HR’s Role in Managing Disability in the Workplace
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Abstract
It is estimated that there are 43 million Americans with disabilities, many of whom are significantly unemployed or underemployed compared with their nondisabled peers. This article describes the role of employers, management, and especially the HR professional in minimizing disability discrimination. It describes the findings of a recent study of private and federal sector employers’ responses to the Americans with Disabilities Act (ADA), the Rehabilitation Act, and other disability nondiscrimination legislation, and points to areas that this research indicates are ways to successfully maximize the integration of people with disabilities into the workplace.
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Originally published as Bruyère, S., Erickson, W., & VanLooy, S. (2000). HR’s role in managing disability in the workplace. Employment Relations Today, Autumn, 47-66. This article may not exactly replicate the final version published. It is not the copy of record.
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2000-09-01
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access; accessibility; accessible; accommodate; accommodated; accommodating; accommodation; ADA; adaptation; adjustment; alternative; Americans with Disabilities Act; bar; barrier; barriers; bias; bigotry; blocks; change; Civil Rights; convenience; developmental disabled; disabilities; disability; disability; Disability Employment Research; EDIcat4-DER; disability management; Disability Rights Laws; disable; disabled; disablement; disabling; discriminate; discriminating; discrimination; DM; earnings; ease of access; employ; employing; employment; employment screening; employment testing; Equal Opportunity; federal government; federal sector; handicap; handicap; handicapped; HR; HR Policies; Human Resource; Human Resource Management; human resources; Human Resources Management; impair; impaired; impairment; impediments; inequity; intolerance; learning disability; limitation; limitation; mental handicap; mental retardation; modification; obstacles; openness; personnel; physical disability; pre-employment screening; pre-employment testing; prejudice; Presidential Task Force on Employment of Adults with Disabilities; private sector; protection; reasonable accommodation; self-employment; separation; single out; Society of Human Resource Management; special need; stereotype; Title 2; Title 3; Title II; Title III; unfairness; user-friendliness; wheelchair accessible; work
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