R3 Part V Abstract
Abstract - R3 Part 5
Job development efforts must be expanded to convince companies to incorporate disability as part of their diversity plans; to incorporate incentives to hire and retain people with disabilities at the unit/departmental level; to provide disability sensitivity and stigma reduction training, to provide ADA and job accommodation training; and to help design innovative recruitment and retention strategies such as the use of private job placement firms and state vocational rehabilitation agency and resources, internship programs, work trails, and mentoring. It should also pointed out that hiring managers are still ambivalent about people with disabilities as productive and reliable workers in the workplace and the potential negative impact of accommodating people with disabilities on the reactions of other workers in the workplace. Job seekers with disabilities must be trained to use impression management tactics to address their disabilities, accommodation needs, and performance issues in job interviews in order to overcome the negative bias of interviewers toward people with disabilities. The purpose of this study is to develop an abbreviated version of the Chan and Strauser (2008) employer survey to study employers' perceptions of people with psychiatric disabilities as productive employees and their attitudes towards hiring and retaining people with psychiatric disabilities in the workplace.