Individuals with disabilities remain underrepresented in the workforce compared to those without disabilities. It has been explored that employer perceptions of their employees with disabilities directly impact this participation in the workforce, specifically hiring and retention. However, the use of primarily quantitative methods in demand-side research to date may limit the development of a fuller understanding of the hiring practices of employers. This study aimed to explore the hiring and retention practices of employers who are successful in hiring and retaining individuals with disabilities within their companies. Four exemplary employers were interviewed, utilizing semi-structured interviews. Analysis of the interviews was done following a qualitative phrenetic iterative analysis. Analysis revealed eight themes: empowering hiring managers, career development and advancement, community relationships, trainings that go beyond awareness, universal design of accommodations, responsive practices, disability as a diversity, and confidence to fail. These findings highlight the crucial role employers play in cultivating an inclusive work environment and employers’ potential to address aspects of systemic inequalities by integrating individuals with disabilities into their organizations.

As of December 1, 2024, there were 751 employers with 14(c) certifications (or in pending applications) in the United States paying over 36,000 individuals with disabilities subminimum wage. Efforts across the states to eliminate subminimum wage to reach fair wage and employment first for people with disabilities have shown that this is a complex and urgent issue that remains unsolved. This article will provide a brief history regarding subminimum wage and sheltered workshops, discuss the current state of 14(c) employment across the country, the relationship between sheltered workshops and transition-age youth, briefly describe a model program being implemented in the state of Illinois and make recommendations on how to support competitive integrated employment (CIE) of people with disabilities. Supported and customized employment, parental attitudes, the role of the employment specialist, the importance of developing a transformative business model and providing benefits counseling will be briefly discussed.

Background Helping young adults with mental illnesses attend college will increase their chances of being employed with benefits, which can pave the way for a successful career and a middle-class life. Objective This study sought to examine whether receiving vocational rehabilitation (VR) services of four-year college or university training would lead to improved employment outcomes for young adults with mental illnesses. Methods Based on the Rehabilitation Services Administration (RSA)-911 data, a propensity score matching technique was employed to create a comparison group of young adults with mental illnesses who did not receive college or university training and a treatment group of those who did. The quasi-experimental design investigated differences in the employment outcomes between the two groups. Results Analyses revealed that the group who received college or university training was more likely to be engaged in competitive integrated employment upon exit from the VR program than the matched comparison group who did not receive the training. Participants with mental illnesses who received college or university training and had secured competitive integrated employment at the time of exit not only had significantly higher hourly wages and worked more hours per week than did non-college or university training recipients, they were also more likely to obtain employer-subsidized health insurance benefits. Conclusions College and university training is positively related to employment outcomes for young people with mental illnesses. Implications for state VR counsellors are discussed.

In a global society experiencing an increasing shortage of qualified workers and the recognition that individuals with autism spectrum disorder (ASD) can be effective employees, there is an uptick in private sector initiatives to address employment needs through the recruitment of workers with ASD. A case study methodology with consensual qualitative research analysis was used to gain a rich understanding of employment of people with ASD at a medium-sized clothier in collaboration with a service provider for people with ASD. Perceptions of implementation and effectiveness were collected. Results suggest the hiring of people with ASD was positively perceived by employees. Components of this success included changes to the physical work environment, diversity training specific to individuals with disabilities, and a company climate of engaging and supporting employees with ASD. This research suggests that the collaborative initiative may prove a meaningful model for other companies interested in employing people with ASD.

Background: The purpose of this study was to increase the body of knowledge regarding the workplace discrimination experiences of individuals with disabilities residing in the New England and Northeastern regions (NENR) of the United States by exploring their allegations filed under Title I of the Americans with Disabilities Act (ADA) across the universe of data from 1992 through 2016. Objective: Describe region-and state-level patterns in workplace discrimination and provide valuable information to stakeholders to better understand and address the issues within their respective areas of practice. Methods: Using population-level data from the Equal Employment Opportunity Commission's Integrated Mission System database, we analyzed every closed employment discrimination allegation filed under Title I of the ADA from January 26, 1992, through December 31, 2016. Descriptive statistics were obtained for each state within the NENR, with comparisons made on national and regional scales. Findings: The study presents state-level data across variables such as allegation type, charging party disability type, alternative prong allegations, and merit status of investigation outcomes. The results are organized into tables for ease of comparison, and suggested discussion questions for future exploration are provided. Conclusion: This study reveals notable variation in ADA Title I discrimination allegations across Northeastern states, highlighting the role of state-level factors in shaping workplace experiences. Findings offer actionable insights for policymakers, advocates, and service providers seeking to advance workplace inclusion and equity for individuals with disabilities across the region.

To enhance work-related interventions, this study assessed adults with disabilities regarding their exposure to childhood trauma, current functioning, and efficacy to make appropriate work adjustments. A sample of 648 adults self-reported their disabilities and completed surveys related to childhood maltreatment, functioning, and work adjustment. Childhood trauma did not have a significant direct impact on work adjustment; functioning mediated the relationship between childhood trauma and adult work outcomes. One way to enhance work outcomes for adults with disabilities and trauma histories is to target functioning so that people can make appropriate work adjustments necessary to retain and maintain employment.

This study investigated the impact of recovery capital (RC) on community integration (CI) among a sample of adults formerly incarcerated. A sample of 78 participants who identified as being in recovery from substance use disorder and having been previously incarcerated completed a survey asking about their RC and CI. Results of a hierarchical regression model investigating the relationship between RC and CI revealed a significant model, accounting for 27% of the variance in CI. Results provide support for considering aspects of RC, particularly social support, when facilitating reentry and reintegration for individuals who have experienced incarceration. Results also reveal that people who identified as multiracial reported significantly lower levels of CI.

BACKGROUND:Individuals returning to the wider community from incarceration face many re-entry barriers, including stigmatising beliefs regarding past criminal record, that have impact on health and re-entry. Understanding the development and impact of self-stigma on health can inform re-entry and rehabilitation services.AIMS:The two aims of this study were first, to evaluate a previously established model of self-stigma applied to individuals who have experienced incarceration and, secondly, to study the impact of self-stigma on physical and mental health as well as community integration on re-entry.METHODS:This is a cross-sectional study of 129 formerly incarcerated adults recruited using an online platform and asked to complete online rating scales about self-stigmatisation, health and sense of community integration. Repeated-measures analysis of variance, correlation analysis, and path analyses were used to evaluate the model.RESULTS:There was support for the four distinct stages of self-stigmatisation apparent in mental health research. There was a relationship between self-stigma harm and sense of community integration, mediated by mental but not physical health status scores.CONCLUSION:Our findings add to work on self-stigmatisation in the field of mental health by showing that the concept appears relevant and appears in similar staging among formerly incarcerated individuals and that self-stigmatisation is likely to be important for their community reintegration. Our sample was not typical of the wider prison population for race and gender distribution, in particular having fewer than expected those minority groups likely to be especially vulnerable to stigmatisation by others. Our findings nevertheless suggest that further, preferably, longitudinal research on self-stigma to enable better understanding of pathways could substantially help treatment and rehabilitation of individuals after release from a correctional facility.

BACKGROUND: Employers are increasingly seeking a competitive advantage through targeted hiring of people with disabilities. We conducted several case studies to learn more about companies that led in creating their own disability diversity initiatives. OBJECTIVE: In this article, we share insights emerging from case studies conducted across seven companies. We illustrate the motives, processes, and outcomes of these initiatives. METHODS: This study is built on the previously published case studies conducted across seven companies. We applied elements of consensual qualitative research (CQR) for the data collection and analyses before performing an in-depth qualitative content analysis using the data coded for each company, looking for commonalities and differences. RESULTS: Although practices differed, all companies experienced noted benefits. Committed leadership and complementary company values facilitated successful outcomes for initiatives. The strength or salience of disability-inclusive actions and practices appeared to moderate outcomes related to company performance, employee perceptions of the company, and cohesiveness. CONCLUSION: Company disability initiatives can yield positive impacts on company performance and culture. The practices we identified and their positive outcomes serve as beacons to other organizations that recognize disability as a valued part of company diversity.

Transition policy in the United States has endorsed work-based learning experiences, including internships, for students with intellectual and developmental disabilities (IDD) in order to combat poor rates of post-school employment. Workforce Innovation and Opportunity Act (WIOA) state plans have reported use of internships as a way to provide Pre-Employment Transition Services (Pre-ETS). Internships are complex programs that vary in terms of length, payment, funding, and collaborative partnerships, and are intended to provide an educational experience for students to develop vocational skills. The purpose of this scoping review was to examine the impact of internship participation on employment for youth and young adults (aged 16 to late 20s) with IDD. Systematic searches of electronic databases containing peer-reviewed sources were conducted. Nineteen articles were included in the final sample. Findings identified specific internship programs that have been examined within the peer-reviewed literature base, the level of evidence each provides concerning the impact on employment outcomes, and pertinent internship characteristics observed across studies. Implications for future research and practice are discussed.

This editorial provides an overview of the special series developed by the Vocational Rehabilitation Technical Assistance Center (VRTAC) for Quality Employment, H264K200003, and VRTAC-Targeted Communities (H264F15003) from the U.S. Department of Education, and in collaboration with the National Institute on Disability, Independent Living, and Rehabilitation Research project of Rehabilitation Research and Training Center (RRTC) on Employer Practices (#90RT5041), RRTC on Employment of Transition-Age Youth with Disabilities (#90RTEM0002), RRTC on Employment of Individuals with Intellectual and Developmental Disabilities (#90RTEM0003), and Disability Rehabilitation and Research Project on Customized Employment (#90DP0085). The special series consists of 26 articles appearing across four different journals: Journal of Vocational Rehabilitation; Rehabilitation Counselors and Educators Journal; Rehabilitation Research, Policy, and Education; and Rehabilitation Counseling Bulletin.

BACKGROUND: Helping young adults with specific learning disabilities (SLD) attend college increases their chances of joining the workforce, which helps protect them from the negative effects of unemployment. OBJECTIVE: This study examined whether receiving vocational rehabilitation (VR) services of four-year college or university training would lead to improved employment outcomes for young adults with SLD. METHODS: Using the Rehabilitation Services Administration (RSA)-911 database, a propensity score matching technique was employed to create a comparison group of young adults with SLD who did not receive college or university training for a treatment group of those who did. The quasi-experimental design investigated differences in the employment outcomes between the two groups. RESULTS: Findings revealed that the group who received college or university training was more likely to obtain competitive employment upon exit from the VR program than the matched comparison group who did not receive the training; youth with SLD who received college or university training and had secured competitive employment at the time of exit also had significantly higher hourly wages and weekly working hours than their counterparts in the comparison group. CONCLUSION: College and university training is positively related to employment outcomes for young people with SLD. Implications for state VR counselors are also discussed.

The current study examined the factor structure, measurement invariance, and construct validity of the 14-item Revised Developmental Work Personality Scale (RDWPS) using a sample of 603 college students in a Midwest university of the United States. Exploratory and confirmatory factor analysis results indicated that the 11-item RDWPS resulted in a better fit of the measurement model. Partial measurement invariance was also detected between gender groups. In addition, it was weakly to moderately correlated with the Utrecht Work Engagement Scale-Student (UWES-S), self-reported effort, and GPA among college students. Lastly, it was found that males scored lower than females in all three subscales of the RDWPS in comparison to the latent means of the gender groups.

This paper summarizes the development and validation of the Revised Affirmative to Problem Parenting Scale (R-APPS) using a sample of 643 adults with disabilities. Results of exploratory factor analysis, confirmatory factor analysis, correlations, and reliability estimates reveal sound psychometric structure for a 4-factor scale distinguishing problem parenting practices.

BACKGROUND: Although the majority of childhood cancer survivors make successful transitions to adulthood, research suggests that a significant group experiences ongoing medical concerns, such as psychological distress, that significantly impact the achievement of crucial social roles including employment. OBJECTIVE: The purpose of this study was to examine the relationship between career decision making, core self-evaluations, and perceived internal and external barriers to employment in a sample of young adult central nervous system tumor survivors. METHOD: A sample of 110 young adult survivors of pediatric central nervous system tumors was surveyed. Mediation analysis with structural equational modeling was used to correlate a number of different measures (Career Decision Making [CTI], Perceived Employment Barriers [PEB], and Core-Self Evaluations [CSE]). RESULTS: The presence of both significant direct and indirect effects of career decision making on perceived employment barriers implied that there was a partial mediating effect of core self-evaluations on the association between career readiness and employment barriers. CONCLUSION: Career decision-making is a robust construct that can be applied to young adult central nervous system tumor survivors in effort to gain more insight into the vocational psychological factors that impact career development and employment in this group. Core self-evaluations was found to be a mediator between career decision making and perceived career barriers.

Individuals with disabilities experience disproportionate rates of unemployment and underemployment when compared to individuals without disabilities. Furthermore, health functioning impacts career development and employment across multiple life contexts. To build on what is known regarding the relationships between functioning and career development, this study focuses on delineating how varying aspects of functioning differentially impact specific areas of career development. Based on data collected from 674 individuals with disabilities in the United States this study investigated the relationship between individual health functioning and the following three core components of career development: vocational identity, work personality, and work adjustment. Findings illuminate important differences across dimensions of functioning that impact career development. Results suggest that a multidimensional approach to career development would be most efficacious in supporting the functioning of individuals with disabilities.

Individuals who have experienced incarceration are an underserved population in need of career development to reduce barriers to employment. Given the high rates of disability and health concerns for individuals who have been previously incarcerated, this study explored the relationships between individual health functioning, vocational identity, core self-evaluations, and community integration. Using structural equation modeling structural regression, results showed that functional difficulties negatively impact vocational identity and core self-evaluations. Conversely, core self-evaluations significantly improve community integration and mediate a positive relationship between vocational identity and community integration. Career development activities aimed at core self-evaluations and increasing meaning in employment may reduce some of the barriers experienced by individuals post incarceration.

Abstract Purpose This project examined the impact of childhood maltreatment types on psychosomatic outcomes among adults with a range of self-reported disabilities. Materials and methods Participants (n = 643) were recruited using Amazon Mechanical Turk and Cloud Research. Single-item questions assessed sociodemographic information. The Childhood Trauma Questionnaire measured childhood maltreatment types (emotional, physical, and sexual abuse, and emotional and physical neglect) and the RAND-36 Item Health Survey evaluated physical functioning, pain, and energy/fatigue. Logistic regressions determined associations between childhood trauma and psychosomatic outcomes; stratified models compared men and women. Results Multivariate-adjusted models indicated physical abuse was positively associated with poor physical functioning (OR: 2.03; 95%CI: 1.35–3.06) with this relationship being stronger for men (OR: 3.25; 95%CI: 1.42–7.43) than women (OR: 1.91; 95%CI: 1.17–3.13). Adjusted models showed that physical neglect was protective against fatigue (OR: 0.58; 95% CI: 0.36–0.94), while emotional neglect increased the risk of fatigue (OR: 1.74; 95%CI: 1.02–2.95). Lastly, physical abuse was positively associated with pain (OR: 1.53; 95%CI: 1.01–2.33). This relationship was stronger in men (OR: 4.99; 95%CI: 1.91–12.99). Conclusions Results improve our understanding of risk factors for poor physical health outcomes and can guide the development of trauma-sensitive rehabilitation services. Implications for Rehabilitation Individuals with disabilities who report childhood maltreatment may experience poor psychosomatic outcomes in adulthood. Consequences of experiencing childhood maltreatment may manifest differently between men and women over the course of the lifespan. It is essential to integrate trauma-informed principles into treatment plans for individuals with poor psychosomatic health. Rehabilitation professionals should screen for abuse and refer individuals to the appropriate mental and physical health services.