Using Employer Input to Design Services to
Increase Workforce Participation (R-4)

Abstract
Full Project Description
        National Need and Statement of the Problem
        Objectives
        Methodology
        Samples

Abstract

Despite the myriad of rehabilitation programming and the window of opportunity provided by the ADA, there remains significant unemployment and underemployment of persons who are deaf or hard of hearing. Research is needed to determine what makes a difference in terms of changing the behavior of professionals who determine both hiring and promotional practices which effect workers with disabilities. A number of federal and state-funded Information Resource and Technical Assistance Centers exist to assist employers in identifying and accommodating their employees with disabilities (Job Accommodations Network, Regional Disability and Business Technical Assistance Centers, statewide programs in response to the Technology-Related Assistance Act of 1987).

This project will (a) identify the nature and kinds of requests made by employers to these groups regarding employees and job applicants who are deaf or hard of hearing, (b) identify and document exemplary accommodations policies and practices utilized with deaf or hard of hearing employees in large, medium, and small businesses, (c) document employer needs for information and materials, and (d) produce and disseminate needed materials in areas of highest priority identified by employers.

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Full Project Description

National Need And Statement Of The Problem:

Persons who are deaf or hard of hearing currently experience significant unemployment and underemployment. This situation continues in spite of rehabilitation services and the passage of the ADA. While barriers that account for this situation are largely undocumented, it has been suggested that employers may need knowledge about accommodating this population in order to increase workforce participation (Berkay, 1991, Berkay, Gardner, & Smith, 1995). Research is needed to determine how to modify the attitudes and behaviors of key professionals who hire and promote workers who are deaf or hard of hearing (Berkay, 1991; Berkay, Gardner, & Smith, 1995; Bruyere, 1994; National Council on Disabilities, 1992).

This project will identify the needs of employers who work with this population. Surveys will be conducted using the following populations:

These populations will be surveyed to determine current practices in accommodating persons who are deaf or hard of hearing. Based on survey results, this project will identify factors affecting the utilization of accommodations resources by employers. These results will be used to produce materials and resources for technical assistance for employers, Resource Centers, and Local Service Providers to enhance employment of persons who are deaf or hard of hearing at the local, state, and national levels.

Resource Centers. In order to provide appropriate accommodations to their employees, employers deserve accurate information about laws, regulations, reasonable accommodation aids and devices, and the capabilities of job seekers who are disabled (Bowe & Rochlin, 1983). National, regional, and statewide Resource Centers have been developed to assist employers to identify and accommodate their workers with disabilities. A major source of information on workplace accommodations is the Job Accommodations Network (JAN), a resource center that provides employers with a centralized source of information and technical consultation on accommodations.

Other Resource Centers include the 10 NIDRR-funded ADA Regional Disability and Business Technical Assistance Centers. These centers act as "one-stop" sources of information, training, direct technical assistance, and referral on ADA issues in employment, public services, public accommodations, and communications (Anderson & Watson, 1995; Frieden, 1995). They are mandated to provide ADA assistance and information to local business entities and governmental agencies, as well as disability, rehabilitation, and other service providers. Their special emphasis is meeting the needs of small businesses.

Also, the Technology Related Assistance Act of 1987 requires each state to develop a technical assistance program targeted to the specific technical assistance/accommodation needs of that state. However, little information is known about the extent or kind of assistance that employers request or receive from Resource Centers regarding accommodations needed by workers who are deaf or hard of hearing.

Employers' Perspectives. Research has shown that requests for reasonable accommodations are most likely to be approved when employers and workers collaborate to determine how to best accommodate a worker's needs (Anderson & Watson, 1995; Foster, 1992; Scherich, 1996). To date, existing information has been primarily limited to the perspective of workers as they attempt to be successfully employed. For example, prior RT-31 research has focused on identifying consumer perspectives, experiences, and barriers in seeking reasonable accommodations (Boone, Scherich, Berkay, & Geyer, 1995; Scherich, 1996; Scherich, Boone, & Berkay, 1995; Scherich & Mowry, in press).

Missing from the literature is an empirical investigation of the employer perspective and utilization of available resources in meeting the on-the-job needs of persons who are deaf or hard of hearing. To facilitate collaboration between employers and workers, employers' perspectives need to be examined to determine the resources that employers use to obtain information and assistance when their deaf and hard of hearing workers request accommodations. Some specific questions need to be answered.

In particular, because small businesses are the fastest growing section of the economy, how have small businesses obtained such information and assistance? Additionally, what barriers interfere with employers' efforts to obtain information or utilize the information to accommodate the needs of workers who are deaf or hard of hearing?

Objectives:

1. To identify the kinds of requests employers make to Resource Centers and Local Service Providers concerning workers who are deaf or hard of hearing;
   
2. To determine employers' perspectives and attitudes about accommodation strategies and technologies related to (a) their awareness of the scope of strategies, (b) frequency of use, (c) relative satisfaction, and (d) their specific perceptions of the accommodation needs of workers who are deaf or hard of hearing.
   
3. To identify employers' level of awareness of the accommodations resources available at the national, regional, and statewide level.
   
4. To develop and disseminate materials, training, or technical assistance resources that will help employers, Resource Centers, and Local Service Providers better meet and accommodate the workplace needs of workers who are deaf or hard of hearing.
   
5. To use RT-31 resources to disseminate the developed materials and training products to the general field of employers; local, state, regional, and national ADA Resource Centers; and Local Service Providers, as well as to programs, agencies, and service providers serving deaf, late deafened, and hard of hearing people in the 50 states.

Methodology:

This is a working document. The proposed activities are subject to change based on ongoing input from rehabilitation professionals, educators and consumers.

Samples:

Information will be collected regarding the types of resources available at the national, regional, and state level. Specific samples will include Resource Centers, Local Service Providers, and Employers.

• Activity One: Identify the Perspectives and Resources Available through Resource Centers and Local Service Providers.
• Activity Two: Identify Employers' Perspectives and Needs.
• Activity Three: Observation of Employer Practices
• Activity Four: Product Development
• Activity Five: Dissemination

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