The main presumption of employers is that workers with disabilities are "problem employees" to the extent that they show less productivity in the workplace and overall other workplace issues, rooted in negative stereotypes. Instead, the hiring of employees has then been seen as a “charitable act that runs counter to organizational success or stakeholder value" (Bonnacio, 2019).

Performance Concern #1: The Job Performance of Workers with Disabilities

Managers and employers have concerns that workers with disabilities increase the risk of accidents to the work place. Empirical evidence has dispelled these misconceptions, with workers with disabilities experiencing roughly the same if not better safety awareness and even a lower chance of serious injury.

Performance Concern #2

Employers have concerns about handling disciplinary actions toward and dismissal of workers with disabilities for fear of mistakes with subsequent legal repercussions. Proper accommodations and feedback are necessary in these situations of low performance regardless of disability status. Termination due to such productivity outcomes can be considered discriminatory given the lack of proper accommodations. Overall there is a need for employers and such employees to work together on accommodations to prevent such miscommunications from arising.

Performance Concern #3

The performance management stage involves three major categories of employer concerns: the job performance of workers with disabilities, occupational health and safety behaviors of workers with disabilities, and disciplinary action and termination of workers with disabilities.

University of Notre Dame

Bonaccio's study looks to understand the implications of employers' views and attitudes based on employer involvement and concern on specific management areas of the employment cycle. 

Bonaccio's Study on Employment Participation for Employees with Disabilities 

As indicated in Bonaccio's study, the depicted employment cycle shows employers' concerns about employees with disabilities at each given stage of the process. Concerns about accommodation come up primarily at the selection stage.

The Employment Cycle 

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

The recruitment and organizational attraction stage involves three major categories of employer concerns: the number of qualified people with disabilities, the recruitment of qualified applicants with disabilities, and the attractiveness of job openings to people with disabilities. 

Recruitment and Organizational Attraction

The social integration stage involves two major categories of employer concerns: the impact of workers with disabilities on coworkers, and the organizational integration of workers with disabilities.

Social Integration

Performance Management

Once potential candidates have been identified, the hiring process moves to employee selections. The employee selection stage involves three major categories of employer concerns: the qualification of applicants with disabilities, the selection process for applicants with disabilities, and the cost of accomodations.

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