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      Factors Influencing Employment and Employability for Persons with Disability: Insights from a City in South India

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          There is a lack of evidence on barriers faced by persons with disability in accessing employment opportunities in India.


          This study was undertaken to ascertain both employee and employer perceptions on barriers existing among Information Technology (IT) and IT-enabled sectors to employ persons with disabilities.

          Materials and Methods:

          Two hundred participants from six IT/IT-enabled sector organizations were included in the study; study was conducted at Hyderabad, India. A semi-structured questionnaire was administered to the participants.


          Physical access to and within the worksite was highlighted as a concern by 95% of respondents. Majority perceived that communication, attitude of people, discrimination, harassment at work place, and information were critical barriers. Only 3.8% of employers were aware that their company had a written policy on employing persons with disabilities. Employers stated that commitment and perseverance were important facilitators among persons with disabilities.


          Evidence from this study will help in planning need-based employment for persons with disabilities.

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          Most cited references 32

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          What work means to people with work disability: a scoping review.

           S Saunders,  B Nedelec (2014)
          As paid work is the occupation that people spend the most amount of their time doing, it is an important provider of personal meaning in their lives. This meaning has been shown to vary from person to person and to be important to health and well being. When a person is unable to work due to a disabling condition, it is unclear whether this meaning remains or is replaced by other meanings. The purpose of this scoping review was to explore what was known in the existing literature on what work means to those with work disability.
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            Demand-side factors related to employment of people with disabilities: a survey of employers in the midwest region of the United States.

            Traditional vocational services ignore variables related to employer demands and the interaction of employer demand and the environment) as predictors of employment outcomes for people with disabilities. Recently, rehabilitation researchers have begun to advocate for the use of demand-side employment models to help people with disabilities obtain and retain employment. To examine demand-side employment factors that may influence hiring and retention of people with physical disabilities. One hundred and thirty two human resources (HR) managers and line managers were surveyed and the data were analyzed using descriptive statistics and multiple regression and correlation analysis. Managers rated people with disabilities' productivity and reliability between the neutral and agree range. Managers were neutral about their own knowledge of the Americans with Disabilities Act (ADA) and job accommodation and were similarly neutral about their company's effort to include disability in the company's diversity efforts. Hiring efforts were associated with the company's diversity climate and inclusion of disability in diversity efforts. A hierarchical regression was conducted with results indicating that the demand side factors accounted for a significant portion of the variance in commitment to hire; knowledge of ADA and job accommodation and inclusion of disability in diversity efforts were found to be significantly associated with commitment of the company to hire people with disabilities. HR and hiring managers in the current study were not overly enthusiastic about people with disabilities as reliable and productive employees. ADA and job accommodations training might improve these managers' attitudes toward people with disabilities. Intervention at the senior management level should focus on changing company policies to include disability as part of the company's diversity efforts.
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              What types of jobs do people with disabilities want?

              Do non-employed people with disabilities want to work, and if so, what types of jobs do they want? Researchers seeking to explain the low employment rate among people with disabilities have focused primarily on skill gaps, employment disincentives from disability income, accommodation mandates, and (to a lesser extent) employer attitudes and unwelcoming corporate cultures. There has been little attention paid to the attitudes of non-employed people with disabilities.

                Author and article information

                Indian J Occup Environ Med
                Indian J Occup Environ Med
                Indian Journal of Occupational and Environmental Medicine
                Medknow Publications & Media Pvt Ltd (India )
                Jan-Apr 2017
                : 21
                : 1
                : 36-41
                South Asia Center for Disability Inclusive Development and Research (SACDIR), a Center of Excellence under the Aegis of Public Health Foundation of India (PHFI), Hyderabad, Telangana, India
                Author notes
                Address for correspondence: Dr. Srikrishna S. Ramachandra, IIPHH, ANV Arcade, Plot No. 1, Amar Co-op Society, Kavuri Hills, Madhapur, Hyderabad - 500 033, Telangana, India. E-mail: srikrishnasr@
                Copyright: © 2017 Indian Journal of Occupational and Environmental Medicine

                This is an open access article distributed under the terms of the Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License, which allows others to remix, tweak, and build upon the work non-commercially, as long as the author is credited and the new creations are licensed under the identical terms.

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