Comparative Study of Workplace Policy and Practices Contributing to Disability Nondiscrimination

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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.

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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.
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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
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Required Publisher Statement: © 2004 Educational Publishing Foundation.
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