Methods of accommodating diversity in disability

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. This study assessed coworker reactions to accommodation in the workplace as stipulated by the Americans with Disabilities Act of 1990 (ADA) and addressed if providing information and justification proactively would generate more positive perceptions.

The three major categories were work cultural issues, job match, and employer experience and support. Level of information, either none, basic information, or basic information with justification, was expected to interact with the level of accommodation, either strong (staying home two days per week and telecommuting) or weak (leaving 45 minutes early two days per week), in predicting fairness perceptions of the organization and of general accommodation.

[1988] to be uncontrollable but stable: visual impairment (representing 13% of the total allegations in this study), cancer (12%), cardiovascular disease (19%), and spinal cord injuries (5%).

The controllable but unstable impairments in group B included depression (38%), schizophrenia (2%), alcohol and other drug abuse (4%), and HIV/AIDS (7%).

Most Ss had personal interviews, and they completed (1) a modified version of the Attitudes Toward the Employability of Persons with Severe Handicaps Scale (L. Inexperienced Ss rated negative worker characteristics as a stronger impediment to hiring than did experienced Ss. The purpose of this paper was to determine what drives workplace discrimination against people with disabilities.

(Psyc INFO Database Record (c) 2007 APA, all rights reserved) Chan, F., Mc Mahon, B. These findings are then compared to available literature on attribution theory, which concerns itself with public perceptions of the controllability and stability of various impairments.

Consequently, we present propositions to be studied in future empirical research and suggestions to managers who desire to reduce negative coworker reactions to accommodating individuals with disabilities. Ss were interviewed by telephone, using the Employer Attitude Questionnaire, to assess their concerns in 4 major areas: symptomatology, work personality, work performance, and administrative concerns.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.Results showed no significant interaction but did indicate a main effect for level of the accommodation with the stronger accommodation perceived as fairer. "The social construction of disability in organizations: Why employers resist reasonable accommodation." Work and Occupations: An International Sociological Journal, 25(4): 397-435.Adequacy of the information significantly correlated with fairness perceptions of the organization. Reasonable accommodation, a provision of the 1990 Americans with Disabilities Act, directs employers to alter the workplace so that qualified workers with disabilities have equal employment opportunity.

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She also argues that fairness judgments are based on equity and need rules and therefore explores factors influencing equity comparisons and perceived warrantedness. Legal constraints that prevent the release of information about the accommodation process may lead to negative inferences about fairness.

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