JavaScript is disabled for your browser. Some features of this site may not work without it.
Comparative Study of Workplace Policy and Practices Contributing to Disability Nondiscrimination
Abstract
Objective: To assess the impact of disability nondiscrimination legislation on employer practices in the United States and the United Kingdom. Study Design: U.S. and U.K. human resource professionals were surveyed about their experience with implementation of the legislation. Results: Both U.S. and U.K. employers are responding to their respective legislation by making accommodations-adjustments needed by applicants and employees with disabilities. Conclusions: Rehabilitation psychologists and other health care professionals working with people with disabilities must understand employee rights and employer responsibilities under this legislation, know where employers may have difficulty in responding to an accommodation request, and be familiar with the existing workplace resources and processes that can support an effective response to such requests.
Description
Originally published in Rehabilitation Psychology, a publication of the American Psychological Association. This article may not exactly replicate the final version published in the APA/EPF journal. It is not the copy of record.
Date Issued
2004-01-01Subject
International Disability Research; EDIcat6-IDR; access; accessibility; accessible; accommodate; accommodated; accommodating; accommodation; ADA; ADA Accommodation & Accessible IT; EDIcat1-AAA; adaptation; adjustment; alternative; Americans with Disabilities Act; bar; barrier; barriers; blocks; change; Civil Rights; convenience; cross-national; developmental disabled; disabilities; disability; disability; Disability Employment Research; EDIcat4-DER; disability policy; Disability Rights Laws; disable; disabled; disablement; disabling; earnings; ease of access; employ; employing; employment; Equal Opportunity; Global; Guiding Principles; handicap; handicap; handicapped; HR; HR Policies; Human Resource; Human Resource Management; human resources; Human Resources Management; impair; impaired; impairment; impediments; international; learning disability; limitation; limitation; mental handicap; mental retardation; modification; obstacles; openness; personnel; physical disability; policies; policy; procedures; protection; public policy; public programs; regulation; rules; self-employment; Society of Human Resource Management; special need; statute; Title 2; Title 3; Title II; Title III; user-friendliness; wheelchair accessible; work; worldwide; Chartered Institute of Personnel and Development
Related DOI:
https://doi.org/10.1037/0090-5550.49.1.28Rights
Required Publisher Statement: © 2004 Educational Publishing Foundation.
Type
article
Related items
Showing items related by title, author, creator and subject.
-
Accessible IT for People with Disabilities: HR Considerations
(2003-03-01)Human resource (HR) representatives were interviewed regarding their organizations use of Web technology in HR processes and computer accessibility issues in the workplace. The survey addressed: the organizations use of ... -
Disability in a Technology-Driven Workplace
(2003-10-01)New Internet and Web-based technology applications have meant significant cost and time efficiencies to many American businesses. However, many employers have not yet fully grasped the impact of these new information and ... -
HR Processes and IT Accessibility for Persons with Disabilities: Improving Employer Practices under Title I of the Americans with Disabilities Act
(2003-12-01)The purpose of this research is to investigate the impact of the Americans with Disabilities Act (ADA) employment provisions on the employment practices of private sector business. The intended outcome of the research is ...
