Corporate culture and the employment of persons with disabilities

This article addresses key questions arising from the economic and social disparities that individuals with disabilities experience in the United States. For instance, “What role does corporate culture play in the employment of people with disabilities?” “How does it facilitate or hinder their employment and promotional opportunities, and how can corporations develop supportive cultures that benefit people with disabilities, non‐disabled employees, and the organization as a whole?” Corporate culture can create attitudinal, behavioral, and physical barriers for workers and job applicants with disabilities. This research concludes that if the employment prospects of people with disabilities are to be improved significantly, attention must be paid to the ways in which corporate culture creates or reinforces obstacles to employees with disabilities, and how these obstacles can be removed or overcome. Ultimately, we will make the case that corporate culture and societal attitudes must change if people with disabilities are to be accepted and incorporated fully into the workplace. Copyright © 2005 John Wiley & Sons, Ltd.     

Renegotiating Sexuality Following an Acquired Disability: Best Practices for Counselors

Acquired physical disabilities are a critical issue that confronts many adults today, and they are projected to continue to increase over the next several years. For many individuals with acquired physical disabilities, the disabilities affect sexuality, thus requiring a renegotiation of disability and sexuality. This article reviews the extant literature on physical disabilities and sexuality and provides best practices for counselors to effectively address the needs of this growing population.     

Disability and employment – overview and highlights

Due to the expected decline in the working-age population, especially in European countries, people with disabilities are now more often recognized as a valuable resource in the workforce and research into disability and employment is more important than ever. This paper outlines the state of affairs of research on disability and employment. We thereby focus on one particular group of people with disabilities, that is to say people with mental disabilities. We define disability according to the International Classification of Functioning, Disability and Health (ICF) of the World Health Organization, by that recognizing that disability results from the interaction of person and environment. Key issues, including the complexity of defining disability, the legal situation in Europe and North America concerning disability at work, and barriers and enablers to employment, are discussed. For each of the topics we show important findings in the existing literature and indicate where more in-depth research is needed. We finalize with a concrete research agenda on disability and employment and provide recommendations for practice.     

Poverty Among Adults with Disabilities: Barriers to Promoting Asset Accumulation in Individual Development Accounts

Adults with disabilities disproportionally experience poverty. We examine one novel strategy to promote economic well-being among adults with disabilities living in or near poverty, namely Individual Development Accounts (IDAs). IDAs are designed to help individuals save money and subsequently accumulate assets. Although adults with disabilities account for the majority of IDA participants, scant attention has been paid to their IDA saving performance. We describe the significance of accumulating assets, particularly as it relates to adults with disabilities. We then map the nature of IDA programs and analyze barriers to participation in IDAs and asset accumulation related to conflicting federal policies and a lack of sensitivity to disability-specific needs. We conclude by offering policy recommendations from our analysis, including the need to eliminate the means-tests used in welfare policies, de-linking participation in IDAs from employment status, and involving people with disabilities in designing and evaluating asset accumulation policies and programs.     

Career Maturity in Young Adults With Learning Disabilities: What Employment Counselors Should Know

Increasing numbers of those with learning disabilities who are entering college have been found to have special needs related to both academic survival and career development that are often unrecognized and unmet in institutions of higher education. This article reviews research on the characteristics of young adults with learning disabilities, discusses factors that are associated with the career maturity of young adults with learning disabilities, and offers suggestions to employment counselors that would be useful when working with this population.     

"Lost in a Shopping Mall"--A Breach of Professional Ethics

State universities have grown to become monumental enterprises generating revenues of more than $124 billion a year in the sale and delivery of education and other services. They compete in a marketplace composed of private secular, nonsecular and for-profit higher education institutions. In addition, state universities in their own right engage in a number of traditionally for-profit "business" enterprises competing with the private sector. However, as the enterprise aspect of state universities grows; so too does the impact of a unique competitive advantage enjoyed solely by state universities--that is, the ability of state universities to immune themselves from lawsuit in federal court under the guise of "sovereign immunity" for disputes arising under federal employment laws. Indeed, as a consequence of recent Supreme Court rulings, state agencies, including universities, are the only entities in the United States that are effectively exempt from the enforcement of federal employment laws in federal or state courts. This article reviews the condition of the "two faces" of the state university regarding federal employment law and the apparent new barriers to federal court access of employees to judicial review of employment disputes.     

Self-Directed Career Planning for Persons with Disabilities

Persons with physical disabilities often confront barriers to employment. This article describes a career development project that has addressed the special needs of disabled adults by: (a) developing a multimedia-based, self-directed career planning program organized around modules tailored to meet the unique needs of adults with disabilities; (b) providing a training program for 15 disabled adults working as paraprofessional career guidance technicians; and (c) establishing linkages with educational institutions and community agencies to provide for the institutionalization of this project at the local level.     

Does U.S. federal policy support employment and recovery for people with psychiatric disabilities?

Evidence suggests that a high percentage of people with a psychiatric disability can recover--find meaningful work, develop positive relationships, and participate fully in their communities. Evidence also suggests that work is an essential component of recovery. However, few people with a serious psychiatric disability are actually employed and most of those who are employed work only part-time at barely minimum wages.To assess the impact of federal programs such as Social Security Disability Insurance, vocational rehabilitation, medical insurance, and psychiatric services upon employment, we conducted a qualitative study of 16 employed and 16 unemployed individuals with psychiatric disabilities. All of our participants had disabilities severe enough to qualify them for Social Security Disability benefits.They told us that current federal policies and practices encouraged employment and integration of only a few participants, in a particular stage of their recovery, and placed significant barriers in the employment path of others.     

Employing people with severe disabilities: The challenge remains

The authors present an update on the number of individuals with disabilities who are employed at a large federal installation that has been using a recruitment intervention designed to increase the employment rate of individuals with disabilities. The initial review of accessions (i.e., successful recruitments), published in the Journal of Job Placement (R. B. Kennedy, 1996), presented data that spanned 11 years (1984–1994). This article gives recruitment data for another 7 years (1995–2001).     

Systemic Barriers to Family Involvement in Transition Planning for Youth with Disabilities: A Qualitative Metasynthesis

Family involvement is particularly important to the postschool success of young adults with disabilities who typically experience fewer education and employment opportunities after leaving high school than their same age peers without disabilities. Despite mandates for family involvement, school-home partnerships remain elusive, particularly for low-income and culturally and linguistically diverse families. This metasynthesis of findings from 22 qualitative studies examines family perceptions of barriers to transition from school to adulthood and involvement in transition planning. This metasynthesis adds to the literature on family involvement in special education by utilizing Bourdeuian social reproduction theory and Bronfenbrenner's ecological systems theory to frame the discussion and inform recommendations for research and practice that focus on schools and adult service systems rather than deficiencies in families.     

Identifying empirically supported treatments for phobic avoidance in individuals with intellectual disabilities

This paper reviews the literature regarding the treatment of phobic avoidance in individuals with intellectual disabilities. Criteria for classifying interventions as empirically supported, developed by the American Psychological Association (APA) Division 12 Task Force on Promotion and Dissemination of Psychological Procedures, were used. For studies employing single case experimental designs, criteria developed by APA Division 16 (Kratochwill & Stoiber, 2002; Shernoff, Kratochwill, & Stoiber, 2002) were used to supplement Division 12 criteria. Results indicate that behavioral treatment can be designated as a well-established treatment for phobic avoidance in individuals with intellectual disabilities.     

Staying in the Race: Counselor Visits and Job Search Confidence Among People With Disabilities

Support that helps job seekers maintain confidence might decrease unemployment rates among people with disabilities. In this study, clients described their employment barriers (disability, education, and work history) and then reported their job search confidence 3 times at 6‐month intervals. Their employment support agency provided information about the support (counseling visits, support hours, and financial resources) it delivered. Clients with more disabilities and education barriers experienced declines in job search confidence unless they received intensive levels of employment counseling. Three visits to a counselor maintained client confidence, and confidence improved only after 18 visits. Other service intensity indicators (support hours and financial resources) did not halt confidence declines.     

Workplace diversity and public policy: challenges and opportunities for psychology

This article outlines both challenges and opportunities for psychology of issues related to diversity in education and work. For the purposes of this discussion, "diverse" populations include four groups currently marginalized and disadvantaged in the U.S. workplace: women, people of color, sexual minorities, and people with disabilities. An overview of employment participation patterns for these groups is presented, workplace barriers arising from marginalized status are highlighted, and the article concludes with a discussion of work-related legislative and public policy fronts that can be informed and influenced by the contributions of psychologists.     

Vocational evaluation: A primer

Vocational evaluation (VE) is a comprehensive assessment process that can be used to inform assessment of people with barriers to employment other than the physical or mental disabilities for which it is typically used. This article defines components of VE as established by an international health and human services accreditation organization. The author's experience as a vocational evaluator and rehabilitation program supervisor serves as a reference. Implications for expanding its use and future research are discussed.     

A Better Look at Intelligence

The Planning, Attention, Simultaneous, and Successive (PASS) model is offered as an alternative to the unidimensional conceptualization of intelligence as a general ability. The unidimensional conceptualization has not helped researchers and clinicians understand variations of cognitive functions within special populations such as individuals with learning disabilities, disorders of attention, or mental retardation. Neither has this conceptualization aided in program planning for these individuals. PASS is a model of cognitive function based on contemporary research in both cognition and neuropsychology and provides a theory for both assessment and intervention. This article reviews concepts and examples of PASS theory and its application to reading disabilities and mental retardation. For example, the article links dyslexia with a deficit in successive processing. It also identifies the major difficulties of individuals with Down syndrome in phonological memory and articulation. Further research on successive processing, and planning as it relates to language, is suggested.     

The next exclusion debate: assessing technology, ethics, and intellectual disability after the Human Genome Project

Recent scientific discoveries have made it much easier to test prenatally for various genetic disabilities, such as Down syndrome. However, while many observers have heralded such "advances" for their effectiveness in detecting certain conditions, others have argued that they perpetuate discrimination by preventing the birth of children with disabilities. This article examines the ethical and social implications of the Human Genome Project for individuals with intellectual disabilities and their families. It details the critique of prenatal testing articulated by many disability rights activists as well as scholarly and professional responses to that critique. A review of the pertinent research literature includes perspectives of genetic professionals, ethicists, disability studies scholars, parents of children with disabilities, and disabled individuals themselves. Finally, the article explores how future research endeavors, policies, and practices may more effectively integrate and respect the positions of these various stakeholders.     

A Cognitive Tool for Ethical Decision Making: A Case for ACED IT

The present study examined two forms of a cognitive tool (ACED IT map), which is designed to facilitate ethical decision making, along with expressive writing. Results demonstrated that participants completing the original ACED IT were more likely to identify (a) more steps to implementing a solution, (b) more barriers to solution implementation, and (c) more solutions to those barriers than participants who completed the modified ACED IT, those who engaged in expressive writing, and those in the control group. These findings suggest that cognitive tools such as ACED IT may be of considerable value for individuals who are presented with ethical dilemmas.     

国外心理健康服务人员胜任特征

什么样的人具有资格担当心理健康服务人员, 这方面的研究属于心理健康服务人员胜任特征的问题。国外有关心理健康服务人员胜任特征的研究主要涉及: 核心胜任特征与特殊胜任特征、能力与胜任特征评估、胜任特征模型及其开发、心理健康服务不同具体领域的胜任特征研究, 这些研究对于改进心理健康服务人员的教育与培训、录用与管理有着重要指导作用。目前该领域研究的局限在于很少关注如何运用已确认的胜任特征去评价心理健康服务领域的学生以及从业人员。     

AN ANALYSIS OF THE PROCEDURAL COMPONENTS OF SUPPORTED EMPLOYMENT PROGRAMS ASSOCIATED WITH EMPLOYMENT OUTCOMES

This study examined the relation between the procedural components of supported employment programs and employment outcomes for 120 individuals with disabilities. These individuals were involved in supported employment programs established through the Utah Supported Employment Project. The results suggest that successful implementation of supported employment services led to ongoing employment of study participants in community work sites, increased wages, and ongoing opportunities for workers to interact with nondisabled peers. In addition, several procedural components were found to be strongly associated with successful employment outcomes for workers. Results of the study are discussed in terms of the training needs of supported employment program staff and future research for the dissemination of a cohesive technology of supported employment.