Disability Act in the Workplace Research Proposal

Slotting summer jobs or paid internships specifically for high school, college and post-grad students with disabilities; (2) Affirmative action and mentoring for people with disabilities. (Whether and how to implement affirmative action depends on organizational culture and applicable law.); (3) Training and professional development for people with disabilities; (4) Accomplishments of goals, services available, etc. In your organization's newsletter, bulletin board and reports, to the extent that other groups and people are included; (5) Track the speed of handling of reasonable accommodation requests and the satisfaction of employees and supervisors with outcomes; (6) Ensure the assignment of people with disabilities in management and other leadership positions; and (7) Managers and employees to be trained and re-trained within time guidelines. (Cohen, 2006)

Stated as necessary evaluation that is ongoing in nature of the success of the organization in making the necessary accommodations provisions for individuals with disabilities are those as follows: (1) Physical and electronic suggestion box type options; (2) Periodic surveys of employees -- identified as having disabilities or not -- as well as supervisors; and (3) Exit interviews including voluntary disability-related questions for self-identified people with disabilities. (Cohen, 2006) Stated as the most important possible of all provisions of the organization toward ensuring access and accommodations for individuals with disabilities in the workplace is: "A workplace that is hospitable to everyone -- where diverse opinions are valued, where employee input is encouraged, and where employees are encouraged to be accountable and work independently -- is the kind of workplace that can integrate these ideas with the greatest ease. Welcoming employees with disabilities doesn't happen in a vacuum, but is part of a larger cultural orientation of the organization. Be a force in fostering a positive work environment for everyone." (Cohen, 2006)

INSTRUMENT

The instrument utilized in this study will be that of a survey/questionnaire.

SAMPLING

The questionnaire/surveys distributed in this study will be distributed through a random sampling of businesses located in the United States who employ more than 25 individuals and who have been identified as having in the past employed or who presently employ individuals with disabilities.

DATA ANALYSIS/COLLECTION

Collection of the data in this study will involve distribution of the questionnaires/surveys and upon return of the questionnaires/surveys; the data collected in the questionnaires/surveys will undergo statistical analysis.

BIBLIOGRAPHY

Bruyere, S. (2000a). Disability employment policies and practices in private and federal sector organizations. Ithaca, NY: Cornell University, School of Industrial and Labor Relations Extension Division, Program on Employment and Disability.

Bruyere, S. (2000b). Managing disability in the workplace. . Equal Opportunities Review, 92,26-33. Bureau of National Affairs (2001, June 28). SHRM-BNA No. 66, Human Resources Activities, Budgets, and Staffs: 2000 -- 2001. . Bulletin to Management, 52, S1-S42. 26, Suppl., Part II

Bruyere, Susanne M., Erickson, William, and VanLooy, Sara (2004) Comparative Study of Workplace Policy and Practices Contributing to Disability Nondiscrimination. Rehabilitation Psychology 49(1) Cornell University 2004.

Burkhauser, R., & Daly, M. (1998). Disability and work: The experiences of American and German men. . Economic Review, 2, 17-29.

Burkhauser, R., Daly, M., Houtenville, a., & Nargis, N. (2001). Economic outcomes of working age people with disabilities over the business cycle: An examination of the 1980s and 1990s. Ithaca, NY: Cornell University, School of Industrial and Labor Relations -- Extension Division, Program on Employment & Disability.

Cohen, Judith (2006) Workplace Disability Conflict Management. Center for Dispute Resolution and Conflict Management. SMU 2006 October.

Department for Education and Employment (1996). Disability Discrimination Act 1995 Code of Practice for the elimination of discrimination in the field of employment against disabled persons who have had a disability. London: Her Majesty's Stationery Office.

Floyd, M. (Ed.) (1997). Vocational rehabilitation and Europe. (Disability and Rehabilitation Series 6). London: Jessica Kingsley.

Hodges-Aeberhard, J., & Raskin, C. (Eds.) (1997). Affirmative action in the employment of ethnic minorities and persons with disabilities. Geneva, Switzerland: International…