Overcoming Barriers to Employment for Individuals With Disabilities

by Clif Boutelle, for SIOP

This is an excerpt from an article that appeared on the SIOP website. You can read the original article here.

Much is made, and rightly so, about diversity in our society, in particular as it relates to African Americans, Hispanics, and women. Less attention, though, is given to one of the largest minority groups in the country—individuals with disabilities.Man sitting in wheelchair

According to recent census data, there are more than 56 million Americans with disabilities, nearly 20% of the population. In Canada there are 3.8 million people with disabilities.

When it comes to employment, employees with disabilities rarely experience the same access to work opportunities as their able-bodied and comparably educated counterparts, said Silvia Bonaccio, an associate professor of management at the University of Ottawa, who along with McMaster University’s Catherine Connelly, and Kathleen Martin Ginis and Ian Gellatly of the University of Alberta, presented a paper on employment barriers for individuals with physical disabilities at the Society for Industrial and Organizational Psychology’s annual conference earlier this year.

Supporting her contention is a 2014 report from the Department of Labor Office of Disability Employment Policy that estimates that the unemployment rate for individuals with disabilities is nearly 13%, more than double the rate for able-bodied individuals. Also, those with disabilities who are employed earn considerably less ($1,961 per month vs. $2,724) than those with no disabilities according to the U. S. Census Bureau.

There are some positive signs, though.

Federal and state initiatives, including the Americans with Disabilities Act, which turns 25 this year, and the 1973 Rehabilitation Act have resulted in greater participation and inclusion of persons with disabilities into the workforce. Just last year, Section 503 of the Rehabilitation Act was revised to suggest federal contractors and agencies ensure that people with disabilities account for at least 7% of workers within each job group in their workforce.

Although most organizations have diversity initiatives, they are primarily focused on gender and ethnicity issues, said Peter Rutigliano, vice president and senior consultant at Sirota Consulting.

“Companies need to pay more attention to employees with disabilities (EWD), and the Section 503 recommendations are having that effect,” he explained. “Companies are increasingly taking notice of disparities with EWD’s and it is resulting in more conversation.”

To read the rest of the article, visit this link.

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