Source: Barclay, L. A., & Markel, K. S. (2009). Ethical fairness and human rights: The treatment of employees with psychiatric disabilities. Journal of Business Ethics, 85(3), 333-345.
Description: “This article will describe previous research on individuals with psychiatric disabilities drawn from rehabilitation, psychological, managerial, legal, as well as related business ethics writings before presenting a framework that illustrates the dynamics of (un)ethical behavior in relation to the employment of such individuals. Individuals with psychiatric disabilities often evoke negative reactions from those in their environment. Lastly, we provide recommendations for how employees and organizations can become more proactive in providing individuals with such disabilities equal employment opportunities for both access and accommodation in the workplace.” (Barclay & Markel, 2009, p. 333)
Description: “This report reviews recent research related to employment of people with disabilities. It provides a systematic review of a set of literature across key areas to provide an initial understanding of the research being conducted and to identify limitations and gaps in the research.” (Loprest, 2007, p. 3) This should be helpful for policymakers, advocates, people with disabilities, and members of the greater community who aim to improve employment and other vocational outcomes for people with disabilities.
Source: Cook, J. A. (2006). Employment barriers for persons with psychiatric disabilities: Update of a report for the President’s commission. Psychiatric Services, 57(10), 1391-1405. Description: “This article reviews research from the fields of disability, economics, health care, and labor studies to describe the nature of barriers to paid work and economic security for people with disabling mental disorders. These barriers include low educational attainment, unfavorable labor market dynamics, low productivity, lack of appropriate vocational and clinical services, labor force discrimination, failure of protective legislation, work disincentives caused by state and federal policies, poverty-level income, linkage of health care access to disability beneficiary status, and ineffective work incentive programs. The article concludes with a discussion of current policy initiatives in health care, mental health, and disability. Recommendations for a comprehensive system of services and supports to address multiple barriers are presented.” (Cook, 2006, p. 13191)
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.