Direct Threat Issues in the Employment of Persons with Disabilities

Abstract

In the decade since initial implementation of the Americans with Disabilities Act in the United States, many questions have arisen pertaining to the rights of employers and employees in light of the employment of and services that must be provided to persons with disabilities. One of the most controversial aspects of the legislation is the issue of direct threat. This relates to the concern that workers or clients with disabilities may be a threat to others due to their condition. Integral to this fear is the employer's ability to protect persons within the work environment from such a threat, while remaining in compliance with the ADA. This paper considers the issue of direct threat and its pertinence to the social work profession, and provides recommendations for employers and supervisors in the field.     

Perspectives on work (re)entry for persons with disabilities: implications for clinicians

Despite the prevalence of government funding to support employment opportunities for persons with disabilities, real jobs for this population still appear to be elusive. McMaster University researchers examined how six stakeholder groups defined workplace (re)entry success for persons with disabilities. Focus groups and individual interviews were conducted with representation from employers, unions, persons with disabilities, co-workers, supervisors and human resource departments. Participants numbered 86 and the average age was 42. Participant comments provided the researchers with rich data related to the study objectives. Success was perceived as not only a match between the employee and the job but also a win-win for employer and employer, a uniquely defined set of circumstances based on the specific individual and their environment as well as respect for the individual's dignity and quality of life. This article discusses the study and its outcomes and highlights implications for clinicians.     

A Youth Perspective on Life with a Disability

Abstract

A momentous piece of legislation, the Americans With Disabilities Act (ADA) of 1990 provided for the elimination of discrimination against individuals with disabilities and more significantly is aimed toward improving their employment opportunities. There is, however, evidence that the ADA implementation has not moved fast enough in increasing employment opportunities for persons with disabilities. This article reviews the literature on disability and employment barriers, federal statutes, societal attitudes and biases, and human relations misconceptions associated with disabilities. It discusses social work roles, advocacy for social justice, implications for rehabilitation counselors, and issues related to disabilities and employment.     

Issues of Anger in the Workplace: Do Gender and Gender Role Matter?

To examine the influence of gender and gender role on anger experiences in the workplace, 257 adult students completed narratives describing their anger‐provoking issues and anger expression. Seven issues were identified: work performance of coworkers, work performance of supervisors, relationships with coworkers, relationships with supervisors, dealing with the public, work performance of subordinates, and work context issues. Analyses revealed that gender did not influence the types of issues cited or workers' anger expressions. Although gender role did not influence anger expression, androgynous and feminine persons were more likely to cite relationships with coworkers as anger provoking than were undifferentiated persons.     

Employers' knowledge and utilization of accommodations

Increasingly, employers are providing a variety of accommodations to applicants or employees with disabilities. However, little is know about the resources that employers access to identify and develop accommodations in the recruitment, hiring and retention of employees with disabilities. Human resource professionals and supervisors were surveyed to determine the extent to which businesses were aware of, and utilized, the vast array of workplace supports available. Findings indicated that employers have limited awareness of workplace supports and rely primarily on their own organizational resources in identifying and securing accommodations. Yet, business professionals expressed confidence in their ability to meet and support the needs of employees with disabilities despite many supervisors indicating that they did not have the authority to secure accommodations for workers with disabilities.     

Social work field education: believing in supervisors who are living with disabilities

Much of what is written by non-disabled authors about living with disabilities does not mirror people’s experiences or opportunities. Literature is often written about people’s abilities (or disabilities) rather than by or with people. Discourse about supervision of social work students can risk assuming that supervisors are people who do not identify as living with disabilities. This research is a co-operative inquiry into the experience of being an Australian social work student supervisor who is living with disabilities. The article extends the literature about being a social work field educator to include ability, and values the practice wisdom of experienced social workers including a current student supervisor who is living with a disability.     

EAP Referral Training and Supervisor's Beliefs About Troubled Workers

This study was designed to investigate the relationship between EAP referral training and supervisors' interactions with troubled workers. Using a field survey, self-report, retrospective methodology, 224 industrial supervisors' beliefs about impaired employees were examined in connection with the former group's participation in constructive confrontation training and their attitudes toward EAPs. In general, based on Bayer and Gerstein's (1988a) Bystander-Equity Model of Supervisory Helping Behavior, it was predicted that supervisors who had attended training and/or held positive attitudes toward their EAP would report more welldeveloped beliefs about troubled workers than persons who had not received training and/or held negative attitudes toward their EAP. Overall, our results provided support for the idea that constructive confrontation training enhances supervisors' recognition of impaired employees. While we anticipated this finding, we did not expect supervisors to report that their attitudes toward their EAP were unrelated to their beliefs about troubled persons. Alternative explanations for why supervisors behaved differently from what we had anticipated are offered, as are suggestions for how to conduct research on other aspects of the supervisor-impaired worker identification process.     

Knowledge,Tasks and Strategies for Teaching About Persons with Disabilities

Abstract

Persons with disabilities are a distinct and insular minority group within the United States. Given the fact that social workers offer critical social services to this group, it is important for social work programs to offer meaningful curriculum content on persons with disabilities. This article presents key issues that social work educators should find useful for teaching about persons with disabilities. Specifically, a discussion is offered on the disability civil rights movement, the culture of disability, models for defining disability, knowledge areas on disability issues, teaching tasks and strategies for focusing on persons with disabilities.     

Partnering with the 21st century workplace: leveraging workplace ecology

The 'accessible' job market of the 1990's has given way to a challenging job market in a climate of economic uncertainty in the early Twenty-First Century. For vocational rehabilitation professionals this change requires the strategic use of workplace supports to increase the value and sustainability of work performed by people with disabilities in competitive jobs. An analytical framework for leveraging the natural supports of the workplace is provided by the workplace ecology as a bounded environment in which relationships between workers and supervisors promote learning and enhanced performance. The dynamics of the workplace ecology are explored with particular reference to workers with disabilities receiving supported employment services. Recommendations are made for leveraging the workplace ecology to the benefit of the supported worker. Implications for supported employment services in the new millennium are discussed.     

残疾人创业的信任环境重构——基于团队特征的视角

推动残疾人成功创业已成为各国促进残疾人就业率提升的一个有效手段,但创业成功并非易事,残疾人创业所面临的信息沟通不畅、信任环境缺失等问题直接影响创业的成功率。本文通过构建相关变量的有调节效应的回归模型,深入探讨了影响残疾人创业的情景因素,研究结果显示,残疾人创业团队的外部信任环境重构和创业团队自信心的建立对创业成功有显著的正向影响。     

Strategic approaches to disability disclosure on social media

Persons with physical disabilities often face isolation in face-to-face settings or limited opportunities to form relationships due to an ongoing, and often derogatory, disability narrative of difference. Unlike face-to-face interactions, social media let persons with disabilities control how and when they disclose information about their disabilities and offer new opportunities for relationship formation. This qualitative study establishes a theoretical framework for exploring how and why persons with physical disabilities choose to disclose their disabilities on social media platforms. Major findings from the study describe three strategic approaches (open, secure, and limited) to disability disclosure on social media. The study also examines the relationship between age of discloser and age of the disability as key factors in approach selection.     

Understanding emerging disabilities

This research seeks to understand social and environmental characteristics that distinguish emerging from traditional disability populations. We qualitatively analysed how emerging disabilities are understood by persons with disabilities, and used these themes with a public use data source to analyse differences between emerging and traditional disabilities. Our findings first illustrate the difficulty in diagnosing and categorizing emerging disabilities. This is true for both persons who have these conditions and medical personnel who are expected to interpret them. Compared with persons with traditional disabilities, persons with emerging disabilities had less education, greater difficulties with activities of daily living, lower income, less private insurance, more frequent medical care and were less likely to work. The picture emerges of that of an underclass within society. There is an ongoing need for a referral and support system with greater recognition and acceptance of all disabilities, especially within independent living centers and among employers.     

西方残障身份发展理论述评及本土化思考

积极的残障身份认同对残障者本身具有重要意义,残障身份发展是残障者实现身份认同的路径,理解残障身份发展的过程也可以让残疾人工作者更好地为残障者提供教育、康复等相关服务。本文通过梳理较为典型的西方残障身份发展理论,结合国内残障身份相关研究及本土社会文化背景展开讨论。文章认为,在西方残障身份发展理论框架下,残障者形成积极身份认同的关键在于认同并融入一套在残障社区内共享的残障文化,而在我国社会文化背景下,目前并没有一套成体系的残障文化,残障者也难以体会残障的文化身份感,国内残障者的身份认同缺少本土残障文化依靠。     

从516份司法裁判文书看残疾人权益保障及其完善

通过梳理涉残疾人案件的司法裁判文书,可以发现残疾人通过司法诉讼寻求权益保护的整体概貌.面对残疾人包括健康权、生存权、公民权、政治权等权益诉求,涉及自然人、法人等多元侵权主体以及司法过程中支持性服务供给、经济成本耗费、裁判结果与预期等诸多问题,必须增强残疾人权利意识与维权能力,多角度、多渠道保护重点权利和规制侵权主体,构建立体的权利救济体系.     

Income characteristics and the use of microfinance services: evidence from economically active persons with disabilities

The purpose of this empirical research from Uganda is to provide initial insight into the ‘black box’ of understanding the economic behaviour of persons with disabilities and about their use of microfinance services. First, we analyse the income levels of persons with disabilities in relation to their sources of income. Second, we study the income sources and income levels for different types of disabilities. Finally, we analyse how income level and income source relate to the use of microfinance services for persons with disabilities. We present evidence that farmers with disabilities and persons with visual impairments have lower income levels than other persons with disabilities. We then document that those with the lowest income levels have the least access to microfinance services, in particular services from formal institutions. Moreover, respondents involved in farming and manufacturing have less access to formal microfinance services than those involved in retail/wholesale or service activities.     

Competing demands,competing solutions,differing constructions of the problem of recruitment and retention of frontline rural child protection staff

Abstract

This article reports on a study conducted in rural Victoria. It examines the problem of recruitment and retention of frontline staff in the Victorian Child Protection program. The article delineates those factors identified by managers and supervisors as influencing workers to enter, stay and leave the program. Managers and supervisors have collective responsibility for recruiting and retaining staff. It is for this reason that their viewpoints are considered crucial in responding to the problem. What this study found was that, while managers and supervisors recognise that the problem is complex, they differ in the emphasis placed on facets of the problem, thus their approaches to solving it. As solutions are contested the problem is exacerbated. The argument advanced is that any response should recognise the complexity of the problem and solutions be considered in a coordinated way.     

Tools for screening for interpersonal violence: state of the science

In recent decades, the prevalence of abuse against women, older persons, and persons with disabilities has become a major public health problem. Health professionals, urged by their professional associations to universally screen these groups, have employed various tools in an effort to identify individuals in need of help. Yet many of the tools used widely in clinical settings have limitations in terms of empirical soundness. This article presents tools used to screen women, older persons, and persons with disabilities as well as data on the reliability and validity of these instruments. These properties and the resources needed to reduce harm are important factors to consider before implementing screening. The article concludes with a summary of the risk-benefit issues related to the use of these tools and universal screening in general.     

Violence towards caregivers of persons with developmental disabilities

OBJECTIVE: Violent and disruptive acts committed by persons with developmental disabilities are a potential work environment problem for caregivers. This study developed and tested an instrument for describing and analyzing violence among persons with developmental disabilities. METHODS: Personnel from four units of one facility recorded daily on a simple form all violent and disruptive acts occurring in a limited range of situations. RESULTS: Acts of violence were associated with a small minority of individuals, but grossly underreported and unrecognized in formal reporting systems. None of the nearly 3000 incidents recorded during the six-week study required sick leave. Violent and disruptive acts occurred most often when an individual was requested to do something he or she did not want to do, when the individual was denied the opportunity to do something they did want to do and when waiting or under-stimulated. Personnel used the data in discussing countermeasures that could be integrated with the care and treatment of the individual. CONCLUSION: Hitting, kicking, pinching etc. of personnel are a work environment problem due to their high frequency and effects upon employee morale. The instrument and procedures can be used to reduce incidents of violence, which would improve the working environment of employees and assist persons with developmental disabilities as they move from institutional environments.     

The National Protection and Advocacy System

Abstract

Many in the profession of social work are unfamiliar with the national system of protection and advocacy services that were set in place by Congress. The system provides advocacy and legal representation to protect the civil rights of all persons with disabilities, with a particular emphasis on persons with developmental disabilities and persons with mental illness. The article describes this system of resources, its method of operation, and shows its compatibility with the purpose and mission of social work.