Employers with supportive employment practices provided for all employees are best able to accommodate for the employment of people with disabilities. In terms of resources for employers, EARN provides advice about establishing inclusive work environments and communicating this commitment to inclusion to external people, including potential employees. Organizations could also include disability in their diversity statements.

University of Notre Dame

Biases such as the assumption that people with disabilities do not want challenging job, or worse, do not want to work at all can affect employment decisions. 80% of unemployed people with disabilities expressed the desire to work, which is no different to unemployed individuals without disabilities. People with disabilities also have the same work-related goals, including desire for income, societal contribution, and security as those without disabilities. They do differ in certain other employment and occupational aspects, but primarily out of need and not want.

Recruitment Concern #3: The Attractiveness of Job Openings to People With Disabilities

Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., &amp; Martin Ginis, K. A. (2019). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology, 35(2), 135–158. https://doi.org/10.1007/s10869-018-9602-5 

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

People with disabilities have concerns about attributes of the job conflicting with their federal disability benefits. Many hold preference for government positions over private companies due to better perceived benefits and inclusive practices. They are even encouraged by Section 503 of the Rehabilitation Act encourages to look for jobs offered by federal contractors and subcontractors. Employees with disabilities benefit from flexible work arrangements, which is the most accommodation needed, and are more likely to be involved with part time or contingent work.

Occupational Differences in Need for People With Disabilities (Recruitment Concern #3)

Implications of Recruitment Concern #3

More research needs to be done on whether those in the minority are more encouraged to apply given the sharing of demographic information of recruiters and employers (partly tackling the issue of invisible disability). Studies should also be conducted on whether the aforementioned inclusivity initiatives lead to long-term employment.

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