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Sustaining inclusive environments fo...

Nelson, Gretchen.

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Sustaining inclusive environments for employees with developmental disabilities: A study of employers' reports regarding best practices.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Sustaining inclusive environments for employees with developmental disabilities: A study of employers' reports regarding best practices./
作者:	Nelson, Gretchen.
面頁冊數:	303 p.
附註:	Source: Dissertation Abstracts International, Volume: 75-08(E), Section: A.
Contained By:	Dissertation Abstracts International75-08A(E).
標題:	Special education. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3618713
ISBN:	9781303872013

Sustaining inclusive environments for employees with developmental disabilities: A study of employers' reports regarding best practices.
Nelson, Gretchen.

Sustaining inclusive environments for employees with developmental disabilities: A study of employers' reports regarding best practices. - 303 p.

Source: Dissertation Abstracts International, Volume: 75-08(E), Section: A.

Thesis (Ed.D.)--University of Hartford, 2014.

This item must not be sold to any third party vendors.

The unemployment rate for individuals with disabilities is twice that of non-disabled job seekers (as reported by Allsup's second quarter report, 2012). An even greater disparity for individuals with developmental disabilities exists. Despite an equal or greater desire to find a job (Ali, Schur, & Blanck, 2011) in comparison with non-disabled adults, individuals with developmental disabilities reported an unemployment rate of 60-80% and only 25% of people with disabilities were optimistic about finding work in contrast to non-disabled job seekers (51%)(as cited by Sowers, McLean, & Owens, 2002).

ISBN: 9781303872013Subjects--Topical Terms:

516693
Special education.

Sustaining inclusive environments for employees with developmental disabilities: A study of employers' reports regarding best practices.
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245 1 0 $a Sustaining inclusive environments for employees with developmental disabilities: A study of employers' reports regarding best practices.
300 $a 303 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-08(E), Section: A.
500 $a Adviser: Karen Case.
502 $a Thesis (Ed.D.)--University of Hartford, 2014.
506 $a This item must not be sold to any third party vendors.
520 $a The unemployment rate for individuals with disabilities is twice that of non-disabled job seekers (as reported by Allsup's second quarter report, 2012). An even greater disparity for individuals with developmental disabilities exists. Despite an equal or greater desire to find a job (Ali, Schur, & Blanck, 2011) in comparison with non-disabled adults, individuals with developmental disabilities reported an unemployment rate of 60-80% and only 25% of people with disabilities were optimistic about finding work in contrast to non-disabled job seekers (51%)(as cited by Sowers, McLean, & Owens, 2002).
520 $a This mixed methods case study examined the reports of employers with membership in the US Business Leadership Network (USBLN(TM)) with regard to best practices used to sustain an inclusive workplace. The USBLN(TM) , a non-profit organization, recognizes and supports organizations sustaining an inclusive workspace. The conceptual framework that guided this study was derived from Action Science (Argyris, Putman & Smith, 1985). Reports pertaining to the governing variables (policies) developed to define an inclusive workplace, the action strategies (actions used to maintain) an inclusive workplace, and the consequences of sustaining and inclusive workplace were obtained through a survey, interview, and review of organizational websites.
520 $a Eleven organizational representatives from regional to international companies responded to the survey, ten of those participants volunteered to participate in a phone interview, and the websites of the interview participants were reviewed for information pertaining to the research questions. Eighty-three findings regarding best practices were obtained. The organizational representatives reported an organic program (one using an organization's own social and economic capital) successfully supported an inclusive workplace for individuals with developmental disabilities. Further, a commitment to equal standards for all employees and accommodations that afforded equal opportunity for all employees also contributed to an effective inclusion initiative. Finally, the researcher found employees and organizations benefitted from an inclusive workplace.
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