Experiences of Legally Blind Individuals at Different Stages of the Employment Cycle as These Relate to Section 503 of the Rehabilitation Act
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| Title: | Experiences of Legally Blind Individuals at Different Stages of the Employment Cycle as These Relate to Section 503 of the Rehabilitation Act |
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| Language: | English |
| Authors: | Marco Tarantino, Jared Reyes |
| Source: | Journal of Disability Policy Studies. 2024 35(2):97-105. |
| Availability: | SAGE Publications and Hammill Institute on Disabilities. 2455 Teller Road, Thousand Oaks, CA 91320. Tel: 800-818-7243; Tel: 805-499-9774; Fax: 800-583-2665; e-mail: journals@sagepub.com; Web site: https://sagepub.com |
| Peer Reviewed: | Y |
| Page Count: | 9 |
| Publication Date: | 2024 |
| Document Type: | Journal Articles Reports - Research |
| Descriptors: | Federal Legislation, Disabilities, Blindness, Visual Impairments, Partial Vision, Equal Opportunities (Jobs), Labor Force, Employees, Job Applicants, Affirmative Action, Stakeholders, Adults, Personnel Management |
| Geographic Terms: | Massachusetts, California, Ohio |
| Laws, Policies and Program Identifiers: | Rehabilitation Act 1973 |
| DOI: | 10.1177/10442073231158767 |
| ISSN: | 1044-2073 1538-4802 |
| Abstract: | The most recent data on the labor force participation rate of individuals who identify as being blind or having vision loss in the United States indicate it is approximately 44%. In 2014, the Office of Federal Contract Compliance Programs promulgated regulations pertaining to Section 503 of the Rehabilitation Act of 1973 to address the continued lack of employment opportunities for individuals with disabilities. These reforms had the potential to expand individuals with disabilities' employment horizons as it was estimated that the number of employees who work directly under a federal contract number in the millions. Five years later, it is unclear how federal contractors are implementing these alterations to recruit and retain legally blind individuals. Using quantitative analysis of responses from 140 current/former legally blind employees and job applicants, this research measured the current employment outcomes of the legally blind community in relation to the Section 503 regulations update. Gaps in employment for legally blind individuals existed, especially in regards to the job classifications in which they found the most success and whether the position held was disability-oriented. These results will inform HR professionals, policymakers, and blind advocates on how to proceed in developing effective disability-conscious workplace laws and policies. |
| Abstractor: | As Provided |
| Entry Date: | 2024 |
| Accession Number: | EJ1438746 |
| Database: | ERIC |
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| Abstract: | The most recent data on the labor force participation rate of individuals who identify as being blind or having vision loss in the United States indicate it is approximately 44%. In 2014, the Office of Federal Contract Compliance Programs promulgated regulations pertaining to Section 503 of the Rehabilitation Act of 1973 to address the continued lack of employment opportunities for individuals with disabilities. These reforms had the potential to expand individuals with disabilities' employment horizons as it was estimated that the number of employees who work directly under a federal contract number in the millions. Five years later, it is unclear how federal contractors are implementing these alterations to recruit and retain legally blind individuals. Using quantitative analysis of responses from 140 current/former legally blind employees and job applicants, this research measured the current employment outcomes of the legally blind community in relation to the Section 503 regulations update. Gaps in employment for legally blind individuals existed, especially in regards to the job classifications in which they found the most success and whether the position held was disability-oriented. These results will inform HR professionals, policymakers, and blind advocates on how to proceed in developing effective disability-conscious workplace laws and policies. |
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| ISSN: | 1044-2073 1538-4802 |
| DOI: | 10.1177/10442073231158767 |
