Source: Silverstein, R., Julnes, G., & Nolan, R. (2005). What policymakers need and must demand from research regarding the employment rate of persons with disabilities. Behavioral Sciences & the Law, 23(3), 399-448.
Description: “Of particular concern in the disability policy arena is the debate over the types of conclusions about employment rates that can and cannot be drawn from analyses of national survey data sets. This article connects standard research methodology concepts with the complexities of evaluating disability policy to help stakeholders appreciate the issues involved in this debate. This appreciation can help policymakers (1) recognize unwarranted cause-and-effect conclusions based solely on existing national survey data and (2) demand better data and stronger research designs to complement the potential over-reliance on correlational studies using problematic survey data to estimate policy impacts. To this end, the article concludes with a practical framework with a checklist for assessing the adequacy of research regarding the employment rate of persons with disabilities.” (Silverstein, Julnes, & Nolan, 2005, p. 399) Links: To access this document (PDF), visit: http://www3.interscience.wiley.com/journal/110541067/abstract?CRETRY=1&SRETRY=0
Source: Wendt, A. C., & Sloanaker Sr., W. M. (2007). ADA’s reasonable accommodation: myth or reality. SAM Advanced Management Journal, 72(4), pp. 21-31. Description: The authors recommended that employers have a discussion with managers and supervisors concerning the organization's obligations under ADA. The responsibilities of employers who hire people with disabilities are discussed, including identifying multiple accommodation options, selecting the most effective accommodation for each particular employee, and following up with the employee to assess whether his or her needs are being met, and initiating change where necessary.
Description: The National Council on Disability (NCD) identified policies and practices that promote equal opportunity for all people with disabilities. The counsel notes that people with disabilities are constrained by the availability of workplace supports in areas such as health, education, and social services. Recommendations and the rationale for strengthening and sustaining current programs to encourage collaborations across disciplines such as federal departments and agencies, the private sector, and organizations addressing employment services for people with disabilities are examined. This information should be helpful for policymakers and advocates in all levels of government that work toward building industry capability to support the growing disability workforce of the future.
Source: National Council of Disability. (2009). Federal employment of people with disabilities. Retrieved from http://www.eric.ed.gov/PDFS/ED504722.pdf Description: “The purpose of this paper is to examine the status of employment of people with disabilities in the Federal Government and to make recommendations for improving federal hiring and advancement of employees with disabilities. The paper summarizes the legal authorities and policy guidance, the responsibilities of various federal agencies charged with ensuring equal opportunity in federal employment, barriers to hiring and advancement, provisions for reasonable accommodations, and agency initiatives” (NCD, p. 7).
Description: “Critical issues in evaluating employment policies for the disabled are the measurement of employment status, the measurement of disability status, and the question of which subpopulations of the disabled should be included; no clear consensus has emerged regarding the outcome of these issues, except that surveys must provide more comprehensive coverage.” (Barnow, p. 44)