Although many people with disabilities are being
employed and remaining employed, the unemployment rate for people with
disabilities is unacceptably high, as shown in the 1994-95 National Health
Interview Survey. This survey found that 79 percent of adults without
disabilities were working at the time they were interviewed and only 37 percent
of those with disabilities were employed. Two federally funded studies
published in 2000 give some insight into why the unemployment rate is so high
among persons with disabilities and provide data on what employers are doing in
the areas of employing and accommodating workers with disabilities.
Why Adults With Disabilities Have Difficulty Finding
Jobs
Source: "Barriers and Supports for Work among
Adults with Disabilities: Results from the NHIS-D;" Pamela Loprest, Elaine
Maag, January 2001, The Urban Institute, Washington DC
The Urban Institute used information from the
Disability Supplement of the National Interview Survey (NHIS-D) to look at
barriers to employment for adults with disabilities. Sixteen thousand persons
with disabilities were asked about their disability, their work and their need
for accommodation. The researchers used respondents' self-reports of specific
activity limitations to define disability. By this definition, the researchers
calculated that there were 11.3 million working-age adults (18 to 64) with
disabilities of whom 37 percent were working in 1994-1995.
The researchers separated the sample into two
categories: "high likelihood" to work, defined as those for whom accommodations
will enable work or who reported their disabilities were not work limiting, and
"low likelihood," defined as those who reported they were retired from work or
could not work even with accommodations.
Some of the key findings regarding the "high
likelihood" group are outlined below:
Looking for Work: More than half of
the non-working adults with disabilities who were studied encountered
difficulties. The most frequently cited reasons for being discouraged from
looking for work were:
- No appropriate jobs available-52%
- Family responsibilities-34%
- Lack of transportation-29%
- No appropriate information about jobs-23%
- Inadequate training-21.6%
- Fear of losing health insurance or Medicaid-20.1%
- Discouraged from working by family and friends-14%
Work Accommodations: Both persons
with disabilities who were working and those not working stated a need for
similar types of accommodations. One-third of non-working persons with
disabilities reported the need for some type of accommodations. The other
two-thirds could work without accommodations or were unaware of specific
accommodations that might make work possible. The most common accommodations
cited were:
- Accessible parking or accessible public transit stop
nearby-19%
- Need for an elevator-17%
- Adaptations to work station-15%
- Special work arrangements (reduction in work hours, reduced or
part-time hours, job redesign)-12%
- Handrails or ramp-10.4%
- Job Coach-5.6%
- Specific office supplies-4.5%
- Personal Assistant-4.0%
- Braille, enlarged print, special lighting or
audiotape-2.5%
- Voice synthesizer, TTY, Infrared System, or other technical
device-1.8%
- Reader, Oral or Sign Language Interpreter-1.8%
How Employers Are Doing When it Comes to Hiring and Making
Accommodations for Workers with Disabilities
Source: "Disability Employment Policies and
Practices in Private and Federal Sector Organizations," Susanne M. Bruyere,
March 2000, Cornell University, Program on Employment and Disability, School of
Industrial and Labor Relations, Extension Division
Cornell University conducted two research initiatives
to examine employer practices in response to the employment provisions of Title
I of the American with Disabilities Act (ADA) and related civil rights
legislation. Cornell interviewed by phone a random sample of human resource and
equal employment opportunity personnel from the public and private sectors. Key
findings of those initiatives are discussed below.
Meeting Accommodation and Access Needs of
Applicants and Employees with Disabilities: Listed below are the
11 areas of accommodations and five access areas outlined in the study and the
percentage of employers who stated they had made accommodations in these
areas.
Made facilities accessible |
82 |
93 |
Had flexible human resource policy |
79 |
93 |
Restructured jobs/work hours |
69 |
87 |
Made transportation accommodations |
67 |
86 |
Provided written job instructions |
64 |
69 |
Modified work environment |
62 |
93 |
Modified equipment |
59 |
90 |
Made reassignment to vacant position |
46 |
58 |
Provided readers and interpreters |
36 |
79 |
Changed supervisory methods |
35 |
55 |
Modified training material |
31 |
49 |
Wheelchair access |
82 |
95 |
Time flexibility in test taking |
45 |
39 |
Communication access for hearing
impaired |
43 |
91 |
Communication access for visually
impaired |
37 |
77 |
Removing volatile/scented substances |
32 |
48 |
Identifying Barriers to Employment and Advancement
for People with Disabilities: Respondents were asked to rate seven
possible barriers to employment and advancement of people with disabilities.
Lack of related experience was seen as the biggest barrier by both the public
and private sector employers. The results in this area are outlined below.
Lack of related experience |
49 |
53 |
Lack of required skills/training |
39 |
45 |
Supervisor knowledge of accommodation |
31 |
34 |
Attitudes/stereotypes |
22 |
43 |
Cost of accommodations |
16 |
19 |
Cost of supervision |
12 |
10 |
Cost of training |
9 |
11 |
Additional questions in this area were related to
rating ways of reducing employment and advancement barriers, changes made in
the workplace to meet the needs of employees with disabilities and the
difficulty in making these changes. The results of the respondents' replies are
outlined below.
Visible top management commitment |
81 |
90 |
Staff training |
32 |
71 |
Mentoring |
59 |
71 |
On-site consultation/technical
assistance |
58 |
71 |
Short term outside assistance |
41 |
43 |
Employer tax incentives/special
budgets |
26 |
69 |
Changing co-workers'/supervisors'
attitudes |
32 |
33 |
Modifying return to work policy |
17 |
11 |
Creating flexibility in performance management
system |
17 |
15 |
Change in leave policy |
10 |
8 |
Adjusting medical policies |
7 |
9 |
Ensuring equal pay and benefits |
2 |
4 |
These studies show that much still needs to be done
to bring the unemployment rate for persons with disabilities into line with
that of the general public. Progress is being made. More will need to be done
by persons with disabilities, educators, rehabilitation counselors and the
public and private employment communities if we are to achieve full integration
of persons with disabilities into employment.
Key areas that need to be addressed are improvement
in the education and training of persons with disabilities, more outreach on
the part of the employment community to recruit persons with disabilities, a
better understanding of reasonable accommodation and a concerted effort to
break through the attitudinal barrier that is so detrimental to full
integration of people with disabilities into the employment arena.
This publication is available in alternate formats.
July 2001 |