MDRS Summary

One common job seeking skill deficit can be found in the area of resume and cover letter building. Many times due to a person’s disability and the reality of people with disabilities are disproportionately hired less than people without disabilities can lead to employment gaps. Limited work history and gaps in employment can be addressed by focusing on a person’s related skills rather than chronological order of former jobs S&P p. 334 (2010). In addition, designated versions of a person’s cover letter should be individualized to the job S&P (2010).

People with disabilities suffer discrimination such as the refuse of companies to hire those peoples. An estimated 386 million of the world’s working-age persons have some kind of disability, according to ILO. In a recent research, they found that two-third of the unemployed and disable persons said that they would like to work but they could not find jobs.

It concludes with ‘Invest in Disabilities’ in terms of ‘Grow Your Own’. It further highlights the consequences of the historic medical model of disability, whereby many persons with disabilities leave the education system poorly equipped to join the workplace. The core aim of the article is to encourage organisations to identify learners leaving the schooling system, bridge the skills gap, leveraging the learned skills through employment and the benefit on an organisations Skills Development

Following the amendment and reauthorization of Section 504 of the Rehabilitation Act of 1973, Microsoft Corporation began an initiative to research, develop, and market software, hardware, systems, and services that would assist and appeal to people with disabilities. The corporation also turned its attention to attracting, hiring, and retaining people with disabilities who have the qualifications to work at Microsoft a division for accessibility and disabilities was formed by the company. The goal going forward was to make valuing diversity and accessibility an article of faith at Microsoft.

This inventory was created to measure vocational interests of individuals with disabilities, ages 12-62, in a reading-free format. This test can be used with people who may have physical, intellectual, and or specific learning disabilities. This inventory is also appropriate for individuals whose first language is not English, those who have a mental health diagnosis, or economically disadvantaged populations. The test consists of a series of 55 sets of three drawings each illustrating different job tasks; the individual chooses the most preferred activity in each set. This inventory can be used in multiple settings such as junior and senior high schools, vocational and career training programs, career counseling centers, colleges and can be used by various qualified professionals for example psychologists, counselors, teachers, and paraprofessionals.

In reducing the barriers to employment for disabled people and improving labour market opportunities for disabled people, many stakeholders have a role, such as government, employers, disabled people’s organizations and trade unions.

“For purposes of nondiscrimination laws (e.g. the Americans with Disabilities Act, Section 503 of the Rehabilitation Act of 1973 and Section 188 of the Workforce Investment Act), a person with a disability is generally defined as someone who (1) has a physical or mental impairment that substantially limits one or more "major life activities," (2) has a record of such an impairment, or (3) is regarded as having such an

    A person with a disability, or handicap, can be defined as someone with a physical or mental impairment, which has a substantial or long-term adverse affect on his or her ability to carry out normal day-to-day activities (Employment 2). Handicap workers face many challenges in the work place that the average person overlooks. Also, many special arrangements and alterations have been made to the workplace for people with handicaps. Accessibility, transportation, workload, and salary are just some of the many issues that must be considered with the prospect of employing the handicap.

Over the past years career centers have matched people with jobs to synchronize their career plans with their disabilities. The career center will consist of self-appraisal, career information, career counseling services, career training facilities, and career placement follow up services. The center will reach this by setting in motion of cyclical process of planning, development, implementation, and improvement. With the help of the center the disabled will be able to reach their goals. The main parts of the center are: internal environment, external environment, objective for marketing, target population, advertising, product strategy, promotion strategy, affordability, and location.

Disabled persons are typically underrepresented in the workforce. Many are willing and capable of working, however, employers may have pre-defined concepts of their abilities and may be unwilling to provide the accommodation’s required for disabled persons to

People who are blind or visually impaired have significantly higher rate of unemployment than those in the general population (Ferronatoa & Ukovic, 2014). According to the National Federation of the Blind (NFB), in 2013 only 40.2% of adults at working age who reported significant vision loss were employed (Erickson, Lee, & Schrader, 2015). The visual impairment community faces numerous barriers when seeking employment. In the past employers have believed that hiring people with disabilities may negatively affect their other workers or they may be unable to complete the tasks of that occupation (Golub, 2006). Crudent, Sansing, and Butler (2005), have identified several barriers that are most common for people with visual impairments, which include; negative attitudes towards visual impairments, transportation, lack of job skills, finding access to print, and lack of support in the rehabilitation organizations. Examining the current research on barriers to employment and how to overcome them demonstrates the benefits the field of rehabilitation counseling and how to better serve clients within this community. People who are blind or visually impaired have the ability to prevail over the obstacles put in place by the environment and society. The key areas of focus in this article is employer attitudes, accommodations, transportation, agency influence, and social support.

Persons with disabilities look at employment as a way to make extra money. Even though, there have been some issues for individuals with severe disabilities. However, there has been concentration on developing other opportunities for individuals with severe disabilities to become employed. With the individuals with severe disabilities unemployment rate at about 70%, still, only limited opportunities have become available. The only option for them to become employed is by becoming self- employed with the support of their family or their direct service worker.

The rate of employment for adults with disabilities has decreased steadily over the past 20 years (Burkhauser et al., 2012). People with disabilities mostly compete through usual recruitment channels to be regarded and selected for vacant jobs (Kennedy & Harris, 2005). Disabled people are often stereotyped as people constantly in need of sympathy and support instead of being seen as potential and productive individuals who can help contribute to organisational growth and economic development (Hashim & Wok, 2014, p. 194). Improving employment probabilities for disabled persons can

Children who have special needs such as a mental of physical disabilities have many challenges to overcome. When someone with special needs are ready to transition into adulthood, they not only have to figure out a way to do the normal things that comes along with being an adult like paying rent or buying food, but they also have to figure out, how to do these tasks with a disability that may be hindering them from doing so. For example, someone one who has agoraphobia, which is the distinct fear of leaving the house, cannot physically go to work every day or go grocery shopping every week. This person will have to find a job where they will earn enough money to pay their bill and allow them to work from home. They will also have to find a grocery store that not only accept orders over the phone, but also will deliver these groceries right to the person’s door.

The strengths of this research were in the controlling of variables and the identification of unemployment as the independent variable. The weakness of this research was that it focused specifically on people with psychiatric disabilities and used county-level employment data as opposed to specific working areas of responsibility for the Vocational Rehabilitation Office.