Article Summary
Gilbride, Stensrud, Vandergoot, and Golden (2003) studied the characteristics of employers who are open to hiring and supporting people with disabilities. Gilbride et al. (2003) conducted focus groups and interviews that successfully employed people with disabilities, employers who have successfully hired and included people with disabilities, and successful placement providers. They wanted to identify specific workplace factors that characterize employers open to inclusion of people with disabilities.
Gilbride et al. (2003) identified 13 specific employer characteristics organized into three major categories. The three major categories are as follows: Work Cultural Issues, Job Match, and Employer Experience and Support. Work Cultural Issues was the largest category and makes up 7 of the 13 characteristics. The characteristics of work cultural issues covered values and norms concerning diversity, work performance, organizational practices, and policies. Gilbride et al. report the central issue by consumers was their desire to be included and respected at work. Consumers also indicated that a good employer would include them with all employees and listen to their concerns and needs. The focus on job performance rather than disability was also a significant finding under work cultural issues.
Gilbride et al. report, "Participants identified a number of other cultural issues that were related to the manner in which employers managed supervised, and accommodated employees with disabilities." The second major category Gilbride et al. report on is Job Match. The actual ability of the applicant to perform the essential functions of the job was emphasized. Including people with disabilities in accommodation discussions was another focus of this category. Gilbride et al. found, "Consumers wanted employers to recognize and allow them to use their skills and talents, whereas employers wanted good, reliable employees. Employer Experience and Support was the third major category. Gilbride et al. report, "The key components of the third category were the extent to which an employer was skilled at managing differences and the level of support the employer believed he or she had to include and accommodate workers with disabilities."
Gilbride et al. (2003) suggest, "The results of this study support and extend prior research concerning the characteristics of employers who are open to hiring an supporting workers with disabilities." Gilbride et al. conclude, "Successful employment of people with disabilities is complex and challenging, but it is vitally significant." "We must continue to build our understanding of employers and work environments so that we can reduce the barriers to employment that many people with disabilities confront."
Reference: Gilbride, D.G., Stensrud, R., Vandergoot, D., & Golden, K. (2003). Identification of the characteristics of work environments and employers open to hiring and accommodating people with disabilities. Rehabilitation Counseling Bulletin, (46)3, 130-139.