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Identity and Disability in the Workplace

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Abstract

The purpose of this article is to examine and discuss factors within the workplace that may affect the ability of individuals with disabilities to access and retain employment. The analysis is based on findings from a Cornell University study of human resource professionals in both the private and federal sectors (Bruyère, 2000b). Part I provides an overview of the study, selected key findings about remaining barriers, and implications for needed future workplace interventions based on the survey responses. Part II reviews selected literature addressing the workplace issues identified in the study. Part III examines some of the concepts and possible solutions regarding workplace discrimination and responses to the accommodation needs of applicants and workers with disabilities. In the conclusion, we discuss where further research is needed to address remaining employment inequities for people with disabilities.

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This article does not exactly replicate the published version. It is not the copy of record.

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Date Issued

2003-01-01

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Keywords

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; 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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Rights

Required Publisher Statement: © 2003 William and Mary Law Review. Used with permission.

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article

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