is mainly at the operational level, which interacts with the normative level. The business performance benefits are realised primarily at the strategic level. This phenomenon is also reflected in the insight that vocational rehabilitation has a leverage effect on the existing resources and competencies. Furthermore, there is a positive correlation between the level of vocational rehabilitation integration, the maturity of the company culture and the increasing contribution to business performance.
... A survey of various full-time employees across the US reported that job seekers tend to prefer inclusive employers, with approximately 80% of respondents identifying inclusivity as an important factor in choosing an employer (23). Research has also shown that consumers prefer companies that employ individuals with disabilities (24). Various beneficial results related to the presence of workers with disabilities provide confidence and the notion that workers with disabilities are an untapped resource or a hidden asset (24)(25)(26). ...
... Research has also shown that consumers prefer companies that employ individuals with disabilities (24). Various beneficial results related to the presence of workers with disabilities provide confidence and the notion that workers with disabilities are an untapped resource or a hidden asset (24)(25)(26). There was a relationship between good leadership and the level of discrimination, job satisfaction, and the need for recovery felt by disabled workers. ...
Introduction
The COVID-19 pandemic has had a significant impact on all levels of society, including people with disabilities, who in the pre-pandemic period faced obstacles in various sectors of life that affected efforts to fulfill basic living needs due to difficulties in accessing employment.
Objective
The objective of this study was to identify various factors and causal interaction patterns that affect the inclusiveness of workers with disabilities in pandemic situations, a dynamic system is needed to capture causal interaction patterns related to the inclusiveness of workers with disabilities in pandemic situations.
Method
This study used a causal loop diagram approach, which is part of a dynamic system that begins with determining the interaction of causal variables. The process of identifying and extracting data was carried out through a literature review and in-depth interviews with informants who met the principles of appropriateness and adequacy criteria.
Result
The interaction pattern between the factors that influence the inclusiveness of disabled workers was depicted in three causal loop diagrams covering three major domains, namely social, educational, and economic aspects. The three causal loop diagrams showed an increasingly dynamic interaction pattern during the COVID-19 pandemic, considering that workers with disabilities have greater vulnerability, which impacts their level of acceptance and inclusiveness at work.
Recommendation
There needs to be a specific policy to expand the acceptance of workers with disabilities by strengthening cross-sectoral collaboration and company commitments. The existence of a policy that prioritizes education, increases the budget, and procures adequate infrastructure for people with disabilities is a government commitment that is demanded to be fulfilled during the COVID-19 pandemic.
... 25) This perception that disabled candidates are less desirable than their non-disabled counterparts is well documented in the literature (e.g. [70]). People with disabilities feel overlooked for positions they are capable of, and even filling out an application form is challenging due to the disclosure decision. ...
... Our study also detailed the lived experience of having an invisible disability on working life. It was clear that participants perceived a reluctance to talk about disability at their workplaces, as identified in past work [28,70]. Participants did not want to discuss their disability with employers or peers and believed employers were also reluctant to do so. ...
Research has shown that persons with disabilities continually face discrimination. More research attention has focused on individuals’ experiences of visible disability, despite evidence that there are higher numbers worldwide of people with invisible disabilities. As such, persons with invisible disabilities can feel under-represented in disability literature. A qualitative study was conducted to address this. Twenty-five persons with an invisible disability were recruited to take part in focus groups and interviews aimed at understanding the lived experience of invisible disability on social life and within the workplace. Data were analyzed using Braun and Clarke’s reflexive thematic analysis, identifying themes of (1) Incongruity between looking and feeling, (2) The impact of others, (3), Adaptation, (4) Talking about disability, (5) (Un)supported and (un)accepted, and (6) Discrimination/legislation. The findings indicate that the language, attitudes and behaviour of others are important to support inclusion in the social and working lives of those with invisible disabilities. Persons without a disability should be willing to talk about disability, see the strengths of those with an invisible disability and be mindful of language used around visibility. Suggestions relating to what we can do to be better support those with an invisible disability in society are discussed.
... A first SHRM perspective to align with the PA, concerns an HRM strategy that aims for social legitimacy (Boselie, Paauwe, & Farndale, 2013). This perspective provides ample opportunities to demonstrate the positive contribution of hiring PwD to a variety of SHRM's goals, e.g. by responding positively to government regulations (legitimacy), labour participation of vulnerable groups in society (business ethics) or to a positive employer brand (corporate social responsibility) (Siperstein, Romano, Mohler, & Parker, 2005). ...
... To find alignment with hiring PwD, an assessment has to be done for the consequences on employee well-being. Various studies reveal that hiring PwD may both have positive and negative consequences for employee well-being (Siperstein et al., 2005;Stone & Colella, 1996). ...
The study investigates which considerations employers take into account in response to a social policy measure that requires employers to hire persons with disabilities (PwD). It also looks at if and how employers shape their human resource practices dependent of their organisational context. The decision to hire PwD was theoretically positioned in the Contextual Strategic Human Resource Management (SHRM) Framework. In a qualitative study carried out among 38 Dutch employers who are inclusive, or are having a positive, neutral or negative attitude to employing PwD, three questions were explored: (1) Which strategic issues in response to a social policy measure do employers consider in their decision (not) to hire PwD?; (2) Which conditions have to be met to assess the organisational setting to be suitable to hire PwD?; (3) How do employers hire PwD aligned with their overall HRM system? This article provides evidence that employers respond in a contextual and strategic way to an institutional pressure, and that they assess different levels of fit (environmental, strategic, organization and internal fit) in their considerations to hire PwD. A customised approach is therefore needed in motivating employers to hire PwD which is based on different HRM perspectives.
... Obe grupe ispitanika, oni koji preferiraju segregacijski model zapošljavanja i oni koji preferiraju integracijski model zapošljavanja, slažu se da osobe sa IT ne bi narušile imidž radne organizacije, što je u skladu sa rezultatima do kojih su došli i Burge i saradnici (Burge et al., 2007). Istraživanje koje su proveli Siperstejn i saradnici (Siperstein et al., 2005), u kojem su ispitivali stavove potrošača prema kompanijama koje zapošljavaju osobe sa invaliditetom, pokazalo je da javnost gleda na zapošljavanje ovih osoba kao na socijalno odgovorno ponašanje, ali i kao korisnu poslovnu praksu. Zanimljivo je da isto smatraju i poslodavci, ističući da zapošljavanje osoba sa invaliditetom može čak poboljšati reputaciju i javni imidž organizacije (Gligorović, 2015;Olson, Cioffi, Yovanoff, & Mark, 2001;Unger, 2002). ...
... Dakle, oni smatraju da poslodavci ispoljavaju strahove i negativna očekivanja kada su u pitanju radne kompetencije osoba sa IT što istraživanja stavova poslodavaca i pokazuju. Poslodavci uglavnom ispoljavaju pozitivan stav prema zapošljavanju osoba sa invaliditetom, ali ispoljavaju strahove u pogledu radnih kompetencija ovih osoba (Siperstein et al., 2005;Skočić Mihić & Kiš-Glavaš, 2009;Vučić, 2017) kao i u pogledu troškova za adaptaciju radnog mesta (Hernandez, Keys, & Balcazar, 2000). ...
Shvatanje stavova javnosti prema zapošljavanju osoba sa intelektualnim teškoćama je veoma važan faktor za uspešnu socijalnu inkluziju ovih oso-ba u integrisanu radnu sredinu. Cilj istraživanja bio je utvrditi koji model zapošljavanja osoba sa intelektualnim teškoćama javnost preferira, te ka-kav uticaj preferirani model zapošljavanja ima na stavove javnosti prema zapošljavanju ovih osoba. Ispitan je i uticaj karakteristika ispitanika na percepciju najboljeg modela zapošljavanja. Uzorak je činilo 77 ispitanika. Stavovi javnosti prema zapošljavanju osoba sa intelektualnim teškoćama is-pitani su modifikovanim Upitnikom za procenu stavova prema osobama sa intelektualnim teškoćama (Questionnaire of Attitudes toward Individuals with Intellectual Disabilities; Burge, Quellette-Kuntz & Lysaght, 2007). Rezultati su pokazali da javnost ne preferira nijedan od modela zapošlja-vanja osoba sa intelektualnim teškoćama (segregacijski i/ili integracijski). Statistički značajne razlike između ispitanika koji su odabrali različite mo-dele zapošljavanja utvrđene su na četiri varijable. Ispitanici koji preferiraju segregacijski model zapošljavanja osoba sa intelektualnim teškoćama sma-traju da bi ove osobe na radnom mestu stvarale više incidenata i narušavale sigurnost rada, kasnile bi ili izostajale sa posla više od drugih radnika, te da je prepreka njihovom zapošljavanju njihovo stanje. Ispitanici koji pre-feriraju integracijski model zapošljavanja osoba sa intelektualnim teško-ćama smatraju da poslodavci misle da osobe sa intelektualnim teškoćama nemaju potrebne veštine za obavljanje posla. Karakteristike ispitanika (pol, hronološka dob, nivo obrazovanja, radni status, mesto stanovanja), kao i percepcija težine intelektualnog oštećenja nisu imali uticaja na odabir najboljeg modela zapošljavanja osoba sa intelektualnim teškoćama.
Ključne reči: integracijski model zapošljavanja, prepreke zapošljavanju, segregacijski model zapošljavanja
... Al fomentar la diversidad de la fuerza laboral, las empresas también enriquecen su capital intelectual al incorporar diversas perspectivas en la toma de decisiones y mejoran la comprensión de una base de clientes más diversa (Accenture, 2018). Asimismo, la contratación de personas con TEA mejora la imagen y reputación de la compañía al demostrar un compromiso con la diversidad e inclusión (Kalargyrou, 2014;Siperstein et al., 2006), y pueden obtener ayudas económicas gubernamentales (Ministerio de Trabajo y Economía Social [MIES], 2019). ...
El Trastorno del Espectro Autista (TEA) es un desorden neurológico del desarrollo que afecta principalmente la comunicación e interacción social, presentando así desafíos en la búsqueda y retención de empleo. No obstante, conforme la sociedad progresa en la comprensión de este trastorno, se está reconociendo cada vez más sus habilidades excepcionales y su potencial para contribuir en diversos trabajos. Esta investigación se enfoca en descubrir las mejores prácticas inclusivas para integrar laboralmente a personas con autismo en instituciones culturales barcelonesas. Se realizaron 11 entrevistas, 9 a empleados con TEA y 2 a las representantes de sus respectivas iniciativas inclusivas, con el fin de comprender estos proyectos y asegurar su efectividad. Los resultados muestran que ambas comparten muchas similitudes en su desarrollo. Mediante esas analogías, más una comparación de literatura académica, se han recopilado 15 consejos para facilitar la integración laboral de individuos con autismo en instituciones culturales.
... The importance of the responsibility of consumers in the success of CSR initiatives has been receiving a growing attention in the past few years (Vitell, 2014). Responsible consumers drive business growth because consumers support responsible business behavior and also play an important role in sustainability of businesses (Siperstein et al., 2006;Chen et al., 2012) because they reward businesses by their repeated purchases (Lee et al., 2014). The responsible consumer now can criticize, appraise and direct businesses, as well as use his buying power to influence behaviors of firms (Quazi et al., 2016). ...
This paper reviews the concepts, elements and development of the concepts of corporate social responsibility and of consumer social responsibility. Throughout the paper, we present several international and local cases for companies that apply corporate social responsibility. We also present examples of consumer social responsibility throughout the paper. Our interest was in analyzing corporate social responsibility and consumer social responsibility in Egypt. We analyzed the Egyptian case in light of the COVID-19 pandemic. Finally, we examine how the pandemic affected corporate social responsibility and consumer social responsibility practices in Egypt.
... In addition to attracting customers with disabilities, hiring PWD may also help create a positive brand image. A study in the USA found that 92% of consumers felt more positively towards companies employing PWD (González & Fernández, 2016;Siperstein et al., 2006). ...
... The professional passivity of people with intellectual disabilities is an effect of various factors . These include bad health, being afraid of losing one's benefits if one starts working, being afraid of work, insufficient professional qualifications, negative experiences, lack of architectural accessibility, restricted mobility and contactability, a negative attitude or insufficient knowledge among people around them (including the employers' concern and aversion for employing people with disabilities), an employment policy disadvantageous for people with disabilities and a lack of suitable job offers, especially for people with more severe intellectual disability levels (Siperstein, 2006;Gorący, 2011;Niedzielski, 2014;Kobus-Ostrowska, 2015;Firkowska-Mankiewicz et al ., 2017;Patulski & Godlewska-Bujok, 2017;Janiszewska-Nieścioruk, 2020) . ...
Mimo że w literaturze dostrzega się korzyści wynikające z pracy i zatrudnienia dla osób z niepełnosprawnością intelektualną, niewiele badań poświęconych jest ich doświadczeniom i przeżyciom prezentowanym z ich własnej perspektywy. Artykuł stanowi raport z fenomenograficznych badań fokusowych prowadzonych w czterech grupach dorosłych osób z niepełnosprawnością intelektualną w stopniu umiarkowanym lub lekkim. Głównym celem badań było zrozumienie doświadczeń i przeżyć dorosłych osób z niepełnosprawnością intelektualną związanych z pracą i zatrudnieniem oraz nadawanych im przez te osoby znaczeń. Łącznie badaniom poddano 34 osoby. W wyniku analiz wyłoniono trzy obszary, do których uczestnicy odnosili się, mówiąc o pracy i zatrudnieniu: (1) ich własna osoba - marzenia, oczekiwania, wyobrażenia, możliwości, przekonania i doświadczenia, (2) środowisko - wzorce środowiskowe, wsparcie i bariery, rekrutacja do pracy i możliwości rynku pracy oraz (3) znaczenia nadawane pracy - źródło utrzymania/ zaspokojenia potrzeb bytowych/materialnych, społecznych, emocjonalnych (satysfakcja, zadowolenie) oraz szansa na samorozwój/samorealizację. Uzyskane wyniki pozwoliły na opracowanie implikacji dla rodziców, praktyków i polityki społecznej w obszarze zatrudnienia osób z niepełnosprawnością intelektualną.
... This translates into profits through increasing the number of their clients. 92% of respondents in a national public survey in had positive attitude towards companies employing disabled people and 87% of them would prefer to use these companies' services (Siperstein et al., 2006). ...
Currently costs related to supporting autistic people including direct cost of services as well as autistic people and their carers lost income reach billions worldwide each year and they are predicted to grow in the coming years. Large proportion of autistic people who have ability, and willingness to undertake paid employment, misses on the opportunities due to barriers related to autistic traits, employers' prejudice, lack of workplace accommodations and organizational culture not compatible with autistic needs. This is despite a range of traits and skills which they can bring into professional settings such as innovative thinking, creativity, problem solving, analytical skills, attention to detail, tolerance for repetition or ability to gain deep knowledge in a chosen subject. There are already companies, especially in the tech sector, benefiting from developing autistic workforce. However, most of the brownfield organizational settings cannot be accommodative enough for autistic people. Hence an opportunity lies in creating a greenfield global digital enabled autism-centered environment to accommodate employment needs and facilitate entrepreneurial activities for autistic people. This would constitute natural development as many autistic people already enjoy the flexibility of working remotely while remaining in physical settings better suited for their needs than traditional physical office spaces. Digitally enabled holistic approach will help to establish a mindset that follows neurodiversity approach creating environment in which personalized support and professional development would be based on autistic people strengths, abilities, and skills. This development could have significant economic effect as our estimations indicate that there is a potential worldwide workforce between 3.6 to 10 millions of autistic people which could find employment or to create their own money-making opportunities in remote digital settings.
... have a positive attitude towards the hiring of PWDs are more willing to hire and integrate them into the work and will be more responsive to political and social brands to support such companies (Siperstein, Romano, Mohler, & Parker, 2006). ...
... One observer attribute that contributes to disability bias is a lack of information, misinformation, or misunderstanding about individuals with disabilities (Kaye et al., 2011;Lindsay et al., 2019). Some hiring managers believe that customers will react negatively to workers with disabilities, when there is evidence against this belief (Siperstein et al., 2006). Some fear that hiring workers with disabilities may cause adverse effects on employment rates of non-disabled people, when research also dispels this notion (Neumark et al., 2017;Procknow & Rocco, 2016). ...
We developed and examined the effectiveness of three types of video interventions to mitigate bias toward individuals with disabilities in the workplace. Based on theory and research, we developed (1) an education video that provided knowledge about disabilities in the workplace, (2) socialization videos that provided experiences of employees with disabilities, (3) a combined education and socialization video, and (4) a control video about workplace diversity broadly. We conducted two randomized controlled trial studies (study 1 N = 202; study 2 N = 286) with outcome measurements pre-intervention, immediately post-intervention, and one week post-intervention. Outcomes included knowledge and awareness about disabilities in the workplace, attitudes toward individuals with disabilities, and ratings of hypothetical applicants with mental health and physical disabilities. In study 1, compared to the control video, positive changes were observed in knowledge and awareness for the education and combined videos and cognitive attitudes for the socialization video. The education video also demonstrated improvement in a hiring scenario rating for a hypothetical job applicant with a mental health disability. In study 2, we observed evidence that the effectiveness of socialization videos’ bias reduction may be contingent upon the type of disability portrayed in the video corresponding with the hypothetical applicant being rated. Our findings imply that it may be possible to reduce hiring bias against people with disabilities through the short video interventions if evaluations of job applicants are made very soon after an intervention is presented. Positive benefits decay over time; therefore, it is important for organizations to go beyond such measures.
... have a positive attitude towards the hiring of PWDs are more willing to hire and integrate them into the work and will be more responsive to political and social brands to support such companies (Siperstein, Romano, Mohler, & Parker, 2006). ...
Purpose: The current study aims to analyze the hotels' managers' intention to hire PWDs in the hotel industry by using the theory of planned behaviors model.
Design/methodology/approach: It has employed a quantitative approach with the TPB model to collect the data. The survey has been developed based on literature, and a total of 207 valid questionnaires distributed among senior hotel managers in four and five-star hotels in Egypt, then were analyzed.
Findings: Results of the path analysis showed that attitude and subjective norms significantly affect senior hotels managers' intention, also the intention has a positive effect on their behavior to hire PWDs. Moreover, the attitude affects directly the behavior of hiring PWDs.
Theoretical Implications:
The attitude can affect directly the behavior of hiring PWDs. The intention plays a vital role as a mediator between subjective norms and behaviors.
Practical Implications:
The managers should be trained and motivated to accept PWDs to enhance the hotel image. PWDs should be trained by using Knowledge Management KM and assistive technology. The government should create employment opportunities for PWDs through vocational training courses.
Research Limitations and Further Researches: Further research should work to overcome current limitations. Future comparative studies can be conducted between the hospitality grades, management style, hotel departments, and sectors. Also, the socio-demographic factors may play a vital role in hotel managers' opinions.
Originality/Value: This is a pioneering effort to apply TPB to measure the intention and behavior of hotel managers to hire Egyptian PWDs.
Keywords: Disabilities, Theory of planned behavior, Attitudes, subjective norms, intention, behavior to hire, TPB, PWDs.
... Thirdly, this hiring policy may facilitate access to public funding or subsidies, as well as new business deals (Shrey and Hursh 1999). Fourthly, a positive impact on the company's reputation may be expected (Siperstein et al. 2006). In addition to this economic value, there is also a social value that is created by giving many people who find it difficult to access a job the opportunity to gain economic self-reliance and to become better integrated into their communities. ...
This chapter analyzes the behavior of different municipal budget policies
and their relationship to the Sustainable Development Goals (SDGs) established in
the 2030 Agenda. Starting from a general focus on the relationship of SDGs to public
spending policies (known as spending programs) in local entities, this chapter
examines companies that can sign contracts with public administrations under Public
Administration Contract Law. Our study aims to relate municipal budgetary actions
to the SDGs and to private companies that pursue social goals as well as economic
benefit—that is, firms composing the fourth sector. Characterization of the local
public sector’s contribution to sustainable development through budget policies
focuses on the autonomic (regional) level. The methodology is based on the information in the budgetary settlements of Expenditures and Income presented to the
Spanish Court of Accounts for the period 2010–2018 in over 8000 municipalities
and other Spanish local entities. The database (big data) of over 2,000,000 records
was processed using data mining techniques to extract a set of indicators based on
the expenditure level of each local entity and other indicators. The results also
indicate the spending policies/programs related to the SDGs and the economic nature
of spending with companies in the fourth sector. The results thus provide a geographical view of how local spending is distributed in Spain in absolute terms
(millions of euros), per capita, and in terms of local entities’ spending on SDGs
and fourth-sector companies across the different regions.
... have a positive attitude towards the hiring of PWDs are more willing to hire and integrate them into the work and will be more responsive to political and social brands to support such companies (Siperstein, Romano, Mohler, & Parker, 2006). ...
The current study aims to analyze the hotels' managers' intention to hire PWDs in the hotel industry by using the theory of planned behaviors model.
... The Americans with Disabilities Act (ADA) and other federal laws have encouraged employers to include PWDs by providing work accommodations appropriate job training. However, this legislation has not adequately changed hiring practices or attitudes related to hiring PWDs (Siperstein et al., 2006). The traditional supply-side vocational rehabilitation (VR) approach of providing medical, psychological, educational, and vocational services to improve functioning, physical stamina, and job skills without considering organizational behaviors, employer practices, and the changing labor economy is no longer adequate for achieving meaningful employment outcomes for PWDs . ...
Purpose
The purpose of this in-depth case study was to better understand how practices, policies, and structures contributed to a large health care organization’s track record of hiring, training, and retaining persons with disabilities (PWDs).
Method
We conducted in-depth interviews with 63 key informants across four hospitals in the hospital system. Within each site, we recruited participants from multiple-levels of the organization to understand the complexity of employment practices. Content analysis was used to analyze participant response to open-ended questions.
Results
Providing appropriate supports, including clearly defined job roles that are aligned with employee abilities, ongoing coaching and support, and purposeful efforts to integrate PWDs into the broader organization, are important elements of ongoing success. Invested leadership, alignment across organizational structures, and building partnerships with organizations with knowledge and skill in supporting PWDs are additional critical success factors.
Conclusions
Findings indicate that it is imperative for organizations wishing to strengthen their hiring practices for PWDs to develop a culture that embraces a person-first approach. As evidenced here, in an environment where all employees feel supported, valued, and as if there is room for growth, there is opportunity for employees with disabilities to be viewed through a positive, developmental, and generous lens.
... For example, many organizations have been successful in creating explicit actiondriven triggers for "diversity" by connecting it to internal and external pressure. These include demands from governmental laws such as affirmative action and quota (Gabaldon et al., 2017), demands from stakeholders to make workforce reflect customer base (Siperstein et al., 2006), demands of knowledge management when entering a new market (Wrench, 2008), and demands to beat competitors in retention of multicultural talents (Ng and Burke, 2005). These demands are relevant, concrete, with clear consequences if there is "no action" or if organizations "fail to act effectively." ...
This paper conducted a preliminary study of reviewing and exploring bias strategies using a framework of a different discipline: change management. The hypothesis here is: If the major problem of implicit bias strategies is that they do not translate into actual changes in behaviors, then it could be helpful to learn from studies that have contributed to successful change interventions such as reward management, social neuroscience, health behavioral change, and cognitive behavioral therapy. The result of this integrated approach is: (1) current bias strategies can be improved and new ones can be developed with insight from adjunct study fields in change management; (2) it could be more sustainable to invest in a holistic and proactive bias strategy approach that targets the social environment, eliminating the very condition under which biases arise; and (3) while implicit biases are automatic, future studies should invest more on strategies that empower people as “change agents” who can act proactively to regulate the very environment that gives rise to their biased thoughts and behaviors.
... Thirdly, this hiring policy may facilitate access to public funding or subsidies, as well as new business deals (Shrey and Hursh 1999). Fourthly, a positive impact on the company's reputation may be expected (Siperstein et al. 2006). In addition to this economic value, there is also a social value that is created by giving many people who find it difficult to access a job the opportunity to gain economic self-reliance and to become better integrated into their communities. ...
We are living in unprecedented times in which sustainability is essential to economic growth, quality of life and national stability. In this context, Solidaridad y Trabajo Virgen del Camino (SOLTRA) emerges as an example of a firm in the fourth sector that has achieved the triple bottom line of sustainability: economic, social and environmental performance. Although SOLTRA’s current efforts are mainly focused on the social sphere through the recruitment and integration of people with disabilities into the company and, consequently, into the labour market and society, it also pursues environmental and economic objectives. In the present study, we analysed SOLTRA’s business model by applying the theory of planned behaviour and the resource-based view of the firm. The information derived from in-depth interviews with SOLTRA’s CEO and top managers from the operations and human resources departments, as well as public financial and social reports, allowed us to identify the cornerstones of its business model. The model is based on incremental technology, holistic behaviour and the integration of social activities that help identify better business opportunities. In this study, several implications for managers, policymakers and citizens are provided. These findings may contribute to the development of managerial practices that can help companies to achieve better outcomes by using new approaches to solving social and environmental problems and identifying new opportunities for vulnerable citizens.
... Despite advances in legislation and technology, people with disabilities (PWDs) continue to face social injustices and marginalization (World Health Organization, 2019). Several scholars have studied stereotyping and attitudes toward people with disabilities in the workplace (Gröschl, 2013;Houtenville & Kalargyrou, 2015;Kalargyrou & Volis, 2014;Kalargyrou et al., 2018b;Siperstein et al., 2006), but the literature is scarce when it comes to examining other social contexts. Attitudes toward PWDs are both multidimensional and influenced by social context (Grand et al., 1982;Hergenrather & Rhodes, 2007). ...
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.
... Chi and Qu (2003) also had similar conclusions and revealed a favorable attitude of employers toward workers with disabilities regarding their job skills and performance. From a customer perspective, some studies found that customers held more positive attitudes toward the companies which employ PWDs (e.g., Burge, Oullette-Kuntz, & Lysaght, 2007;Kuo & Kalargyrou, 2014;Siperstein, Romano, Mohler, & Parker, 2006), and have preferences to choosing disability-friendly hotels (Gr€ oschl, 2013). ...
Scholars and practitioners have suggested that disability inclusiveness is a promising employment strategy in response to the shrinking labor force facing the hospitality industry. In understanding the merits and concern of disability employment in the Asian context, the current study was conducted to explore this issue both from the perspective of managers and frontline employees, and identify the unexplored perception gap between managerial and frontline employees regarding disability employment. In this study, a qualitative investigation was conducted, consisting semi-structured in-depth interviews and focus groups with managers and frontline employees who were working or would work with persons with disabilities (PWDs) in hotel. This paper suggested possible solutions to minimize the barriers to disability employment and provide important recommendations for managing the disability inclusion program.
... The employment of people with disabilities also requires positive attitudes towards them and towards their employment [3]. In the world, there are many studies have indicated that there positive attitudes towards the employment of people with disabilities [15,18,19,20,21]. In Jordan AlTarawneh [3] found in her study which aimed to know the attitudes of Jordanians toward employment of people with disabilities, the percentage of Jordanians people who emphasized that the work was a right for people with disabilities was (88.5%), and (69%)of Jordanians people indicated that people with disabilities are unproductive. ...
This chapter examined the analysis of the reality of the employment of people with disabilities in Jordan. It included talking about Jordanians' attitudes toward employing people with disabilities, and barriers related to their employment. It also included the most important Jordanian legislation about the employment of people with disabilities and related practices.
... Historically, research has focused predominantly on the positive effect initiatives have on consumers' perceptions of the company. For example, researchers have shown that, in the United States, consumers typically regarded companies who hired people with disabilities more favorably by considering them socially responsible and preferring to give them business (Rosenbaum, Baniya, & Seger-Gutmann, 2017;Siperstein, Romano, Mohler, & Parker, 2006). ...
In a global society experiencing an increasing shortage of qualified workers and the recognition that individuals with autism spectrum disorder (ASD) can be effective employees, there is an uptick in private sector initiatives to address employment needs through the recruitment of workers with ASD. A case study methodology with consensual qualitative research analysis was used to gain a rich understanding of employment of people with ASD at a medium-sized clothier in collaboration with a service provider for people with ASD. Perceptions of implementation and effectiveness were collected. Results suggest the hiring of people with ASD was positively perceived by employees. Components of this success included changes to the physical work environment, diversity training specific to individuals with disabilities, and a company climate of engaging and supporting employees with ASD. This research suggests that the collaborative initiative may prove a meaningful model for other companies interested in employing people with ASD.
... Numerous studies focused on the employment of people with disabilities and they recognized the prejudice against disabled people and misunderstandings about their work performance as well as customers' evaluations [56][57][58][59][60][61][62]. Likewise, a consumer's attitude that is more favorable exhibits toward corporations that hire people with disabilities according to a national survey [65]. Referring these findings and discussions above, it is reasonable that the moderating effect of disability status exists in the link between PCSR and attitude toward using a brand. ...
Despite the increased attention to corporate social responsibility and employment of disabled people worldwide, there is insufficient evidence about the effect of these interrelated initiatives on the formation of consumer behavior. To fill this gap, this study was designed to understand consumers’ responses with respect to such activities in the coffee industry. More specifically, this study proposed that philanthropic corporate social responsibility (PCSR) aids to enhance attitude which subsequently increases behavioral intentions. In addition, this study examined the moderating role of barista disability status in the relationship between PCSR and attitude. The quantitative approach was used to examine hypotheses, and data were collected from the following two types of Starbucks: (1) Starbucks where disabled baristas provide services and (2) Starbucks where non-disabled baristas provide services. The results of data analysis showed that PCSR positively affects attitude, which in turn has a positive influence on intentions to use, word-of-mouth intentions, and willingness to pay more. Lastly, the moderating role of barista disability status was identified. Based on the findings, discussions involved theoretical and managerial implications of this study that include the encouragement of hiring people with disabilities in the coffee shops.
The on-campus recruiting process is a primary tool used by university students and corporations to initiate student internships and new employment hires after graduation. This study used a qualitative approach to understand issues affecting on-campus recruitment participation by university students with disabilities. A selection of university employees participated in standardized open-ended focus groups to answer semi-structured questions about the on-campus recruitment process and participation by students with disabilities. University and corporate staff identified several actions that may encourage on-campus recruitment participation by students with disabilities, and by extension, increase corporate employment among college students and graduates with disabilities.
Members of the disabled workforce are extremely large in number, as the population of people with disabilities approaches 1.3 billion and makes up over 16% of the global population and 26% of the US population (Centers for Disease Control and Prevention [CDC] in Disability impacts all of us infographic, 2023; WHO in https://www.who.int/news-room/fact-sheets/detail/disability-and-health, n.d.). Approximately, 1 in 4 US citizens has at least one identifiable disability (Centers for Disease Control and Prevention [CDC] in Disability impacts all of us infographic, 2023). However, disabled workers are not represented in similar proportions in the US labor force specifically. The purpose of this handbook chapter is to describe the disabled workforce in the US, barriers that prevent disabled workers from attaining meaningful, gainful employment in the US, and the benefits of hiring members of the disabled workforce (for both disabled and nondisabled employees). Moreover, this chapter will identify opportunities to overcome systemic barriers that prevent disabled workers from entering the US workforce and data that demonstrates which US states provide the most overall assistance for workers with disabilities, including promoting independence and productivity. Authors will conclude with a discussion of which additional barriers warrant scholarly attention and how an analysis of the disabled workforce in the US has global ramifications.KeywordsDisabilityWorkforceInclusionEqualityDiversityInnovation
This study attempts to identify the role of research related to people with disabilities in the intellectual structure of the hospitality and tourism (H&T) literature through bibliometric analysis. A total of 119 articles related to people with disabilities, published between 1980 and 2021 in the H&T field, were extracted from the Scopus database. VOSviewer and BibExcel software were used to visualize the bibliometric and intellectual structure. The findings show an increasing trend in disability research. Five research clusters were identified, and the customer perspective outweighed the other stakeholder perspectives. In addition, qualitative research and case study approaches slightly predominated for exploratory research purposes. Finally, the heterogeneity of disability communities requires further research in the future.
Based on the Canadian 2006 Participation and Activity Limitation Survey (PALS), we estimate the effect of prejudice on the earnings of persons with a disability. We extract external information from medical and psychology studies that record the degree of prejudice against specific disabilities and link those prejudice indices to our disability categories. We find that the earnings of persons with a disability are strongly affected by the degree of prejudice associated with their disability, after controlling for the wide range of other factors that can affect earnings. Importance des préjugés envers les personnes atteintes de handicaps. En nous appuyant sur l'enquête sur la participation et les limitations d'activités (EPLA) réalisée au Canada en 2006, nous évaluons l'effet des préjugés sur les revenus des personnes atteintes de handicaps. À cette fin, nous avons extrait des données externes issues d'études médicales et psychologiques répertoriant les niveaux de préjugés relatifs à certains handicaps, puis avons corrélé ces « indices » à nos catégories d'incapacités. En tenant compte d'un large éventail d'autres facteurs pouvant avoir une incidence, nous constatons que les revenus des personnes handicapées sont fortement affectés par le degré de préjugé associé à leur incapacité.
The pandemic has created an enabling environment that could accelerate us through the civil-rights-based approach to disability integration. It has put us in a perfect position to not just build upon available data, but also to rethink diversity and inclusion integration as a more intersectional process that features disability alongside other dimensions. With (1) the subject of health given more attention, (2) multivariate social injustice completely bared on all fronts (3) and S-centric ESG investing effectively going mainstream all at the same time, we risk narrowing down this window of opportunity as the pandemic subsides and the world goes back to some semblance of perceived “normalcy”. In the age of “fake news” and people being tired of “experts”, when all the major “Responsible Investing” scandals (from Blackrock’s Tariq Fancy to DWS’s Desiree Fixler) essentially boil down to need for relying on hard data. If businesses, investors and society at large are to benefit from creating a more equitable environment for the world’s largest (and growing) minority, it’s time to move beyond the sentiment to robust data-driven approach on disability integration, that is currently lacking.
The perception of employing people with disabilities in China and the United States The concept of disability has been accompanied by controversies, stereotypes and stigmatization for years. Despite the fact that the number of people with disabilities in China and the United States is still growing, the issue of perceiving the functioning of disabled people in the society and including them to the work environment remains unsolved, notwithstanding the number of legal regulations and financial incentives in China and USA to change the employment of people with disabilities. This study compares the perception of employment of people with disabilities in China and the United States. The comparison was based on a self-conducted study among the Chinese community between February and March 2020 on a group of 121 people using the CAWI method (Computer Assisted Web Interview) and an American study: A national survey of consumer attitudes towards companies that hire people with disabilities, by G.N. Siperstein, N. Romano, A. Mohler, and R. Parker, conducted on 803 residents of the USA randomly selected for telephone interviews. The comparison took place, among others, in the assessment of the employment of disabled people by respondents in the context of other social activities in the company, as well as the satisfaction of the respondents with the results of the disabled at work. It was pointed out that in both China and the USA, previous experiences with people with disabilities may affect a more favorable approach towards employing disabled people. However, there are differences in the satisfaction with services provided by people with disabilities, as well as in trust in disabled workers, where Chinese residents have less positive attitude than their American counterparts.
Potrzeba bycia akceptowanym w środowisku klasy szkolnej jest jedną z najważniejszych potrzeb każdego ucznia. Zaspokojenie jej stanowi bezwzględny warunek sukcesu edukacji integracyjnej. Sukces integracyjny zdeterminowany jest budowaniem interakcji, a ważną barierę tych procesów stanowią niepokoje i lęki. Ich rozpoznawanie i eliminowanie lub przynajmniej osłabianie znacząco zwiększa szanse osiągania sukcesu integracyjnego. Celem eksploracji zawartych w tym artykule jest poszukiwanie sposobu trafnego i rzetelnego oceniania lęku młodzieży szkolnej przed wchodzeniem w interakcje z rówieśnikami postrzeganymi jako "inni" ze względu na ich obniżony poziom sprawności intelektualnej. W badaniach zastosowano metodę sondażu diagnostycznego. Na podstawie zabranych danych skonstruowano Skalę Lęku Przed Osobami z Niepełnosprawnością Intelektualną (LONI). Uzyskane składowe lęku przed osobami z niepełnosprawnością intelektualną zostały określone w następujący sposób: (1) lęk przed agresją ze strony osób/uczniów z niepełnosprawnością intelektualną; (2) lęk przed obniżeniem poziomu własnego funkcjonowania psychospołecznego i edukacyjnego; (3) lęk przed naznaczaniem siebie i swojej szkoły ze względu na współbycie z osobą z niepełnosprawnością intelektualną we wspólnej przestrzeni edukacyjnej oraz (4) lęk przed negatywnymi konsekwencjami upowszechniania się edukacji włączającej w odniesieniu do osób z niepełnosprawnością intelektualną. Badania za pomocą Skali LONI pozwalają na uszczegółowienie źródeł zagrożenia postrzeganego ze strony osób z niepełnosprawnością intelektualną w warunkach edukacji szkolnej. / The need to be accepted in the classroom environment is one of the most important needs of every student. Satisfying it is an absolute condition for the success of inclusive education. The integration success is therefore determined by building interactions, and anxieties and fears constitute an important barrier to these processes. Recognizing and eliminating them, or at least weakening them, significantly increases the chances of achieving integration success. The purpose of the explorations contained in this study is to find a way to accurately and reliably assess the fear of interacting with peers perceived as "other" in school youth due to their reduced level of intellectual abilities. The research used the diagnostic survey method. Based on the collected data, the Scale of Fear of Persons with Intellectual Disability (LONI) was constructed. The obtained components
of the fear of people with intellectual disabilities were defined as follows: (1) fear of aggression by people / students with intellectual disabilities; (2) fear of lowering the level of one's own psychosocial and educational functioning; (3) fear of self-labeling and their school due to the coexistence with a person with intellectual disability in a common educational space and (4) fear of negative consequences of the dissemination of inclusive education concerning people with intellectual disabilities. Research with the use of the LONI Scale allows to detail the sources of threat perceived by people with intellectual disabilities in the conditions of school education.
Purpose: The hospitality industry is labour intensive. Currently, in India, hotels have a high employee attrition rate. This study aimed to explore the attitudes of hotel managers towards recruiting persons with disabilities as employees, a move which could benefit all concerned. Method: A structured survey instrument was sent to 31 employers in star category hotels. Results: Employers' attitudes have a significant influence on the recruitment of persons with disabilities. While the intention to hire persons with disabilities is positively associated with quality of work, loyalty, and dependability, it can also be negatively associated with lack of skill, work experience, poor time management and absenteeism. Conclusion: It is concluded that employers hire a person with disabilities to work in hotels as they are more reliable and loyal towards the organisation. This attitude from the side of employees with disabilities will also help to overcome the problem of high employee attrition that has a deleterious effect on profitability in the service industry. Limitation: The data is collected from hotels in a single city, which may limit the generalisation of the findings.
Persons with Disability (PWD), as defined by the Philippine Magna Carta for Disabled Persons, are individuals affected by restriction due to sensory, physical, or mental impairment. According to recent data, it revealed that in 2000, the total employed PWDs are only 57.12% of the total PWD population. Furthermore, despite the assistance of the Philippine government in promoting inclusivity practices in employment, it seems that employment of PWD in the Philippines still needs improvement. This study aimed to shed light on employers on what PWDs bring to their organization through examining the perception, attitude and purchase intention of customers on food establishments which hire PWDs as frontline personnel. The researchers used service quality factors as the independent variables. These include reliability, responsiveness, assurance, empathy and tangibles, while perception, attitude and purchase intention of customers were utilized as the dependent variables. The concept of Pearson Chi Square Test was used to correlate the variables and was done through a statistics software. The results showed that reliability, responsiveness and empathy have a positive relationship with customer perception. On the other hand, reliability, assurance and tangibles have a positive relationship with customer attitudes. Furthermore, reliability, responsiveness and tangibles have a positive relationship with customer purchase intention. Therefore, food establishments generally display a positive response from customers in terms of their perception, attitudes and purchase intention when said establishments hire PWDs as frontline staff.
Discrimination towards individuals with disabilities is problematic within nursing. There have been calls to increase diversity in nursing and this includes embracing nurses with disabilities. Increasing diversity in nursing requires increasing diversity among nursing students; in this way, nurse educators are gatekeepers to the profession. Clinical education is a crucial element of nursing education, yet there have been very few studies related to the clinical education of nursing students with disabilities. There have been no studies of attitudes of acute care nurse preceptors toward students with disabilities in the United States. This gap is important as the majority of clinical experiences occur in the acute care environment. Utilizing a focused ethnography, semi-structured interviews were conducted with 20 acute care nurses with at least two years’ experience precepting students. While positive feelings about nursing students with disabilities were shared, thoughts and behavioral intentions remained negative. Six themes emerged: safety, barriers, otherness, communicating to meet needs, disclosure, and student versus colleague. Attitudinal barriers are the primary barriers faced by individuals with disabilities in becoming and practicing as nurses. Nurses in practice and education must embrace more inclusive attitudes towards individuals with disabilities.
In general, the occupational choices of individuals with visual impairments do not appear to be significantly different from the ones of the sighted individuals, despite the narrowed occupational possibilities offered to them. This study aims to explore (a) the range of occupational possibilities that according to the Self-Directed Search (SDS) most closely resemble the personality types of adults with visual impairments and sighted adults, (b) the differences between the occupational possibilities suggested by the SDS among adults with visual impairments and sighted adults, and (c) the differences between the current occupational choices and the occupational possibilities according to the SDS of adults with visual impairments and sighted adults, and the comparison among them. The sample consisted of 44 adults with visual impairments and 44 sighted adults, aged 24 to 44 years. All participants were higher education graduates and occupationally active. The occupational possibilities suggested by the SDS show the clear inclination of people with visual impairment toward social occupations. On the contrary, the SDS shows the inclination of the sighted adults toward the enterprising and the investigative occupations. The results of the statistical analysis showed that there are no differences between the two groups (visually impaired and sighted) in terms of the Iachan index – an index that determines the congruence between two SDS codes, representing the current occupations and the occupations proposed by the SDS application. The results could be practically implemented for the expansion of individuals with visual impairment occupational choices based on their occupational possibilities.
Ispitivanje stavova javnosti o zapošljavanju osoba s intelektualnim teškoćama od iznimnog je značaja s obzirom na to da socijalna inkluzija u društvo općenito, pa tako i na radno mjesto, u velikoj mjeri ovisi o "običnim" građanima. Cilj istraživanja bio je utvrditi kako javnost percipira težinu intelektualnog oštećenja, te kako percipirana težina intelektualnog oštećenja utječe na stavove javnosti prema zapošljavanju ovih osoba. Pored navedenog ispitan je i utjecaj karakteristika ispitanika na percepciju težine intelektualnog oštećenja kod osoba s intelektualnim teškoćama. Uzorak istraživanja činio je 81 ispitanik. Za procjenu stavova javnosti prema zapošljavanju osoba s intelektualnim teškoćama korišten je Upitnik za procjenu stavova prema osobama s intelektualnim teškoćama, koji je objavljen u radu Burge et al (2007). Rezultati pokazuju da se javnost ne razlikuje u pogledu percipiranja težine intelektualnog oštećenja, te da karakteristike ispitanika (spol, kronološka, dob, nivo obrazovanja, radni status i mjesto stanovanja) ne utječu na percepciju težine intelektualnog oštećenja. Zabrinjava rezultat da građani u nešto većem procentu intelektualne teškoće percipiraju kao teškoće umjerenog stupnja. Građani koji intelektualne teškoće percipiraju kao teškoće lakšeg stupnja smatraju da bi ove osobe imale nižu produktivnost u radu i u odnosu na ovo mišljenje statistički se značajno razlikuju od građana koji intelektualne teškoće percipiraju kao teškoće umjerenog stupnja. Rezultate istraživanja treba uzeti s oprezom zbog ograničenja u vezi veličine i teritorijalne obuhvaćenosti uzorka istraživanja, ali i pitanja primjerenosti mjernog instrumenta našoj kulturi. Zbog navedenog bilo bi dobro istraživanje ponoviti na većem uzorku i na široj teritoriji Bosne i Hercegovine.
Ključne riječi: lakše intelektualne teškoće, stavovi prema zapošljavanju, težina intelektualnog oštećenja, umjerene intelektualne teškoće
This review of 37 studies found that employers continue to express positive global attitudes toward workers with disabilities. However, they tend to be more negative when specific attitudes toward these workers are assessed. Although employers are supportive of the ADA as a whole, the employment provisions evoke concern. When appropriate supports are provided, employers express positive attitudes toward workers with intellectual and psychiatric disabilities. Affirming earlier reviews, employers with prior positive contact hold favorable attitudes toward workers with disabilities. Employers' expressed willingness to hire applicants with disabilities still exceeds their actual hiring, although this gap is narrowing. Workers with physical disabilities continue to be viewed more positively than workers with intellectual or psychiatric disabilities.
Corporate reputation, or the management of the corporate brand, is playing an increasingly important role in terms of the propensity of business to build and sustain market, mind, and heart shares of customers and publics all over the world. Corporate reputation significantly impacts share value, and on the ability of businesses to attract and retain excellent employees. The topic, however, while seemingly as `old as the hills' has only recently started to receive attention in academic journals. This paper will discuss what is already known about corporate reputation before outlining the findings from an exploratory study with executives from eight nation states. The findings show that corporate reputation is here to stay, that it has significant meaning for CEOs and those who assist them, and that it helps to sustain businesses in their national, international and indeed global performance.Corporate Reputation Review (2003) 6, 103-117; doi:10.1057/palgrave.crr.1540193
Undergraduates (N = 349) at a multicultural metropolitan university were surveyed to assess (a) beliefs and evaluations of potential components of affirmative action plans (AAPs), (b) correlations between attitudes toward affirmative action and such beliefs and evaluations, (c) differences in reactions as a function of the AAP target (minorities, women, or people with disabilities), and (d) gender and ethnic differences in the results of a, b, and c. Many beliefs about affirmative action were incorrect. Recruitment, training, and attention to applicant qualifications were favored, whereas discrimination, quotas, and preferential treatment were opposed. Opposition to potential AAP components was directly related to the weight given to demographic status. Responses varied depending on respondent gender and ethnicity. Conflict associated with affirmative action can be minimized by eliminating certain misperceptions about AAPs and by incorporating positively evaluated components.
Investigated the effect of the label of mental retardation (MR) on the factors underlying the employment selection (ES) process. A sample of 296 employers who were members of the Wisconsin Manufacturing and Commerce Association responded to a survey, in which the appearance of the label of MR was manipulated between control and experimental groups. Factor analysis suggested that 56.3% of the variance in ES was accounted for by the following 7 factors: fundamental skills; advanced skills; job knowledge, skills, and abilities; personal liability; personal assets; dependability; and organizational demands. Results seem to support the contention that the label of MR negatively affects employers' ratings of fundamental and advanced skills in ES. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This Study determined the characteristics of employers who are open to hiring and supporting people with disabilities. The purpose was to help rehabilitation professionals better target their placement and educational activities. Using a grounded theory qualitative approach, the researchers conducted focus groups and interviews with employers, employed persons with disabilities, and experienced rehabilitation placement professionals. The results indicated that 13 specific characteristics, organized into three major categories, are found among employers who are open to hiring and accommodating persons with disabilities. The three major categories were work cultural issues, job match, and employer experience and support.
Executives (N = 341) responsible for hiring decisions in Fortune 500 industrial and service corporations returned a mail questionnaire measuring their attitudes toward persons with severe disabilities and their employability. Responses indicated that attitudes were favorable to persons with disabilities and to their employability, both in terms of advantages for the individual and lack of disadvantages for others in the work setting. Significant differences in attitudes existed among subgroups of executives. Executives who had contact with persons with disabilities in the corporate work world had more positive attitudes than did executives who did not have such experiences.
The purpose of this investigation was to compare the perceptions of employers who had not hired supported employees to those of employers who had hired. This question was investigated so that supported employment professionals could anticipate employer concerns, as expressed by the not-hired group, and counter those objections in the job development process by using the information gained from employers satisfied with their supported employment experience. Employers in four types of businesses: banks, credit unions, grocery stores, and retail stores were surveyed. Large, medium, and small sized businesses were represented, as were male and female respondents. Findings indicated significantly more positive perceptions of supported employment by employers who had hired supported employees in comparison to those who had not. Large business respondents held significantly more positive perceptions than employers in small businesses. There were no significant interactions among business type, hiring status, business size or respondent gender. Further, no significant differences were detected on the basis of type of businesses or respondent gender. Employee dedication was found to be the highest ranked benefit of supported employment across participants as a whole, as well as across respondent groups. Extra training/supervision demands and a lack of necessary work skills were cited across all respondent groups as the primary concerns about supported employment. The implications of these findings for job development and supported employment practice are presented. Future research needs also are discussed.
This paper derives from a national study of employer outcomes when employing a person with a disability. Questionnaires were completed by 643 Australian employers who had employed a person with a disability. Individual performance was considered by comparison of the employee with a disability and the "average" employee. The "average employee was rated significantly better on productivity variables, and employees with a disability were rated somewhat, but not significantly, better on reliability variables and employee maintenance variables. Organization performance was considered in terms of benefits and costs of workplace modifications and changes to staff training and supervision. In each domain, employers identified more organization benefits than costs, a large majority considering the financial effect of modifications and changes cost-neutral, with financial benefit more common than net cost. Employers reported short-term, but no long-term or broader benefits from employer subsidies and/or incentives. The need to take a broad, "big picture" view to understand cost effectiveness is discussed.
In this study, employers with and without experience in hiring individuals with developmental disabilities were surveyed regarding their perceptions. Respondents were surveyed and their responses were divided based on location (small or large city), type and size of business, average length of employment, and educational qualifications. Most respondents with experience indicated the employment usually or sometimes worked well and they were likely to hire again. Many inexperienced respondents were also receptive to hiring. Experienced respondents identified advantages to employing individuals with disabilities at higher rates than inexperienced respondents. The most frequently identified advantages were consistent attendance, workforce diversity, long-term employment, and co-worker partnerships. Experienced respondents also identified more concerns than inexperienced respondents. The most frequently identified concern was safety. Implications of the research are examined.
Three-hundred-forty-one executives responsible for hiring decisions in Fortune 500 industrial and service corporations returned a mail questionnaire measuring their attitudes toward persons with severe disabilities. Attitudes were favorable to the employability of persons with severe disabilities both in terms of its advantages for the individual with a disability and the lack of disadvantages for others in the work setting. Attitudes were more favorable in industrial than service corporations in the area of lack of disadvantages for others in the work setting. These attitudes co-existed with general attitudes toward persons with disabilities that approximated those held by other population groups and are also similar in industrial and service corporations. Significant subgroup differences in attitudes existed. Executives with prior contact with persons with disabilities had more favorable attitudes in both industrial and service corporations. This was a trend in service corporations and a highly significant difference among the industrial corporations. Thus, the ability of contact variables to predict attitudes was more pronounced in the industrial than in the service corporations.
This article provides a business perspective and shares the unspoken
The attitudes of employers of people with mental retardation were examined through a survey distributed nationally. Employers of all sizes have favorable experiences in employing people with mental retardation and value the training provided by supported employment service providers. Common accommodations to employees with mental retardation include extra supervision time, providing flexible hours and using the services of a job coach. These accommodations are perceived to be of minimal cost to the company. In terms of human resource management, employees with mental retardation are viewed as costing companies the same or less than employees without disabilities, except in the area of supervision and training. In this area, employees with mental retardation are perceived to cost more than employees without disabilities. The implications of these findings for employment support providers are discussed.
The attitudes of employers toward workers with severe mental and physical disabilities and supported employment programs were examined through structured interviews with 47 employers who had hired or supervised workers participating in supported employment programs in Tennessee. Results indicated that employers generally hold favorable attitudes regarding the employment potential of workers with disabilities and the quality of services provided through supported employment programs. The physical presence of employment specialists at the job site was viewed by employers as a strength of the supported employment program. However, some employers indicated that few opportunities exist for career advancement within their businesses for the supported employment participants. Finally, employers identified a number of strategies that could be used to market supported employment services to other businesses in their local communities.
The results of a survey of three groups of employers (employers of workers with mental retardation who received (a) supported competitive employment services, (b) only job placement services, or no known services) in Virginia were reported. Employers were generally satisfied with the performance of workers with mental retardation, but they were more satisfied with the performance of those who were receiving supported competitive employment services.
Beliefs of multiple stakeholders who were all part of the same "transition community" (including persons with mental retardation, job coaches, and employers) about social integration outcomes and interventions in employment settings were examined. Data were collected through interviews and questionnaires that were designed based on a previously affirmed conceptual framework of social integration. Although results showed that stakeholders agreed on some outcomes and interventions they disagreed on others. These disagreements could be cause for concern because contrasting belief systems among stakeholders supposedly working toward the same goal might interfere with successful social integration in work settings for persons with mental retardation.
Employment potential of persons with mild intellectual impairments
- B Cooper
B. Cooper, Employment potential of persons with mild intellectual impairments, Canadian Journal of Rehabilitation 5 (1991), 81–92.
Disability statistics in the United States. Ithaca, NY: Cornell University Rehabilitation Research and Training Center, www.disabilitystatistics.org
- A J Houtenville
A.J. Houtenville, Disability statistics in the United States. Ithaca, NY: Cornell University Rehabilitation Research and Training Center, www.disabilitystatistics.org. Posted April 4, 2005. Accessed April 26, 2005.