u.s. disability policy and research-based · u.s. disability policy and research-based policy...

U.S. Disability Policy and Research-Based Policy Development

Susanne M. Bruyère, DirectorK. Lisa Yang and Hock E. Tan Institute on Employment and Disability

Cornell University, ILR School [email protected]

Symposium on Overcoming the Barriers Faced by Disabled People in the

Workplace and in the Labour MarketWarwick Business School

London, June 13, 2019

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3

Cornell University Ithaca, NY

• Private and public• Land grant• Outreach mission• Global in reach

• 22,000 students• 10,000 faculty/staff• 22 libraries• 4,000 courses• 108 graduate fields• 80 formal majors

• Focus on maximizing full inclusion of people with disabilities in employment and civil society

• Enterprise unit

• Conduct research and knowledge translation/diffusion activities

• Multi-disciplinary team

Yang-Tan Institute on Employment and Disability

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Presentation Overview• Factors contributing broadly to improving

employment outcomes for people with disabilities

• Policies and practices supporting workplace disability inclusion across the employment process

• The importance of disability disclosure and the role of the supervisor

• U.S. initiatives promoting increased hiring, retention, advancement of individuals with disabilities in the federal and federal contractor workforces

• A summary of good practices and related resources5

Why Employment Is Important

• A right of each American/UK/global citizen

• Enhance health, physical and mental well-

being, and sense of self-worth

• Economic independence

• Reduces dependency on social benefits

• Provides a meaningful place in society

• Ability to contribute talents and skills to the

economy and civil society more broadly

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7

79.4%

37.3%

People with DisabilitiesPeople without Disabilities

Gap=42.1%

U.S. Employment Rate (Ages 21-64)

Erickson, W., Lee, C., & von Schrader, S. (2019). 2017 Disability Status Report: United States.

Ithaca, NY: Cornell University, IKLR School, Yang-Tan Institute on Employment and Disability (YTI).

Continuing U.S.

Employment Disparities

8

37.336.235.234.634.533.533.433.936.039.5

79.478.978.377.676.876.375.675.476.8

0

10

20

30

40

50

60

70

80

90

2017201620152014201320122011201020092008

People with disabilities People without disabilities

U.S. Employment Rate: 2008-2017

(Ages 21-64)


Ithaca, NY: Cornell University, ILR School, Yang-Tan Institute on Employment and Disability (YTI).

U.S. Employment

Disparities Over Ten Years

9

10.4%

26.1%

People with DisabilitiesPeople without Disabilities

Gap=15.7%

U.S. Poverty Rate Disparities(ages 21-64)



10

$71,000

$45,500

People with Disabilities

People without Disabilities

Gap=$25,500

U.S. Household Income Disparities(ages 21-64)



11

9.3%

19.1%



U.S. Educational Attainment Disparities(less than High School)(ages 21-64)

Erickson, W., Lee, C., & von Schrader, S. (2019). 2017 Disability Status Report: United States. Ithaca, NY: Cornell University, ILR School, Yang-Tan Institute on Employment and Disability (YTI).

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25.0%

34.4%



U.S. Educational Attainment Disparities(High School)(ages 21-64)


13

31.2%

31.7%



U.S. Educational Attainment(some college/associates)(ages 21-64)


Employer practices

impacting labor

market

outcomes

Labor marketdisparities

OUTCOMES IN THELABOR

MARKET

Individual Opportunities

Total Compensation

Regulatory Policies

14Bruyère, S. M. (Ed.). (2016). Disability and employer practices: Research across the disciplines. Ithaca, NY:

Cornell University Press.

Ways to Address

Employment Disparities

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National Legal Frameworks

to Promote Employment

• Workforce development initiatives

• Quota obligations (e.g., hiring quotas, levies/fines for

non-compliance)

• Job retention (rehabilitatation, retraining when

necessary, adjustments/accommodation, etc.)

• Contract compliance (for recipients of federal funding)

• Employment equity/non-discrimination (e.g., affirmative

action, workpalce accommodations/adjustments, non-

discrimination across the employment process)

Ways to Address Disparities• Regulations to promote employment

• Inclusive education that leads to jobs

• Inclusive state and regional workforce

development initiatives

• Targeted training in job growth areas (e.g., tech

sector)

• Community support services (e.g., VR, community

employment service providers, job coaching)

• Change the narrative around disability

• Workplace disability inclusive policies and

practices16

Facilitating Workplace InclusionCornell University Research

• Information gathered from surveys of private

companies and federal sector agencies

• In-depth interviews of HR leadership, supervisors,

employees with and without disabilities

• Focus groups of company leaders

• A survey of HR professionals who were members of

the Society of Human Resource Professionals

(n=700)

• A survey of individuals with disabilities who were

members of the American Association of People with

Disabilities (n=600)17

Employer Policies and Practices

Facilitating Disability Inclusion Across

the Employment Process

• Recruitment and hiring

• Accessibility and accommodation

• Retention and career advancement

• Compensation and benefits

• Diversity and inclusion (the role of the

manager)

• Metrics and analytics

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Workplace Policies for Disability Inclusion

• Survey of U.S. human resource (HR) professionals

• Over 250,000 SHRM members; stratified sample

across industries and org. sizes

• Online/phone based survey focused on:

o Recruitment and Hiring

o Accessibility and Accommodation

o Retention and Advancement

o Barriers, Metrics and Training

• Data collected fall of 2011

• Response rate: 23% (n=662)

Erickson, W. von Schrader, S. Bruyère, S & VanLooy, S. (2014). The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin, 57(4),195-208.Available from -- doi: 10.1177/0034355213509841

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Recruitment and HiringPercentage of organizations which implemented each practice or policy

Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding

the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin

http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

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Do HR policies and practices matter?

YES!

After adjusting for organizational

characteristics:

Each practice significantly

increased likelihood of hiring an

individual with a disability

Erickson, W. A., von Schrader, S., Bruyère, S. M., VanLooy, S. A., & Matteson, D. S. (2014). Disability -inclusive employer practices and hiring of

individuals with disabilities. Rehabilitation Research, Policy, and Education, 28(4), 309–328. doi:10.1891/2168-6653.28.4.30921

Effective Affirmative Hiring Initiatives

Organizations with: Increased likelihood of hiring:

• Targeted internships: 5.7 times

• Strong senior management commitment: 4.8 times

• Explicit organizational hiring goals: 4.1 times

• Active recruitment, screening, interviewing: 3.2 times

• Including in diversity & inclusion plan: 3.2 times

• Relationships with community orgs: 2.7 times

Erickson, W. A., von Schrader, S., Bruyère, S. M., VanLooy, S. A., & Matteson, D. S. (2014). Disability -inclusive employer practices and hiring of

individuals with disabilities. Rehabilitation Research, Policy, and Education, 28(4), 309–328. doi:10.1891/2168-6653.28.4.30922

Implications for Improving

Recruitment/Hiring Outcomes

• Start with internship programs – easiest win!

• Get an executive champion passionate about

issues around inclusion and neurodiversity

• Set concrete recruitment/hiring goals as a part of

the business strategy

• Messaging about affirmative interest to recruit

• Align with a community partner who can source

qualified candidates and support company efforts

• Spread the word and build internal allies

Erickson, W. A., von Schrader, S., Bruyère, S. M., VanLooy, S. A., & Matteson, D. S. (2014).

Disability -inclusive employer practices and hiring of individuals with disabilities. Rehabilitation

Research, Policy, and Education, 28(4), 309–328. doi:10.1891/2168-6653.28.4.30923

Effective Career Development and

Advancement Initiatives

76

57

41

17

16

13

13

9

0 10 20 30 40 50 60 70 80 90

Has a return to work or disability management programfor employees who are ill/injured or become disabled

Encourages flexible work arrangements for all employees(e.g., flextime, part-time, telecommuting)

Invites employees to confidentially disclose whether theyhave a disability (e.g., staff surveys)

Has a structured mentoring program to supportemployees with disabilities

Offers special career planning and development tools foremployees with disabilities

Has a disability-focused employee network (e.g.,employee resource group or affinity group)

Has explicit organizational goals related to retention oradvancement of employees with disabilities

Includes progress toward retention or advancement goalsfor employees with disabilities in the performance…

Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2014) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin, 57(4),195-208. Available from --http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

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Career Development/Retention Policies and

Practices Most Often Rated as “Very Effective”

• Having a targeted employee/business

network group

• Having follow-along case management

services for return-to-work

• Flexible work arrangements for all

employees

• Targeted mentoring programs

Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2014) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin, 57(4),195-208. Available from -- http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf 25


Most accommodation requests come

from people without disabilities

642.95%

11844.295%

PWDs PWODs

Data Source: Current Population Survey, May 2012: Disability Supplement.

von Schrader, S., Xu, X., & Bruyère, S. (2014). Accommodation requests: Who is asking for what.

Rehabilitation Research, Policy and Education, 28 (2), 329-344.

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Effective Accessibility and

Accommodation Initiatives

74

71

66

44

39

38

27

19

0 10 20 30 40 50 60 70 80

Has a designated office or person to address accommodationquestions

Allows an employee to exceed the maximum duration of medicalleave as an accommodation

Has an established grievance procedure to address reasonableaccommodation issues

Has a formal (i.e., written, documented) decision-making processfor the case-by-case provision of accommodations

Provides advance notice to job applicants that reasonableaccommodations are provided during the job application process

Evaluates pre-employment occupational screenings to ensure theyare unbiased

Regularly reviews the accessibility of its on-line application systemto people w/ visual, hearing, finger dexterity & cognitive

impairments

Has a centralized accommodations fund (i.e., company-wide fundfor accommodations).

Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2014) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin, 57(4),195-208.http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

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Effective Accommodation Policies

• Centralized fund for accommodations

• Point person for questions

• Formalized accommodation request process

• Internal and external resources, when needed

• Targeted training for supervisors

• Imbed throughout the HR process

Known to extend time in job post illness/injury.

Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2014) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin, 57(4),195-208.http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

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Metrics

What are organizations measuring?

Cornell/SHRM 2011 Employer Survey 29

% Organizations tracking disability metrics

32

29

23

18

17

14

11

0 5 10 15 20 25 30 35

Data on accommodations (e.g., typesand/or costs)

Number of job applicants hired

Number of job applicants

Employee retention andadvancement

Grievances from employees withdisabilities

Compensation equity

Turnover rate for employees withdisabilities

Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2014) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin, 57(4),195-208.http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf 30


Why Disability Disclosure?

• Regulatory frameworks that incent

employers to count individuals with

disabilities as applicants/employees

o Federal government hiring goals

o Section 503 for U.S. federal contractors

• Proactively afford individuals services

and accommodations when needed

• Encourage people to “bring their whole

selves to work”31

U.S. Federal Sector Workplace Initiatives

• Almost 2% of the U.S. workforce (2.7 million+)

• In 2000, President Clinton signed Executive Order 13163,

calling for 100,000 persons with disabilities to be hired in a

ten year period

• In 2010 President Obama signed Executive Order 13548 to

establish U.S. government as a model employer

• Percentage of persons with disabilities increased from 7%

in 2010 to 9% in 2014

• Significant proportion are veterans

• Current target is 12% across federal workforce

• Special hiring authorities for veterans and persons with

disabilities

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Enayati, H., von Schrader, S., Erickson, W., Bruyere, S. (in press). Minimizing discrimination and maximizing inclusion: Lessons from

the federal workforce and federal subcontractors. In S. Bruyere, Employment and Disability: Issues, Innovations and Opportunities.

Ithaca, NY: Cornell University Press and the Labor and Employment Relations Association.

U.S. Federal Contractor Requirements• Revised and strengthened “Section 503” regulations in 2013

• Now federal contractors of $15,000 or more have a 7% aspirational

target for percentage of their workforce to be persons w/ disabilities

• Must be across job categories

• Must have an affirmative action plan and demonstrate affirmative

outreach for the target candidate pool

• Keep metrics on results of affirmative recruitment and hiring

• Also must offer a Self-ID invitation at various points in the

employment process (pre-, post-offer, regularly otherwise)

• EO policy statement includes statement of top management

support, protections against harassment, intimidation, threats,

coercion, or discrimination because they’re exercising their rights

• Requires review of personnel policies (for equity in application and

promotional processes)

33For further information see U.S. Department of Labor Office of Federal Contract Compliance Programs

website at https://www.dol.gov/ofccp/regs/compliance/section503.htm

https://www.dol.gov/ofccp/regs/compliance/section503.htm

Self-Identification Rate

von Schrader, S., & Bruyère, S. M. (2018). Survey report: What works? How federal contractors are implementing Section 503. Ithaca, NY: Yang-Tan Institute on Employment and Disability. https://digitalcommons.ilr.cornell.edu/edicollect/1363/

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“Very important” factors, when deciding to

disclose a disability to an employer

Persons with a disability

(N=598)

Need for accommodation 68.2

Supportive supervisor relationship 63.5

Disability friendly workplace 56.8

Active disability recruiting 50.5

Knowing of other successes 49.9

Disability in diversity statement 48.9

Belief in new opportunities 40.7

von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities:

Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job Applicant Screeners. Ithaca, NY: Cornell University.

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“Very important” factors when deciding to NOT

disclose a disability to an employerPersons with a disability

(N=598)

Risk of being fired/not hired 73.0

Employer may focus on disability 62.0

Risk of losing health care 61.5

Fear of limited opportunities 61.1

Supervisor may not be supportive 60.1

Risk being treated differently 57.8

Risk being viewed differently 53.8

No impact on job ability 44.0

Desire for privacy 27.9

von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities:

Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job Applicant Screeners. Ithaca, NY: Cornell University.

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Managers’ Role is Critical

• Managers are key to the quality of workplace

experiences of people with disabilities

• Manager perceptions of organizational motivation

for disability inclusion (true inclusion interests

rather than legal compliance) positively impacts

disability climate

• Disability disclosure most often occurs with the

manager or co-workers, rather than with HR;

education and training around disability

disclosure is vital to foster inclusive workplace

culture

Nishii, L., & Bruyère , S. (2014). Inside the workplace: Case studies of factors influencing engagement of people with

disabilities. Research Brief. Ithaca, NY: Cornell University Employment and Disability Institute.38

Conditions Under Which Disability Disclosure Is More Likely

• Perceptions of disability climate are positive

• They work in inclusive climates

• They perceive HR practices to be fairly

implemented within the organization

• They perceive the organization to be

genuinely committed to disability

• They have a close, trusting relationship

with their immediate supervisor

Nishii, L., & Bruyère , S. (2014). Inside the workplace: Case studies of factors influencing engagement of people with disabilities. Research Brief. Ithaca, NY: Cornell University Employment and Disability Institute.

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Tech Sector and Employment of Qualified U.S. Youth with Disabilities

• Large number of jobs in the tech and tech-intensive industries going unfilled

• Lower levels of persons with disabilities in this sector relative to other industries (U.S. Census Bureau 2014 ACS data)

• Young people with disabilities who make it past the obstacles of the STEM education pipeline are less likely to find or retain jobs in the high tech sector workforce

• Illustrates the challenges that even highly educated and qualified young persons with disabilities face

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Erickson, W., VanLooy, S., Strobel-Gower, W. (in press). Employment In High tech industries: What does it mean for persons with disabilities. In S. Bruyere, Employment and Disability: Issues, Innovations and Opportunities. Ithaca, NY: Cornell University Press and the Labor and Employment Relations Association.

Affirmative Hiring Programs for

People with Autism

• Started in tech and tech-intensive sectors;

spreading to others

• Positive philosophical perspective of seeing

difference as an asset

• Impacting how employers approach the

recruitment, screening, interviewing processes

• Seeing concerted efforts to better prepare

supervisors and coworkers

• Having positive impact on work culture

• Instilling a changed perception in “difference”

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In Summary: Workplace Disability

Inclusion Best Practices

• Develop top leadership commitmentEstablish employment of people with disabilities as a

clear priority, mobilize middle management, place

people with disabilities in leadership positions.

• Assign responsibilityPut someone in charge of attracting, engaging, and

advancing employees with disabilities.

• Find a partnerFind a partner in the placement business (e.g., State

VR agency or local area community service provider)

Linkow et al, 201238

Workplace Disability Inclusion

Best Practices (con’t)

• Establish business resource groupsIdentify leaders with interest in disability. Create inter-unit partnerships, conduct accessibility assessments,

get involved in recruiting.

• Make managers accountableIncorporate disability goals into performance plans for managers and supervisors.

• Measure for understanding and resultsInclude disability in employee surveys, measuring both performance and importance. Link to measures of employee engagement.

Linkow et al, 201239

Workplace Disability Inclusion

Best Practices (con’t)

• Make it safe to self-identifyMost employees with disabilities are unidentified, or

become disabled post-hire. Make disclosure safe,

provide solid reasons to disclose (e.g. flexible work

options, access to accommodations).

• Raise understanding and skill levelsTrain everyone on etiquette, understanding. Reduce

fear of interacting with people with disabilities. Ensure

managers understand their roles and accountabilities.

Linkow, P. et al, (2012). Leveling the playing field: Attracting, engaging, and advancing people with

disabilities. New York: The Conference Board.40

https://benchmarkability.org//

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https://benchmarkability.org/

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DisabilityStatistics.org and Status Reports

Cornell Related Online Resources

• BenchmarkABILITY® Online Tool for Companies www.benchmarkABILITY.org

• Employer Practices Disability and Compensation Catalog http://www.disabilitystatistics.org/eprrtc/codebook.cfm

• Disability Statistics Online Tool www.disabilitystatistics.org

• US EEOC Disability Charge Tabulations Online Toolhttp://www.disabilitystatistics.org/eeoc/

• Cornell Online Repository of Related Publicationshttp://digitalcommons.ilr.cornell.edu/edicollect/

• Employer Practices RRTC Projecthttp://employerpracticesrrtc.org/

• DXC Dandelion Program Portalhttp://digitalcommons.ilr.cornell.edu/dandelionprogram/

© 2019 Cornell University, ILR School, Yang-Tan Institute on Employment and Disability 47

http://www.benchmarkability.org/

http://www.disabilitystatistics.org/eprrtc/codebook.cfm

http://www.disabilitystatistics.org/

http://www.disabilitystatistics.org/eeoc/

http://digitalcommons.ilr.cornell.edu/edicollect/

http://employerpracticesrrtc.org/

http://digitalcommons.ilr.cornell.edu/dandelionprogram/

Related PublicationsBarrington, L., Bruyère , S., & Waelder, M. (2014). Employer practices in improving employment outcomes for people with

disabilities: A trans-disciplinary and employer-inclusive research approach. Journal of Rehabilitation Research, Policy and

Education, 28(4), 208-224. Retrieved from http://www.ingentaconnect.com/content/springer/rrpe/2014/00000028/00000004/art00002

Bruyère, S. (2018, November). Disability and HR strategy. [SHRM HR people + strategy's white paper series]. Retrieved from

https://www.hrps.org/resources/Documents/WP_neurodiversity_18_final.pdf

Bruyère. S. The futures of work and people with disabilities (under review). In P.A. Creticos (Ed.). Futures of work.

Bruyère, S., von Schrader, S. & Vanlooy, S. (under review). Chapter 16: Employment Strategies for Older Adults. Izabela Schultz

and Robert Gatchel (Eds.). Handbook of Rehabilitation of Older Adults.

Bruyère, S. M. (Ed.). (2016). Disability and employer practices: Research across the disciplines. Ithaca, NY: Cornell University Press.

Bruyère, S. M. (2014). Introduction. Rehabilitation Research, Policy, and Education, 28(4), 206–207. Retrieved from

http://www.ingentaconnect.com/content/springer/rrpe/2014/00000028/00000004

Coduti, W. A., Tugman, K., Bruyère, S. M., & Malzer, V. (2015). Aging workers: Work environment as a factor in employee mental

health. International Journal of Disability Management, 10, e4. http://doi.org/10.1017/idm.2015.4

Erickson, W., VanLooy, S., von Schrader, S., Bruyere, S. (2018). Chapter 2: Disability, income, and rural poverty. In D. Harley, N.

Ysasi, M. Bishop, & A. Fleming (Eds.), Disability and Vocational Rehabilitation in Rural Settings: Challenges to service delivery. New

York, Springer.

Erickson, W. A., Von Schrader, S., Bruyère, S. M., & VanLooy, S. A. (2013). The employment environment: Employer perspectives,

policies, and practices regarding the employment of persons with disabilities. Rehabilitation Counseling Bulletin, 57(4), 195–208.

http://doi.org/10.1177/0034355213509841

Erickson, W. A., von Schrader, S., Bruyère, S. M., VanLooy, S. A., & Matteson, D. S. (2014). Disability -inclusive employer practices

and hiring of individuals with disabilities. Rehabilitation Research, Policy, and Education, 28(4), 309–328. http://doi.org/10.1891/2168-

6653.28.4.309

Erickson, W., von Schrader, S., Bruyère , S., VanLooy, S., & Matteson, D. (2014). Disability-inclusive employer practices and hiring

of individuals with disabilities. Journal of Rehabilitation Research, Policy and Education, 28(4), 309-328. Retrieved from

http://www.ingentaconnect.com/content/springer/rrpe/2014/00000028/00000004/art00007

Hallock, K., Jin, X., & Barrington, L. (2014). Estimating pay gaps for workers with disabilities: Implications from broadening

definitions and data sets. Journal of Rehabilitation Research, Policy and Education, 28(4), 264-290.


Karpur, A. (2015). The relationship between employer-paid health insurance and job-change among people with disabilities. SSRN.

Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=2701826

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https://www.hrps.org/resources/Documents/WP_neurodiversity_18_final.pdf

http://www.ingentaconnect.com/content/springer/rrpe/2014/00000028/00000004

http://doi.org/10.1017/idm.2015.4

http://doi.org/10.1177/0034355213509841

http://doi.org/10.1891/2168-6653.28.4.309



http://papers.ssrn.com/sol3/papers.cfm?abstract_id=2701826

Related Publications (Continued)

Karpur, A., VanLooy, S., & Bruyère , S. (2014). Employer practices for employment of people with disabilities: A literature scoping

review. Journal of Rehabilitation Research, Policy and Education, 28(4), 225-241. Retrieved from


Linkow, P., Barrington, L., Bruyère, S. M., Figueroa, I., & Wright, M. (2013). Leveling the playing field: Attracting, engaging, and

advancing people with disabilities (Research Report No. R-1510-12-RR). New York, NY. Retrieved from

http://digitalcommons.ilr.cornell.edu/edicollect/1292/

Nazarov, Z., & von Schrader, S., (2014). Comparison of employer factors in disability and other employment discrimination charges.

Journal of Rehabilitation Research, Policy and Education, 28(4), 291-308. Retrieved from


Nazarov, Z., Erickson, W., & Bruyère, S.. (2014). Rehabilitation related research on disability and employer practices using

individual-based national and administrative data Sets. Journal of Rehabilitation Research, Policy and Education, 28(4), 242-263.

Retrieved from http://www.ingentaconnect.com/content/springer/rrpe/2014/00000028/00000004/art00004

Nishii, L., & Bruyère, S. M. (2014). Research brief: Inside the workplace: Case studies of factors influencing engagement of people

with disabilities. Ithaca NY: Employment and Disability Institute. Retrieved from http://digitalcommons.ilr.cornell.edu/edicollect/1351/

Rudstam, H., Golden, T. P., Bruyère, S. M., VanLooy, S. A., & Strobel Gower, W. (2016). Beyond handicap, pity, and inspiration:

Disability and diversity in workforce development education and practice. In C. L. Scott & J. D. Sims (Eds.), Developing workforce

diversity programs, curriculums, and degrees in higher education (pp. 280–303). Hershey, PA: IGI Global. http://doi.org/10.4018/978-

1-5225-0209-8

Saleh, M. & Bruyère, S. (2018). Leveraging Employer Practices in Global Regulatory Frameworks to Improve Employment Outcomes

for People with Disabilities, Journal of Social Inclusion, 6(1), DOI: 10.17645/si.v6i1.12

Saleh, M., Golden, T. P., & Bruyere, S. M. (under review). Social policy and disability. In Dana Dunn (Ed.), Disability: Social

Psychological Perspectives. New York, NY: Oxford University Press.

von Schrader, S., & Nazarov, Z. E. (2014). Employer characteristics associated with discrimination charges under the Americans with

disabilities Act. Journal of Disability Policy Studies. http://doi.org/10.1177/1044207314533385

von Schrader, S., Malzer, V., & Bruyère, S. M. (2014). Perspectives on disability disclosure: The importance of employer practices

and workplace Climate. Employee Responsibilities and Rights Journal, 26, 237–255. http://doi.org/10.1007/s10672-013-9227-9

von Schrader, S., Xu, X., & Bruyère , S. (2014). Accommodation requests: Who is asking for what? Journal of Rehabilitation

Research, Policy and Education, 28(4), 329-344. Retrieved from


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http://doi.org/10.4018/978-1-5225-0209-8

http://doi.org/10.1177/1044207314533385

http://doi.org/10.1007/s10672-013-9227-9


Thank you and

QUESTIONS?

Susanne M. Bruyè[email protected]

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mailto:[email protected]