Informed decision making on assistive technology workplace accommodations for people with visual impairments

Underemployment of people with visual impairments is an important problem in the world of work. Barriers to successful employment include the lack of informed decision making concerning AT as a workplace accommodation. Choosing effective Assistive Technology (AT) as an accommodation solution is imperative to successful employment of individuals with vision impairments. While not all jobs require AT as a part of an accommodation, when AT is needed, an informed choice is the best approach. This article describes the five step process for selecting appropriate AT for individuals with vision impairments in workplace accommodations developed by the Job Accommodation Network (JAN). Cases from the JAN database that involve people with vision impairments were examined. Resources to enable readers to further evaluate and implement effective AT solutions are provided.     

Interest Organizations,Information, and Policy Innovation in the U.S. Congress1 2

Interest organizations are hypothesized to strongly affect public policy, but the evidence that they do so is mixed. This article argues that one reason for the disparity is a gap between theory and research: theory suggests that information provided by interest organizations should strongly influence elected officials, but there is no systematic research on its impact. We examine a potentially important source of information for members of the U.S. Congress—testimony at committee hearings—to ascertain if it affects the enactment of policy proposals. The data, based on content analysis of almost 1,000 testimonies on a stratified random sample of policy proposals, describe who testifies, their arguments, and the evidence they provide. Supporters of a proposal emphasize the importance of the problem being addressed, while opponents claim the proposed policy will be ineffective and try to reframe the debate. Information—particularly information regarding policy effectiveness—does affect the likelihood that a policy proposal will be enacted.     

Including employees with disabilities in emergency evacuation plans: 9/11's effect on the demand for information

Interest in emergency evacuation planning has increased since the September 11 terrorist attacks (9/11). In turn, the Job Accommodation Network (JAN) started receiving more questions about how to include employees with disabilities in such plans. JAN case data on the emergency evacuation of people with disabilities were reviewed. Case data from the four years prior to 9/11 (from September 11, 1997, to September 11, 2001) were compared to case data from the four years after 9/11 (from September 11, 2001, to September 11, 2005).     

The Effects of Contingent Caregiver Imitation of Infant Vocalizations: a Comparison of Multiple Caregivers

The present study replicated and extended the Pelaez et al. (Journal of Applied Behavior Analysis 44:33–40, 2011) study, which examined the reinforcing effects of mothers’ contingent imitation of their infants’ vocalizations. Three infants aged 7–12 months who could vocalize sounds but not words participated with two caregivers for each infant (i.e., triads). During the intervention phase, the caregivers were asked to immediately imitate all vocalizations emitted by the child for a 3-min period. During the yoked control phase, the caregivers listened to an audio recording from the preceding condition and provided vocalizations non-contingently on the infants’ responses. The procedures yielded different results across participants; one infant emitted a higher frequency of vocalizations during the contingent imitation phases over the control phases, and the other two infants showed higher rates of responding during the control phases. However, all infants emitted more imitative return vocalizations during contingent reinforcement conditions compared with the yoked control condition.     

The context of discrimination: workplace conditions, institutional environments, and sex and race discrimination charges

This article explores the organizational conditions under which discrimination charges occur. Drawing on structural and organizational theories of the workplace, the authors demonstrate how organizational conditions affect workers' and regulatory agents' understandings of unlawful discrimination. Using a national sample of work establishments, matched to discrimination-charge data obtained from the Equal Employment Opportunity Commission (EEOC), the authors examine how characteristics of the workplace and institutional environment affect variation in the incidence of workers' charges of sex and race discrimination and in the subset of discrimination claims that are verified by EEOC investigators. The findings indicate that workplace conditions, including size, composition, and minority management, affect workers' charges as well as verified claims; the latter are also affected by institutional factors, such as affirmative action requirements, subsidiary status, and industrial sector. These results suggest that internal workplace conditions affect both workers' and regulatory agents' interpretations of potentially discriminatory experiences, while institutional conditions matter only for regulatory agents' interpretations of those events.     

The dynamic,complex and diverse living and care arrangements of young New Zealanders: implications for policy

The living arrangements of young people in New Zealand are diverse and often complex. In this article we report the range of care and living arrangements of 209 15-year-old New Zealanders, 47 of whom identified as Māori. These young people were participants in the second generation of a cohort study. Data were collected from their parents via a life history calendar and analysed for variety and consistency of care arrangements, household membership and transitions. Few participants had a consistent pattern of parental care arrangements and most had experienced multiple changes in household composition and frequent changes of address. We conclude that the whānau/family lives of many young New Zealanders are complex and dynamic. These observations contrast with the conventional notions of family life that form the basis for New Zealand’s family policies. We argue that social policies and services impacting on young people need to reflect the lived reality of young people if they are to meet young people’s needs.     

“Coming From the Place of Walking with the Youth—that Feeds Everything”: A Mixed Methods Case Study of a Runaway and Homeless Youth Organization

Organizations for runaway and homeless youth (RHY) provide essential services to highly vulnerable youth who have a wide variety of basic needs and complex psychosocial challenges. We present a mixed-methods case study of an RHY organization to identify the specific mechanisms and processes by the organization successfully promotes engagement and positive development of the youth they serve. We analyzed qualitative and quantitative data separately and then integrated these two strands of data. Our findings indicate a consistent convergence of responses across the data sources, in both the qualitative and quantitative strands, that consistently reflect the organization’s youth-centered approach. Primary among these policies and practices is the emphasis on building and maintaining empathetic relationships with youth, the promotion of youths’ autonomy, and an institutional culture of continuous evaluation of how the organization is meeting their mission to provide services that reflect best practices.     

Understanding Employment Discrimination: A Multilevel Approach

This paper reviews recent research on employment discrimination on the basis of sex, race, and ethnicity in US work establishments. Unlike blatant discrimination of the past, contemporary discrimination is typically more subtle, often unintentional, and develops in relationship to the social context in which it is embedded. Focusing on this covert and dynamic nature of discrimination, we review recent research that identifies factors at the individual, workplace, and societal level that contribute to variation in sex and race discrimination across employment contexts. At each level, we conceptually distinguish between factors that influence employers’ sex and race biases and factors that affect potential victims’ capacity to identify discriminatory experiences at work.