Methods of accommodating diversity in disability where rihanna and drake dating
She also argues that fairness judgments are based on equity and need rules and therefore explores factors influencing equity comparisons and perceived warrantedness. Legal constraints that prevent the release of information about the accommodation process may lead to negative inferences about fairness.
Finally, the author suggests directions and ideas for future research. However, we argue that other factors can help to make inferences about procedural justice more positive. "Employer concerns about hiring persons with psychiatric disability: Results of the employer attitude questionnaire." Rehabilitation Counseling Bulletin, 40(1): 31-44.
Results suggest that employers differ in their level of concern by industry type.
Overall, 3 of the 4 subscales (symptomatology, administrative concerns, and work performance) differed significantly.
The purpose was to help rehabilitation professionals better target their placement and educational activities.
A list of accommodations requested by persons interviewed, including the outcome of the requests, is appended. This review of 37 studies found that employers continue to express positive global attitudes toward workers with disabilities.
Individual level variables (education, race/ethnic origin, tenure, union membership) were combined with organizational level variables (disability-related organization, grievance procedures, accommodation procedure) in a single model of perceived inequality.
Examined factors that predicted perceptions of workplace discrimination by employees with disabilities.
Employers with a history of hiring people with disabilities had lower levels of concern on work performance and administrative concern subscales. (2003)."Identification of the characteristics of work environments and employers open to hiring and accommodating people with disabilities." Rehabilitation Counseling Bulletin, 46(3): 130-139.
Employers with an existing policy toward hiring people with disabilities had lower levels of concern across all subscales. This study determined the characteristics of employers who are open to hiring and supporting people with disabilities.