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)
Source: Friedman, S. (2009, December 3). The hidden business cost of mental illness [Online exclusive]. Harvard Business Review. Retrieved March 23 2010, http://blogs.hbr.org/friedman/2009/12/the-hidden-business-cost-of-me.html Description: Friedman’s blog article highlights the hidden cost associated with mental illness as one of the most ignored and salient issues for American business this year regarding health care reform. The prevalence of mental illness in the general population has increased the need for awareness and understanding at the workplace to reduce the social stigma associated with mental illness. The blog encourages supportive services in the workplace for employees with mental disabilities or employees who care for family members with disabilities. Links: To access this document (URL), visit: http://blogs.harvardbusiness.org/friedman/2009/12/the-hidden-business-cost-of-me.html
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)