Cornett DeVito and Worley s 2005 phenomenological study revealed that stu dents

Cornett devito and worley s 2005 phenomenological

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Cornett-DeVito and Worley s (2005) phenomenological study revealed that stu- dents with disabilities are apprehensive about self-disclosing and asking for accom- modations for fear of less-than-enthusiastic reception from faculty, along with social isolation, ostracism, or scorn from instructors as well as fellow students. Their par- ticipants also noted differences in the way they received classroom instruction and reported that their professors are not very understanding about classroom accommo- dations. Silver, Strehorn, and Bourke (1997) stated that earlier studies failed to examine the experiences of students with disabilities after they left the college or university. Employer attitudes and practices Employers attitudes and perceptions are critical in shaping hiring practices in the United States. Researchers (Brostrand 2006; Hernandez, Keys, and Balcazar 2000) suggest that the success of the ADA relies heavily on positive or negative employer attitudes. Attitudinal barriers create a dilemma within the business community that can often lead to workplace discrimination and job disparities (Brostrand 2006; Hernandez, Keys, and Balcazar 2000). The attitudes held by those in positions to hire workers with disabilities are the most troublesome issue in promoting employment of people with disabilities (Brostrand 2006). The review of attitudinal studies conducted by Hernandez, Keys, and Balcazar (2000) reveals that employers were both positive and less than enthusiastic in their attitudes about workers with disabilities. The issues expressed centered on the ability of workers with disabilities to be promoted and the costs associated with reasonable accom- modations. 840 M.M. Kim and B.C. Williams
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A federally funded study conducted at Cornell University (Bruyere 2000) provided insight into the types of disability and employers hiring practices that could affect the postgraduate employment outcomes. The public sector provided much greater access and more accommodations with wheelchair access, communi- cation access for hearing impaired, communication access for visually impaired, and removal of volatile/scented substances; on the other hand, allowance for time exi- bility is somewhat better in the private sector. Using a telephone survey of executives, Domzal, Houtenville, and Sharma (2008) tried to fi ll a void in researchers knowledge about the policies and practices of employers faced with hiring, recruiting, retaining, and promoting people with dis- abilities. The study provided a discussion related to company size. For small and mid-sized companies, the cost of employing people with disabilities and the belief that workers with disabilities lack the necessary skills were the most often cited concerns, while how to take disciplinary action was cited most often for large com- panies. In spite of limited perspectives, these previous studies provided important insights into college experiences and the employment journey of persons with dis- abilities.
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