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When appropriate supports are provided, employers express positive attitudes toward workers with intellectual and psychiatric disabilities.Affirming earlier reviews, employers with prior positive contact hold favorable attitudes toward workers with disabilities. "Integrating managerial cognitions: Disability, diversity, and the ADA." Dissertation Abstracts International Section A: Humanities and Social Sciences, 59(8-A): 3199. The purpose of the study was to examine the relationship between perceived employment opportunities for individuals with disabilities and managers' mental models, as impacted by managers' discomfort with disability, knowledge of diversity management, and of the ADA. Utilizing the conceptual components of mental modeling and integrating the sociological and psychological elements of cognition and perception, diversity management is defined.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.
Findings suggest several implications important to organizations interested in increasing efforts toward more successful implementation of accommodation in the workplace. Employers often discourage employees with disabilities from making requests for accommodation, and they deny 1 of every 3 requests.
The sample included 35,763 allegations of discrimination filed by people with disabilities under the employment provisions of the Americans with Disabilities Act.
Group A included impairments deemed by Corrigan et al.
The Equal Employment Opportunity Commission had resolved all allegations in terms of merit Resolutions (a positive finding of discrimination) and Resolutions without merit.
Allegations of workplace discrimination were found to center mainly on hiring, discharge, harassment, and reasonable accommodation issues.