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Breaking the Barrier of Employer Bia...

Welch-Grenier, Stephanie,

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Breaking the Barrier of Employer Biases: Improving Employment Outcomes Through Employer-Tailored Training /

Record Type:	Electronic resources : Monograph/item
Title/Author:	Breaking the Barrier of Employer Biases: Improving Employment Outcomes Through Employer-Tailored Training // Stephanie Welch-Grenier.
Author:	Welch-Grenier, Stephanie,
Description:	1 electronic resource (191 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 86-04, Section: A.
Contained By:	Dissertations Abstracts International86-04A.
Subject:	Special education. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=31693821
ISBN:	9798384461401

Breaking the Barrier of Employer Biases: Improving Employment Outcomes Through Employer-Tailored Training /
Welch-Grenier, Stephanie,

Breaking the Barrier of Employer Biases: Improving Employment Outcomes Through Employer-Tailored Training /Stephanie Welch-Grenier. - 1 electronic resource (191 pages)

Source: Dissertations Abstracts International, Volume: 86-04, Section: A.

This qualitative research study sought to uncover the benefits of an employer-tailored training intervention in addressing employer knowledge, perspectives, and attitudes regarding employing an individual with a visual impairment, with the ultimate goal of identifying a way to positively impact the high unemployment rate amongst this population. This study continues to address necessary employment barrier research needed within the field of education and rehabilitation of the visually impaired.Data gathering was obtained in three phases, through (1) pre- and post-survey questionnaires, with both closed and open-ended survey questions, and (2) fieldnotes collected during the training intervention. Data was analyzed through a constant comparison grounded theory model using cross-references between fieldnotes and pre- and post-survey data.Quantitative data collected regarding survey responses from the Employer Perspectives on the Employment of People with Disabilities through the Office of Visual Impairment and Employment Policy, U.S. Department of Labor (Domzal, Houtenville, & Sharma, 2008) was used to provide supportive descriptive statistics only due to low participant response rates. These responses showed some positive changes within select categories. Positive changes included the understanding that individuals with visual impairments could operate a smart phone, access email, and independently operate a PC or laptop. Additionally, respondents agreed their company could afford to accommodate an individual with a visual impairment and could benefit from disability awareness training to increase overall knowledge, confidence in hiring, willingness to hire, and dispel concerns regarding employing an individual with a visual impairment.Qualitative open-ended pre and post-survey data indicated increased knowledge in the areas of (a) accommodations and assistive technology, (b) state vocational rehabilitation programming (e.g. job coach support, funding, training, and equipment), and (c) vision loss, visual impairment, and eye etiologies. Both the qualitative and quantitative descriptive statistics demonstrated that specific employer concerns, perspectives, and knowledge regarding hiring or retaining an employee with a visual impairment could be answered through an employer-tailored training intervention.Through the analysis of pre- and post-survey feedback data, three main themes arose regarding knowledge and learning needs of participating companies. Company leaders (i.e. company owners, managers, and directors) expressed the greatest needs for knowledge and understanding of (a) visual acuity, vision loss, and eye etiologies, (b) local resources and service providers, (c) tax credits and funding opportunities, and (d) accommodations and assistive technology devices when considering employing or retaining an individual with a visual impairment. These topics can be built into standardized employer disability awareness training presentations to help build better knowledge across a variety of company settings and industry types.

English

ISBN: 9798384461401Subjects--Topical Terms:

516693
Special education.
Subjects--Index Terms:

Visual impairment

Breaking the Barrier of Employer Biases: Improving Employment Outcomes Through Employer-Tailored Training /
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520 $a This qualitative research study sought to uncover the benefits of an employer-tailored training intervention in addressing employer knowledge, perspectives, and attitudes regarding employing an individual with a visual impairment, with the ultimate goal of identifying a way to positively impact the high unemployment rate amongst this population. This study continues to address necessary employment barrier research needed within the field of education and rehabilitation of the visually impaired.Data gathering was obtained in three phases, through (1) pre- and post-survey questionnaires, with both closed and open-ended survey questions, and (2) fieldnotes collected during the training intervention. Data was analyzed through a constant comparison grounded theory model using cross-references between fieldnotes and pre- and post-survey data.Quantitative data collected regarding survey responses from the Employer Perspectives on the Employment of People with Disabilities through the Office of Visual Impairment and Employment Policy, U.S. Department of Labor (Domzal, Houtenville, & Sharma, 2008) was used to provide supportive descriptive statistics only due to low participant response rates. These responses showed some positive changes within select categories. Positive changes included the understanding that individuals with visual impairments could operate a smart phone, access email, and independently operate a PC or laptop. Additionally, respondents agreed their company could afford to accommodate an individual with a visual impairment and could benefit from disability awareness training to increase overall knowledge, confidence in hiring, willingness to hire, and dispel concerns regarding employing an individual with a visual impairment.Qualitative open-ended pre and post-survey data indicated increased knowledge in the areas of (a) accommodations and assistive technology, (b) state vocational rehabilitation programming (e.g. job coach support, funding, training, and equipment), and (c) vision loss, visual impairment, and eye etiologies. Both the qualitative and quantitative descriptive statistics demonstrated that specific employer concerns, perspectives, and knowledge regarding hiring or retaining an employee with a visual impairment could be answered through an employer-tailored training intervention.Through the analysis of pre- and post-survey feedback data, three main themes arose regarding knowledge and learning needs of participating companies. Company leaders (i.e. company owners, managers, and directors) expressed the greatest needs for knowledge and understanding of (a) visual acuity, vision loss, and eye etiologies, (b) local resources and service providers, (c) tax credits and funding opportunities, and (d) accommodations and assistive technology devices when considering employing or retaining an individual with a visual impairment. These topics can be built into standardized employer disability awareness training presentations to help build better knowledge across a variety of company settings and industry types.
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650 4 $a Adult education. $3 543202
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653 $a Blindness
653 $a Employment outcomes
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653 $a Employer attitudes
653 $a Employer biases
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