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).

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.

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.

Job employment for the developmentally disabled is quite a hard task to do because there are many adjustments that are taking place. Firstly, it is crucial to find a job that supports working with the developmentally disabled population. Second, when introducing a job, employers have to match the skills of the developmentally disabled individual to certain jobs. Third, managers have to train the individual of the job requirements. However, the most important step in finding a placement for those with developmental disabilities is making sure there is no discrimination from other employers about individuals with developmental disabilities. It is crucial for the employers to accept, assist and fully support people with developmental disabilities so that together as a team the business can run as efficient as possible (Robert L. Morgan,

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

Throughout history, people with disabilities of all kinds in the United States have been given the short end of the stick in the work place. There are over 21 million working adults with disabilities in the United States, but out of all of those people “only four out of ten work full- or part time” (DePaul University). Even though forty percent of working-aged people with disabilities having some sort of employment does sound impressive, the nondisabled employment rate is now at a whopping eighty

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.

In the past, many would believe that the disabled would not usually work. Before the Rehabilitation Act of 1973, many people who have disabilities were not targeted to get many competitive positions. The creation of the Individual with Disabilities Education Act and the Americans with Disabilities Act has, led to decrease of employment discrimination and an increase for employment opportunities. This movement has continued to grow constantly not only in the United States of America, but also in various other countries. Work should not be determined by your disability, but your ability. The disabled community wants to work, but the barriers they face must be considered, and acted

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.

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 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

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.

“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

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.