Impact of the National Minimum Wage on Disabled People

The survey reported here found disparities in the impact of the introduction of the National Minimum Wage on disabled people. These were associated with age, gender, impairment and type of employment setting. The main determinant of whether individuals gained from the NMW was their status as claimants of welfare benefits. We also found evidence that paid hours had been reduced to implement the NMW with no net increase in earnings, possibly to enable people to retain benefits entitlements. We make recommendations about how the anomalies can be tackled. It may be unrealistic to expect the Act to have been implemented fully so soon after it became law and some of the anomalies found may eventually disappear. However, many of the inequalities uncovered by this survey are not addressed by the NMW, specifically those inequalities associated with impairment and gender.     

Disabling Employment Interviews: warfare to work

Employment interview research displays a greater concern for refining employment interviews to benefit employers rather than prospective employees. The interviewee's perspective is often overlooked. Further, generally scant attention has been paid to the interview experiences of disabled interviewees. In this paper I present findings from a project that sought to understand disabled interviewees' experiences of employment interviews. My analysis suggests such experiences were dominated by feelings of anxiety and manipulation, particularly when contextualised within contemporary labour market conditions. In this context, I reflect on the need for ethical rather than technical concerns into employment interviews and how innovations in interview techniques may be having a negative affect on interviewees. I further stress the need to reject victim blaming ideologies when researching disabled interviewees' experiences of employment interviews to counter the over emphasis of past research into changing the disabled person rather than the disabling interview environment.     

An Employment Project as a Route to Social Inclusion for People with Learning Difficulties?

Government policy to reduce social exclusion focuses on increasing employment opportunities and incentives, especially for disadvantaged groups. This paper discusses the findings of an evaluation of a project in the North West of England for people with learning difficulties, which sought to create opportunities for paid and/or integrated employment. The findings suggest that this goal can be undermined by many factors such as the isolation of social care services from employers and the disinclination of service organisations to include users, carers and staff in the development of new service approaches. Social welfare policies also mitigate against this aim, by failing to enable providers to translate the rhetoric of social inclusion into a reality. We discuss some of the obstacles preventing people with learning difficulties from inclusion into mainstream employment, by considering their impact upon the achievements of the North West project.     

The cost of caregiving: wage loss among caregivers of elderly and disabled adults and children with special needs

Sixty-one percent of the adults caring for elderly and disabled family members and 53% of parents of children with special needs are employed. Yet studies examining the experience of employed caregivers of children with special needs and elderly or disabled adult family members have not examined the impact on earnings or the workplace policies that might help reduce the conflicts between work and caregiving. This study begins to fill this gap using data from a nationally representative US survey of American adults. We find that employees who live with a child with a health problem are 48% more likely to have lost wages. Each adult with health issues that an employee is responsible for raises the chances of wage loss by 29%. At the same time, access to paid leave for family health needs reduces the likelihood of wage loss by 30%, and having a supportive supervisor reduces the odds of experiencing wage loss by 37%. Implications for employers and US policy-makers are discussed.     

Sheltered and Supported Employment in the 1990s: the experiences of disabled workers in the UK

Sheltered and supported employment are important areas of social policy provision for disabled people in the UK, but they have received little attention in the sociological literature on disability. This omission is addressed by developing a framework for understanding the state's employment policy for disabled people. It is argued that recent changes in sheltered and supported employment provision must be understood in the context of broader labour market restructuring. This argument is illustrated by an exploratory survey of workers in both programmes. The findings suggest that sheltered and supported employment tend to prioritise the needs of employers over those of disabled workers. In concluding, it is argued that an adequate approach to the employment needs of disabled people needs to go beyond micro-policy debates on the relative merits of existing employment programmes and, instead, engage at a broader level of societal change.     

A fifty-question self-audit on ADA (American with Disabilities Act) compliance

Three converging trends should cause employers to go beyond the minimum requirements of the ADA in recruiting, hiring, retaining, and promoting disabled workers. 1. The number of entry-level employees, ages eighteen to twenty-five, is decreasing to the extent that many businesses are finding it difficult to fill open, entry-level job positions. Hiring disabled people can help fill these positions. 2. The Education for the Handicapped Act of 1975 that requires mainstreaming disabled students is responsible for ensuring full educational benefits for all individuals with disabilities. 3. As we become more of an informational society, employees' brainpower becomes more important than their physical abilities. Therefore, effective compliance not only with the letter of the ADA, but also with the spirit of this law is simply good business.     

‘I do like the subtle touch’: interactions between people with learning difficulties and their personal assistants

Disabled people have often been denied choice and control in their lives. Although direct payments promise to deliver autonomy for disabled people, much depends on the way direct payments employers and personal assistants handle their interactions. These matters are particularly important for people with learning difficulties, who have routinely been restricted and controlled by their support staff. This paper presents an analysis, based on video material, of interactions between people with learning difficulties and personal assistants. The paper examines how difficult tasks, such as giving advice, can be accomplished in ways that people with learning difficulties find acceptable. Successful interactions are built on sensitivity to the wishes of the person, on a moment by moment basis. It is important that both parties coordinate their body language, humour and timing to demonstrate a close and friendly relationship, which is both professional and on the terms of the direct payments employer.     

Enterprising? Disabled? The status and potential for disabled people’s microenterprise in South Korea

This article explores the position, potential and scope for self-employment and microenterprise for disabled South Koreans. The chronic barriers experienced in disabled people gaining paid work suggest that self-employment and enterprise might offer a good alternative to paid work. The self-determined nature of running a microenterprise has been shown to connect with disabled people who may not conform to standardised notions of body and brain that underpin many mainstream work contexts. Despite this promise, several barriers continue to beset disabled people’s access to micro-enterprise activity; barriers ranging from Confucian precepts, to employment protections that are geared largely towards paid employment and to the lack of training, finance and business support for disabled people starting up and sustaining microenterprise in Korea. The extension of legal protections, meaningful start-up subsidies, better business support and bridges between paid work and microenterprise are all seen as important policy correctives that would better support disabled people.     

The role of self-advocacy in work for people with learning difficulties

This paper explores the relationship between self-advocacy and work for people with learning difficulties [1]. Explorations are based mainly on a participant observation study in which members of a self-advocacy group for people with learning difficulties included the researcher in their regular meetings. Discussions about work, most broadly defined as meaningful activity which makes a contribution to society, emerged as a critical preoccupation. We examine the importance of self-advocacy as a vehicle for people with learning difficulties who want to remove or circumvent barriers which surround their employment. Our research shows that understanding the role of self-advocacy in relation to work creates many development opportunities for both disabled employees and their prospective, or actual, employers. It is suggested that self-advocates can themselves achieve change in employers' attitudes by challenging oppressive images of people with learning difficulties in the workplace. It is hoped the paper will advance recognition of the importance of self-advocacy for maximising the participation of people with learning difficulties in work, and for acceptance of their status as workers.     

Quota Schemes and the Assessment of Employment Handicap in Britain and West Germany

Government legislation, in the form of the Quota Scheme, has proved ineffective in improving the employment opportunities of disabled people in Great Britain and strenuous efforts have been made by the organisation responsible for its implementation–the Manpower Services Commission–to abolish it. In West Germany, however, most organisations employ their quota of disabled people, although this is set at 6%–double the level required of British employers. Is German legislation in this area really more effective? If so, why should this be? And what are the implications for policy in Great Britain?     

Degree and Direction of Paid Employee/Volunteer Interchange in Nonprofit Organizations

This study builds on an earlier one (Handy, Mook, and Quarter 2008) that examined the degree of interchangeability between volunteers and paid employees in nonprofit organizations. In the current study, we surveyed 836 nonprofits in Canada to understand what factors determine the degree of interchange between paid employees and volunteers, bearing in mind that this interchange can go in two directions: paid employees for volunteers and volunteers for paid employees. We found the degree of interchange to be widespread and in both directions. One of the most important predictors of the likelihood of interchange was the number of full‐time employees, suggesting that interchangeability occurs less frequently in organizations with a larger number of employees than in those with fewer employees. Religious congregations and organizations with workload increases were more likely to interchange tasks among volunteers and paid staff.     

Understanding parental leave experiences: connecting the dots with a multiple-methods approach

ABSTRACT

This research note draws selected findings from a multiple-methods study conducted in partnership with a large public-sector employer in Portland, OR to describe the added value of this approach for research translation. We focus on how our study of a newly implemented paid parental leave policy can translate to actionable steps for two important end-users: employers and policymakers. Using administrative records (N?=?579), a countywide employee survey (N?=?137 leave-takers) and focus groups (N?=?35), we describe how each data source contributes important and unique information about how the policy’s implementation affected diverse employees. We find gender differences in how employees changed leave-taking in response to the policy, and describe the critical but nuanced role that supervisors play. Working with employers and policymakers to develop and implement thoughtful policies will help to ensure equitable distribution of the benefits of paid leave policies.     

Children’s conceptions of the word ‘disabled’: a phenomenographic study

The aim of this study was to investigate the qualitative differences in children’s conceptions of the word ‘disabled’. Two hundred and thirty children, aged 7–12 years of age, were instructed to make a drawing of what came into their minds when they heard the word ‘disabled’. A brief written commentary on their drawing was also requested. The drawings and comments showed that the children had a positive attitude towards the word ‘disabled’. They drew and commented that a disability had medical causes, a technical device was a prerequisite for disabled people, a disability had social consequences and that a disabled person needed support. The children also explained that there were obstacles which impaired disabled people’s performance of activities. Access to some environments and being an active part of society was limited for some disabled people.     

Employees with Long Term Illnesses or Disabilities in the UK Social Services Workforce

Between 6% and 16% of the working age population have a long term illness or disability. 'Disability' is not consistently defined, however, and neither the distribution of disabled employees nor the nature of their disabilities is well documented. This paper presents the findings of a study of statutory social services employees in the UK and for the first time provides an estimate of the proportion of workers with long term illnesses or disabilities. Over a fifth had a self-reported long term illness or disability, 8% a condition which affected daily life. The distribution and nature of these, and the effects of gender, age, occupational categories, and work experience such as job satisfaction, stress and sick leave, are examined. Changes in legislation and the profile of the working age population are likely to increase the number of people with disabilities in work. The paper concludes that at a time of difficulties with recruitment and retention, social services and other social care employers must develop a range of responses to support and retain the diversity of people with disabilities in work.     

Disabled people, the reserve army of labour and welfare reform

This paper is concerned with explaining why in contemporary society there has been a number of changes to income maintenance and labour market policy for disabled people. Taking a regulation approach theoretical framework it engages with the debate about whether disabled people can be considered to be part of the reserve army of labour. Rejecting previous broad-brush approaches that seem to suggest that all disabled people are part of the reserve army, it argues that the policy changes have been aimed at reconstructing non-employed disabled people as an important part of the reserve army in a period when labour markets are becoming tighter. In this sense disabled people are crucial to New Labour's regulation of neo-liberal accumulation that is structured through a contradiction between economic stability and increasing participation in paid employment.     

Barriers to employment: voices of physically disabled rural women in Thailand

Employment is an essential activity that can generate income for people with disabilities, but very little is known about the interplay between disabled women, family and paid jobs. This article, therefore, sets forth a qualitative method for examining barriers that affect the employment opportunities of physically disabled women. Findings drawn from face-to-face interviews with 20 physically disabled women who live in rural poverty in Thailand clearly indicate that physical barriers from built environment, personal limitations; attitudinal barriers from the non-disabled community, especially employers; and over-protection from families limit their employment opportunities. Despite showing their interests in the labour market, these women are still left behind and trapped in rural poverty. The author argues that this situation is due to the non-disabled community ignoring the potential of these women. The author also recommends that the government of Thailand, NGOs and disability organisations should introduce strong tailored interventions and a multifaceted approach to address the medical, social and legal aspects of restricted participation in the labour market in order to improve the employment prospects of women with physical disabilities.     

A judicial outcome analysis of the Disability Discrimination Act: a windfall for employers?

November 2005 was the tenth anniversary of the passing of the Disability Discrimination Act (DDA). This study presents a judicial outcome analysis regarding employment using decisions taken and made public by appellate courts during the eight years since the Act's implementation. This survey replicates a corresponding study undertaken in the USA by Colker during the first eight years of the implementation of the Americans with Disabilities Act (ADA) (1990). As distinct from Colker's study, this paper presents data under four headings: jurisdictional/procedural tests; disability tests; discrimination/justification tests; enforcement tests. The study shows that jurisdictional/procedural and disability tests have prevented disabled employees from gaining the protection offered by the DDA. Furthermore, the overall success rate of 63% for employers suggests that the problem lies within the rules themselves, rather than in their application by tribunals and appellate courts. Thus the DDA has been a windfall for employers and, it is argued, will continue to be so for the next decade, despite the amended post-2004 DDA provisions. It is noted that the overall failure rate of 63% is lower for employees in the UK than the 87% in the USA, as quoted by Colker. Further research on judicial outcomes is recommended regarding all major disability anti-discriminatory and equal opportunity legislation.     

Healthcare for the uninsured: is mandation the answer?

The 37 million people in the United States who have no healthcare insurance pose a major social problem, but is legislation that requires employers to provide a minimum amount of healthcare coverage for employees the solution?     

Expectations and realisations: the employment story of a young man with cerebral palsy

Britain has laws and a range of policies which promote the employment of disabled people. The lack of progress to get disabled people into paid work has resulted in huge dissatisfaction for some. Evidence of disability and employment problems is often expressed as hard data, but what of the personal experiences of trying to find employment? This article is based on interviews with ‘Nick’, a young man with cerebral palsy who wanted to recount his preparation for work, including work experience, through school, the Connexions service and the local Employment Office. He explained how he felt his voluntary work and work experiences were not fully planned and ultimately unsatisfactory. Nick found paid employment, but soon discovered that there were too many problems for him to continue. He reflected on his experiences, including his own initial confidence, his despair at the ending of his paid employment and the realities of what employment means for him.     

Personal sacrifice and corporate cultures: career progression for disabled staff in higher education

Disabled people are under-represented in higher education (HE), especially in senior posts. This article reports research on the perspectives of career progression into leadership held by disabled staff in one post-1992 university. Findings indicated that some participants were already engaged in leadership or aspired to such roles, and reported positive experiences. However, participants also experienced barriers to progression, including a lack of awareness of equality and diversity among managers and colleagues, inadequate professional development opportunities and the competitive organisational culture of management that could impact on their health and work–life balance. We conclude that disabled staff in HE do not yet have equal opportunities for progression into leadership roles compared with their non-disabled peers. There is a need for realignment of the culture of leadership and management to make it more compatible with the full inclusion of disabled staff in HE such that their unique contributions are valued.