A conceptual framework for corporations and non-profits to evaluate the impact that their employment policies, practices, and environments have on employment opportunities and experiences for persons with disabilities.
"ODEP sponsored a consortium of expert researchers from the Burton Blatt Institute at Syracuse University (BBI) and other educational institutions, including Rutgers University, Cornell University, Georgia Institute of Technology, and West Virginia University, to examine "corporate culture" and its impact on employment opportunities, experiences and engagement at work for persons with disabilities. The goal of this research was to identify how organizational structures, values, policies and day-to-day practices affect the employment of people with disabilities (e.g., with respect to recruiting, hiring, retaining and promoting people with and without disabilities). The study's results are helping to shape future employer policy and corporate perceptions of the ways in which organizational policies, practices, procedures and environment affect the "inclusion" experience of individuals with disabilities in the workforce." (Abstractor: Website Staff)

Major Findings & Recommendations

"To summarize, the present study creates a rigorous, practically relevant and replicable method for conducting and benchmarking case studies of inclusive employment policies and practices. It establishes a conceptual framework with 32 indicators across four dimensions to evaluate inclusive employment policies and practices in for-profit and not-for-profit corporations, governmental employers, and organizations of all sizes across market sectors. These thirty-two benchmarks were identified in four core categories: (1) Diversity Outcomes, (2) Inclusive Policies and Practices, (3) Attitudinal and Behavioral Indicators of Success, and (4) Bottom Line Outcomes. These benchmarks may be evaluated by all companies and an “Inclusive Employment Report Card” to measure progress created" (p. 96). (Abstractor: Author and Website Staff) "The present study generates new groundbreaking data on previously unexplored topics, including: A. Corporate Culture and Organizational Structure: Perceptions of company climate and culture, and how they affect a variety of outcomes for employees with disabilities, including promotions and opportunities for training, and subjective attitudes like job satisfaction, company loyalty, and whether employees feel they are treated with respect. B. Corporate Culture and Micro Organizational Impact on People with Disabilities: Potential conflicts between different levels of a company’s culture and the effects this may have on employees with disabilities C. Co-Worker Attitudes: How supervisor and co-worker attitudes affect the experiences of employees with disabilities. D. Coping Strategies: How employees with disabilities overcome barriers at work. E. Potential Barriers to Hiring People with Disabilities: Perceptions of potential risk by employers, including accommodation costs and unfamiliarity with different types of functional limitations and resources that are available. F. Benefits and Costs of Accommodations: Financial and non-financial benefits and costs of disability accommodations from the perspective of employees with disabilities, as well as supervisors and co-workers. G. Disability-Specific Forces: Effects of disability policies and initiatives on the attitudes (job satisfaction, organizational commitment) and behaviors (turnover, absenteeism) of employees with disabilities" (p. 12-13). (Abstractor: Author and Website Staff)