Menschen mit Behinderungen in Ausbildung und Beruf
Mit dem Bundesteilhabegesetz und dem Nationalen Aktionsplan 2.0 wurden 2016 zwei wichtige behindertenpolitische Vorhaben angestoßen und in den Folgejahren umgesetzt und weiterentwickelt. Damit soll im Einklang mit der UN-Behindertenrechtskonvention die Inklusion in Deutschland weiter vorangetrieben werden, indem die Selbstbestimmung und Teilhabe von Menschen mit Behinderungen gestärkt werden. Mit dem schrittweisen Inkrafttreten des Bundesteilhabegesetzes erfuhren das Recht der Rehabilitation und Teilhabe von Menschen mit Behinderungen und die Eingliederungshilfe (SGB IX) weitreichende Änderungen. Wie stellt sich die Situation von behinderten Menschen auf dem Arbeitsmarkt dar? Wie lassen sich behindertengerechte Berufsleben und inklusive Arbeitswelten gestalten?
Die Infoplattform stellt zentrale Dokumente und relevante Quellenhinweise zusammen, inhaltlich strukturiert nach den Aspekten der Politik für behinderte Menschen und den diskutierten bzw. realisierten Reformanstrengungen.
- Ergebnisse und Projekte aus dem IAB
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Ausbildung, Rehabilitationsmaßnahmen
- Politik und Rechtsprechung für behinderte Menschen
- Rehabilitationseinrichtungen
- Berufsvorbereitung, Berufsberatung, Berufswahl
- Studium
- Berufsausbildung, Berufseinmündung
- Fortbildung und Umschulung
- betriebliche Rehabilitation
- Maßnahmen zur Erhaltung der Arbeitsfähigkeit
- Erfolgskontrolle, Kosten-Nutzen-Aspekte
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Arbeitsmarktsituation behinderter Menschen
- Arbeitsmarktpolitik, Inklusion, Persönliches Budget
- Beschäftigungsentwicklung
- Arbeitslosigkeit
- Beschäftigung in Werkstätten für behinderte Menschen
- Beschäftigung in alternativen Einrichtungen, Selbsthilfefirmen
- Berufliche Selbständigkeit
- Hochqualifizierte behinderte Menschen auf dem Arbeitsmarkt
- Beschäftigung im ersten Arbeitsmarkt
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Berufsleben und Arbeitswelt behinderter Menschen
- Personalpolitik, Arbeitgebereinstellungen, finanzielle Einstellungsanreize
- Eingliederungshilfe, BEM, Arbeitsassistenz, Unterstützte Beschäftigung, Arbeitsplatzsicherung
- Arbeitsbedingungen, Arbeitsplatzgestaltung, technische Arbeitshilfen, Arbeitszeit
- Berufsverlauf, Berufserfolg
- Berufsstruktur, Einzelberufe
- Arbeitszufriedenheit
- Lohn, Einkommen
- Behinderungsart
- Alter
- Geografischer Bezug
- Geschlecht
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Literaturhinweis
The Double Challenges of Single Parents Raising Children with Disabilities (2026)
Zitatform
Balbo, Nicoletta & Roxana-Diana Burciu (2026): The Double Challenges of Single Parents Raising Children with Disabilities. In: European Journal of Population, Jg. 42, H. 1. DOI:10.1007/s10680-026-09767-9
Abstract
"This paper sheds light on the health-related, economic, and social well-being of single parents of children with disabilities, a population often overlooked in research. Much literature examines single parenthood and child disability independently and generally finds negative consequences of experiencing either. Yet, little is known about the well-being of parents at the intersections of single parenthood and raising a child with a disability. Drawing on data from the UK Millennium Cohort Study, the study compares the health-related, economic, and social well-being of single parents of children with disabilities to that of single parents of non-disabled children and partnered parents. The findings show that single parents of children with disabilities experience significantly worse mental and physical health, higher rates of poverty and lower employment rates. These challenges are compounded by the lack of appropriate childcare and limited support from non-residential parents and extended family members, which further constrains parents’ ability to work. Thisstudy investigates a neglected social group and contributes to the literature by integrating two separate strands of research—single parenthood and child disability—and identifying the unique disadvantages thatstand at their intersection." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Auf dem Weg zum Wunschberuf? Kompromisse beim Übertritt in die Berufsausbildung von Lernenden mit Lernzielreduktion (2026)
Zitatform
Brandenberg, Kathrin, Caroline Sahli Lozano, Sara Lustenberger & Robin Benz (2026): Auf dem Weg zum Wunschberuf? Kompromisse beim Übertritt in die Berufsausbildung von Lernenden mit Lernzielreduktion. In: Die Deutsche Schule, Jg. 2025, H. 4, S. 274-285. DOI:10.31244/dds.2025.04.03
Abstract
"Mit Längsschnittdaten aus der Schweiz wird in der vorliegenden Studie untersucht, inwiefern Lernende mit reduzierten individuellen Lernzielen (RILZ) in Berufsausbildungen eintreten können, die den Anforderungen ihres Wunschberufs entsprechen. Die Resultate zeigen, dass Lernende mit RILZ systematisch häufiger schulisch weniger anforderungsreiche Ausbildungen aufnehmen als vergleichbare Lernende ohne RILZ." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Developing supported job matches in public employment services: Toward a relational framework (2026)
Zitatform
Dall, Tanja (2026): Developing supported job matches in public employment services: Toward a relational framework. In: International Journal of Social Welfare, Jg. 35, H. 2. DOI:10.1111/ijsw.70066
Abstract
"Employer engagement, in which unemployed persons are “matched” with local employers to develop work ability and employability, has received increased attention in public employment service efforts to enhance sustainable employment for individuals with complex needs. This study empirically explores how such aims are realized in professional practice within public employment services and develops a conceptual framework for understanding supported job matching as a relational and developmental process. Analyzing qualitative interviews with 24 employment specialists and 31 unemployed individuals who participated in supported job-matching interventions, I find that job matching is a dynamic process involving four interrelated dimensions: functional, skills-based, social, and interests-based dimensions. The findings contribute a more nuanced understanding of the processes involved in job matching and have practical implications for policymakers and employment specialists aiming to enhance sustainable employment for individuals with complex needs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Comparing workplace outcomes between disabled and non-disabled employees: A multi-paradigm meta-analysis (2026)
Zhou, Yuyang; Viswesvaran, Chockalingam; Upadhyay, Siddharth K.;Zitatform
Zhou, Yuyang, Siddharth K. Upadhyay & Chockalingam Viswesvaran (2026): Comparing workplace outcomes between disabled and non-disabled employees: A multi-paradigm meta-analysis. In: Journal of vocational behavior, Jg. 164. DOI:10.1016/j.jvb.2025.104205
Abstract
"This study cumulates results across 50 studies (76 independent samples) comparing disabled and non-disabled employees on perceived job demands, psychological and motivational factors, perceived support, job performance, and economic impacts. A moderator analysis was conducted based on the report method, disability type, job requirements (interactional demand), geographical location, and sample type. Results revealed that disabled employees reported no significant differences in job demands, including physical, psychological, and time demands, compared to non-disabled peers. However, they exhibited lower levels of some psychological and motivational factors, such as diminished psychological well-being, reduced job self-efficacy, and less perceived autonomy, but had comparable levels of job satisfaction, organizational commitment, and job meaningfulness. While disabled employees reported comparable levels of perceived support from organizations, supervisors, and coworkers, they reported moderate levels of perceived discrimination. They received significantly lower pay than non-disabled employees. We also observed higher work interference (e.g., health-related interruptions) and slight differences in task performance between disabled and non-disabled employees. Notably, organizational concerns about shorter tenure, higher turnover, and increased compensation claims for disabled employees were unfounded, even though disabled employees reported greater unmet accommodation needs." (Author's abstract, IAB-Doku, © 2025 Published by Elsevier Inc.) ((en))
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Literaturhinweis
Labor Market Screening and the Design of Social Insurance: An Equilibrium Analysis of the Labor Market for the Disabled (2025)
Zitatform
Aizawa, Naoki, Soojin Kim & Serena Rhee (2025): Labor Market Screening and the Design of Social Insurance: An Equilibrium Analysis of the Labor Market for the Disabled. In: The Review of Economic Studies, Jg. 92, H. 1, S. 1-39. DOI:10.1093/restud/rdae015
Abstract
"This article studies how firms’ screening incentives in the labor market affect the optimal design of social insurance programs and quantitatively assesses the U.S. disability policies accounting for firms’ screening of the disabled. We develop an equilibrium search model where workers with different productivities have heterogeneous preferences over non-wage benefits and firms cannot offer an employment contract that explicitly depends on worker types. In this environment, firms may use contracts to screen out a certain type of workers, distorting employment rates and contracts in equilibrium. Therefore, the optimal structure of social insurance policies depends on firms’ screening incentives. We extend and structurally estimate this framework to quantitatively understand the inefficiencies arising from firms’ incentives to screen out disabled workers and examine the optimal joint design of disability insurance (DI) and various forms of firm subsidies. We find that hiring subsidies mitigate screening distortions; at the same time, they interact with DI by reducing the labor supply disincentives it generates. The optimal policy structure leads to a considerable welfare gain by simultaneously making firm subsidies and DI benefits more generous." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is Work Still a Right if it has Become a Norm? Disability Inclusion in Labor Market Policy Discourse (2025)
Zitatform
Baeken, Andries, Anneleen Forrier & Nele De Cuyper (2025): Is Work Still a Right if it has Become a Norm? Disability Inclusion in Labor Market Policy Discourse. In: Journal of Business Ethics, Jg. 201, H. 4, S. 839-857. DOI:10.1007/s10551-025-05962-6
Abstract
"Policy motives for work for people with a disability (PWD) are divergent along two discourses: work as a right vs norm. Work as a right, based on the UN Convention on the Rights of Persons with Disabilities (UNCRPD), portrays work as a potential gateway for inclusion. Work as a norm fits a neoliberal agenda. It considers labor market participation of all, including PWD, as a civil responsibility crucial for economic welfare. Critics argue that the work as a norm discourse presents a risk for inclusion of PWD. Work is seen as a necessary condition for and not one of many ways to inclusion in society. To make the right to work for PWD work, critical scholars call to unravel whether and how the discourses of work as a right and norm for PWD become intertwined in policy. In response and through the lens of recontextualization, we study how discourses of work as a right and norm for PWD are received, reproduced and reworked in political debate in Flanders (Belgium) over time. We examine policy texts and parliamentary questions of four government terms (2004–2024). The findings illustrate how the work as a right discourse is gradually recontextualized into the work as a norm discourse to legitimize neoliberal policies of strict activation. In accordance, we see a gradual move towards neoliberal-ableism. Although the UNCRPD aims to eradicate ableism, its recontextualization and appropriation reinforces neoliberal-ableism." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Distinctions between inclusive and non-inclusive companies for persons with disability: Exploring the impact of COM-B and HRM practices (2025)
Zitatform
Breit, Eric & Magne Bråthen (2025): Distinctions between inclusive and non-inclusive companies for persons with disability: Exploring the impact of COM-B and HRM practices. In: Work. A Journal of Prevention, Assessment and Rehabilitation, Jg. 81, H. 2, S. 2651-2661. DOI:10.1177/10519815251320275
Abstract
"Background: Scholars have increasingly focused on the role of employers in addressing labour market challenges faced by persons with disability (PWD). While we have gained more knowledge about the motivations, practices and characteristics for hiring PWD, we still lack information on whether these are general organizational features or specific to inclusive companies. Objective: This study aims to examine the factors that distinguish inclusive from non-inclusive ones, using the COM-B framework (capability, opportunity, motivation) and Human Resource Management (HRM) practices. Methods: We utilized survey data from a sample of small and medium sized companies (SME) in Norway (N = 1000). We conducted Logistic Regression Estimates (odds ratios) to determine predictive factors of an “inclusive company”. Results: Inclusive companies scored higher than non-inclusive companies in all dimensions of COM-B and HRM practices. However, only knowledge about work inclusion (capability), availability of resources and positions (opportunity) and the desire to contribute to an inclusive labour market (social motivation) were significant explanatory factors for inclusivity. Among HRM practices, only recruitment showed a significant relationship with inclusivity after considering the COM factors. Conclusions: This study underscores the importance of utilizing the COM-B framework to understand how companies approach the inclusion of PWD." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employer Perceptions of Hiring and Initial Support of Employees With Disabilities (2025)
Brooke, Alissa Molinelli; McDonough, Jennifer ; Wehman, Paul ; Brooke, Valerie ; Wright, Travis ; Taylor, Joshua P. ; Inge, Katherine;Zitatform
Brooke, Alissa Molinelli, Joshua P. Taylor, Katherine Inge, Travis Wright, Paul Wehman, Jennifer McDonough & Valerie Brooke (2025): Employer Perceptions of Hiring and Initial Support of Employees With Disabilities. In: Rehabilitation Counseling Bulletin, Jg. 68, H. 4, S. 249-261. DOI:10.1177/00343552241265317
Abstract
"Much of the literature to date on disability employment has focused on preparing and supporting individuals with disabilities seeking and retaining jobs (i.e., supply side). A growing body of demand-side research has revealed the importance of employer’s experiences, attitudes, and perspectives in promoting successful employment outcomes. Much remains to be learned about employers’ decision-making process around the hiring and initial onboarding of employees with disabilities. The current study consisted of interviews with 35 supervisors from businesses who had recently hired and were currently employing a person with a disability in a range of industries. Key themes across the hiring and onboarding phases highlighted the importance of employment specialists and the value of relationships and rapport to impact decisions made during these phases. Our findings resulted in several recommendations for future research, policy, and practice, the implications of which are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Investigating Demographic and Service Predictors of Hourly Wages and Weekly Working Hours of Youth With Disabilities (2025)
Castruita-Rios, Yazmin ; Park, Sara ; Taylor, Joshua P. ; Tansey, Timothy; Poppen, Marcus; Avellone, Lauren ; Whittenburg, Holly N. ;Zitatform
Castruita-Rios, Yazmin, Sara Park, Joshua P. Taylor, Holly N. Whittenburg, Marcus Poppen, Lauren Avellone & Timothy Tansey (2025): Investigating Demographic and Service Predictors of Hourly Wages and Weekly Working Hours of Youth With Disabilities. In: Rehabilitation Counseling Bulletin, S. 1-16. DOI:10.1177/00343552251378063
Abstract
"The Workforce Innovation and Opportunity Act (WIOA) of 2014 increased the support toward transition-age youth with disabilities via the provision of pre-employment transition services (Pre-ETS). Research has suggested that Pre-ETS contributes to the employment outcomes of transition-age youth, yet limited information remains surrounding the impact of these services on the quality of employment (i.e., wages and hours). The purpose of this study was to examine the impact of demographic characteristics, disability-related characteristics, barriers, Pre-ETS, and individualized vocational rehabilitation (VR) services on hourly wages and weekly hours worked among transition-age youth with disabilities who exited with competitive integrated employment. Data from the Rehabilitation Service Administration’s Case Service Report (RSA-911) between the program years of 2017–2020 were utilized for this study. Two hierarchical regression analyses were conducted to investigate the relationship between the five categories of independent variables and the two dependent variables. Our findings revealed several predictors of hourly wages and weekly hours worked among the 5,313 transition-age youth with disabilities in our sample. Significant predictors of hourly wages and weekly hours worked included identifying as male, having autism or an intellectual disability, and receiving postsecondary education training services, among others. Implications for research, policy, and practice are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Assessing Evidence-Based Disability Inclusion Policy and Practices to Promote Employment of People With Disabilities in the Workplace: Scale Development and Validation (2025)
Chan, Fong ; Chen, Xiangli; Tansey, Timothy N. ; Wehman, Paul ; Wu, Jia Rung; Ditchman, Nicole ; Iwanaga, Kanako ;Zitatform
Chan, Fong, Kanako Iwanaga, Timothy N. Tansey, Nicole Ditchman, Paul Wehman, Jia Rung Wu & Xiangli Chen (2025): Assessing Evidence-Based Disability Inclusion Policy and Practices to Promote Employment of People With Disabilities in the Workplace: Scale Development and Validation. In: Rehabilitation Counseling Bulletin, Jg. 68, H. 4, S. 236-248. DOI:10.1177/00343552241268757
Abstract
"There is a strong commitment in the United States and the European Union to better support people with disabilities in the competitive labor market, where disability inclusion is widely viewed as a social imperative and underscored in policies, such as the European Union’s Disability Inclusion Policy and Strategy 2020–2030, the Americans with Disabilities Act, and the Workforce Innovation and Opportunity Act. However, there is a lack of readily available strategies and tools for rehabilitation counselors to collaborate effectively with businesses and organizations in assessing their progress toward these inclusion goals. To address this need, the Disability Inclusion Profiler (DIP23) was developed to assess disability inclusion policies and practices. This study aimed to examine the factor structure, reliability, and validity of the DIP23 in a sample of 466 human resources managers. Exploratory factor analysis indicated a two-factor measurement structure: (1) Executive Level and (2) Middle Management and Staff Level Disability Inclusion Policies. Both factors demonstrated strong internal consistency and correlated with employment rates of people with disabilities. The DIP23 is a psychometrically sound measure for rehabilitation counselors to help organizations assess their disability-inclusive climate and identify areas of strengths and areas needing improvement to increase disability representation in the workplace." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Effects of the Minimum Wage on Employment of Young Adults with Cognitive Disabilities (2025)
Zitatform
Chiswick, Barry, Hope Corman, Dhaval M. Dave & Nancy Reichman (2025): Effects of the Minimum Wage on Employment of Young Adults with Cognitive Disabilities. (NBER working paper / National Bureau of Economic Research 33990), Cambridge, Mass, 43 S.
Abstract
"This study analyzes, for the first time, the effect of increases in the minimum wage on the labor market outcomes of working age adults with cognitive disabilities, a vulnerable and low-skilled sector of the actual and potential labor pool. Using data from the American Community Survey (2008-2023), we estimated effects of the minimum wage on employment, labor force participation, weeks worked, and hours worked among working age individuals with cognitive disabilities using a generalized difference-in-differences research design. We found that a higher effective minimum wage leads to reduced employment and labor force participation among individuals with cognitive disabilities but has no significant effect on labor supply at the intensive margin for this group. Adverse impacts were particularly pronounced for those with lower educational attainment. In contrast, we found no significant labor market effects of an increase in the minimum wage for individuals with physical disabilities or in the non-disabled population." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women with disabilities: Impact of double categorization on stereotypes (2025)
De Bosscher, Sabine; Delelis, Gérald;Zitatform
De Bosscher, Sabine & Gérald Delelis (2025): Women with disabilities. Impact of double categorization on stereotypes. In: Alter - European Journal of Disability Research, Jg. 19, H. 3, S. 75-94. DOI:10.4000/14qxk
Abstract
"Stereotypes of women and people with disabilities can be a source of discrimination. Recent models of social judgments distinguish between two main dimensions of stereotypes – warmth (i.e., sociability, morality) and competence (i.e., motivation, ability to achieve objectives). In the present study, we used Louvet and Rohmer’s (2010) paradigm to test the effect of the intersection of gender and disability on social judgments of a person’s warmth, competence, and a third dimension of stereotypes – courage. Participants judged men, women, or people (target of unspecified gender) who had or who did not have a physical disability. The results showed that both men with disabilities and women (with and without disabilities) were considered less competent but warmer than men without disabilities. Additionally, courage was a core dimension of judgments of the targets with disabilities: All the targets with disabilities were judged as more courageous than the targets without disabilities. We discuss these results in the light of previous studies of stereotypes and of the social status of discriminated groups. Perceiving women and people with disabilities as courageous but not competent is a way of justifying social discrimination, including workplace discrimination." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor market entry prospects of people with visual impairments: evidence from administrative register data in the Netherlands (2025)
Zitatform
Diehl, Katharina, Eline Heppe, Melvin Vooren, Ilja Cornelisz & Chris van Klaveren (2025): Labor market entry prospects of people with visual impairments: evidence from administrative register data in the Netherlands. In: The European Journal of Health Economics. DOI:10.1007/s10198-025-01830-2
Abstract
"The UN’s Convention on the Rights of Persons with Disabilitiesincludes a right to equal work opportunities. People with visual impairments (VI) are targeted by this convention and experience low employment rates. The initial transition from education to labor is a predictor for later labor market participation. Exploiting administrative register data, we identified a graduated subpopulation with VI and matched them to a control group. This paper evaluates (1) group differences in various socio-economic outcomes following graduation, and (2) following initial employment. Following graduation there are fewer transitions into (self-)employment for people with VI and more transitions to disability insurance or social benefits, but similar patterns for unemployment insurance and further education. Scrutinizing subsequent dynamics for those that secured initial employment revealed a greater share of those with VI maintained employment as dominant source of income given there was a change in employment status. However, there are more dynamics recorded for individuals with VI, which may reflect difficulties retaining a job. This group remained overrepresented in disability insurance as well as social benefits. Differences with regards to self-employment, unemployment insurance, further education and the other no income status did not reach significance. In conclusion, this study did not find equal labor market prospects for declarants with VI. The finding that VI declarants face less favorable labor market prospects than their matched counterparts, despite having similar cognitive ability, underscores the need for policies that not only improve their labor market outcomes but also promote greater equality in opportunities to reach the UN convention’s ideals." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A Register-Based Study of Early-Life Disabilities and Income Attainment in Adulthood (2025)
Zitatform
Gugushvili, Alexi, Jon Erik Finnvold, Therese Dokken & Jan Grue (2025): A Register-Based Study of Early-Life Disabilities and Income Attainment in Adulthood. In: Socius, Jg. 11. DOI:10.1177/23780231251335191
Abstract
"Individuals with disabilities are likely to be doubly disadvantaged, as they tend to earn less but require more financial resources than individuals without disabilities to maintain an average standard of life. Exploring the links between early-life disabilities and income attainment in adulthood requires high-quality data that allow accounting for selection into disability as well as a comprehensive list of predictors of income attainment. The authors harness the power of Norwegian register-based data and inverse-probability weighting regression adjustment estimators to examine whether individuals born with or who acquire disabilities in early life have lower income attainment at age 32 than individuals in the general population of the country. The results are robust to alternative estimation specifications and suggest that early-life chronic health conditions, such as asthma and diabetes, and impairments, such as sensory loss and physical impairment, are associated with significantly lower income attainment even when individuals’ actual working hours are accounted for among those employed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Education and Pre-Employment Transition Service Predictors of Wages for Transition Age Youth with Disabilities (2025)
Hartman, Ellie C.; Anderson, Catherine A.; Hergenrather, Kenneth C.; Brinck, Emily A.;Zitatform
Hartman, Ellie C., Emily A. Brinck, Catherine A. Anderson & Kenneth C. Hergenrather (2025): Education and Pre-Employment Transition Service Predictors of Wages for Transition Age Youth with Disabilities. In: Journal of Vocational Rehabilitation, Jg. 63, H. 2, S. 147-159. DOI:10.1177/10522263251356241
Abstract
"Background: The Workforce Innovation and Opportunities Act (WIOA) aims to enhance employment outcomes and career advancement for teenagers and young adults with disabilities through pre-employment transition services. Objective: This study assessed the relationship between pre-employment transition services and employment outcomes, focusing on wages, credential attainment, and co-enrollment in partner employment programs. Method: Researchers analyzed federally required data submitted by states to the Rehabilitation Service Administration (RSA) to examine the impact of pre-employment transition services on wages, considering variations by demographics, lived experiences, and location. Results: Pre-employment transition services, credential attainment, and co-enrollment in partner employment programs were associated with increased wages. Wage outcomes varied based on demographics, lived experiences, and state-level differences in service delivery. Conclusion: Findings highlight the importance of pre-employment transition services, connecting youth to postsecondary credential attainment opportunities, and improving collaboration with partner employment programs. Researchers emphasize the use of data to inform service delivery for diverse youth with varying lived experiences." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Enabling Employment: How Do Employer Disability Practices Affect Disability Employment Outcomes? (2025)
Zitatform
Houston, Lawrence & Douglas Kruse (2025): Enabling Employment: How Do Employer Disability Practices Affect Disability Employment Outcomes? In: AEA papers and proceedings, Jg. 115, S. 536-542. DOI:10.1257/pandp.20251078
Abstract
"We use panel data from 235 firms from 2019-2023 to examine how disability-related practices affect disability employment outcomes, using a detailed annual survey of large US companies in the National Organization on Disability, which collectively employ 8.5 million workers. The practices include recruitment and inclusion strategies, disability promotion initiatives, accommodation and accessibility policies, support for disability groups and mentoring, and training for management and HR staff. We find that several practice categories favorably predict disability hiring, promotions, and exits, supporting the idea that employer policies and practices can make a substantial difference in employment opportunities for people with disabilities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Predictors of Employers’ Intention to Hire People With Disability (2025)
Zitatform
Mahasneh, Rola, Melanie Randle, Rob Gordon, Jennifer Algie & Alanna Connolly (2025): Predictors of Employers’ Intention to Hire People With Disability. In: Social marketing quarterly, Jg. 31, H. 3, S. 278-295. DOI:10.1177/15245004251354829
Abstract
"Background: Rates of employment for people with disability are about half that of people without disability and have changed little in recent decades. One reason for these low workforce participation rates is the negative attitudes held by employers about hiring people with disability. Approaching this problem from a social marketing perspective has the potential to improve employer willingness to hire people with disability. However, there is presently scant information about factors associated with employer hiring decisions to inform the development of social marketing strategies. The present study examines employer beliefs about hiring people with disability such that social marketing campaigns can be created that effectively address the key barriers to hiring. Focus of the Article: The identification of employer beliefs that predict intention to hire someone with disability. Research Question: What beliefs held by employers predict their intention to hire people with disability? Program Design/Approach: This research provides insights that can inform the development of social marketing campaigns that are effective in improving employer attitudes towards hiring people with disability. Ultimately, this is likely to lead to changes in employer hiring behavior and increase workforce participation rates for people with disability. Importance to the Social Marketing Field: This research is important because by understanding what employers believe about hiring people with disability, we can develop social marketing strategies that are effective in overcoming barriers to hiring and improving employer willingness to hire people with disability. Methods: We conducted an online survey with a sample of 1419 Australian employers. The survey questions were based on the framework of the theory of planned behavior. Linear regression was used to analyse the data. Employer attitudes (derived from behavioral beliefs), subjective norms (derived from normative beliefs) and perceived behavioural control were used as independent variables and intention to hire someone with disability was used as the dependent variable. Results: The theoretical constructs of behavioral beliefs, normative beliefs, and control beliefs were significant predictors of intention to hire. In particular, employers with the highest intention to hire believed that hiring someone with disability would increase productivity, increase the organisation’s skill base, improve workplaceculture, and provide greater opportunities for training and mentoring. They also believed that other employees and customers would support their decision to hire someone with disability. Recommendations for Research and Practice: The present research identifies the specific beliefs held by employers that predict their intention to hire someone with disability. This work could be extended by using market segmentation techniques to identify whether heterogeneity exists among employers. If it does exist, this information could inform the development of customised social marketing strategies that target the specific beliefs held by each segment, and that address the barriers preventing them from hiring people with disability." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unlocking inclusive hiring: understanding employers’ decisions about hiring people with disabilities (2025)
Zitatform
Nagtegaal, Rosanna, Noortje de Boer, Rik van Berkel & Lars Tummers (2025): Unlocking inclusive hiring: understanding employers’ decisions about hiring people with disabilities. In: The International Journal of Human Resource Management, Jg. 36, H. 20, S. 3717-3756. DOI:10.1080/09585192.2025.2607539
Abstract
"People with disabilities get hired less than people without disabilities. One cause is that employers decide not to offer jobs to people with disabilities. This mixed-methods study aims to shed light on this through 18 interviews with employers, policy workers, and people with disabilities (Study 1) and a survey of 507 employers (Study 2). We study capabilities, opportunities, and motivations. These are dimensions of the COM-B model, a framework that integrates different theories to understand behavior. Capabilities (C) refer to an employer’s knowledge and skills relevant to hiring people with disabilities. Opportunities (O) refer to the environment in which an employer operates, while motivations (M) involve plans and evaluations as well as emotions. Together, these dimensions influence behavior (B). We find that capabilities and opportunities impact hiring people with disabilities, but motivations remarkably do not. Regarding capabilities, employers have limited knowledge about regulations. Employers also lack knowledge about people with disabilities. Regarding opportunities, employers indicate that suitable positions are unavailable, and that their organizations lack inclusion policies. Improving the capabilities and opportunities of employers could help to unlock inclusive hiring." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unexplored strains and job satisfaction for individuals with visual and auditory impairments: an Italian study (2025)
Orfei, Maria Donata; Bottari, Davide; Daneluzzi, Gabriella; Maggi, Francesca; Ricciardi, Emiliano; Porcari, Desirée Estela;Zitatform
Orfei, Maria Donata, Desirée Estela Porcari, Gabriella Daneluzzi, Francesca Maggi, Emiliano Ricciardi & Davide Bottari (2025): Unexplored strains and job satisfaction for individuals with visual and auditory impairments: an Italian study. In: BMC public health, Jg. 25, H. 1. DOI:10.1186/s12889-025-23696-y
Abstract
"The evidence on job conditions for disabled individuals in the workplace hampers understanding of their needs and the implementation of effective interventions to support their adjustment and integration. The current study contributed to this aim by examining previously unexplored aspects of the adjustment of people with sensory disabilities (PwSD) in bank work settings in Italy. In particular, it investigated for the first time three specific job strains: technostress (TS), cognitive overload (COL), and aging (AG) in PwSD as compared with typical development (PwTD), along with job satisfaction and accessibility. A multidimensional web survey was administered across the Italian national territory to a sample of PwSD (n = 202) and a sample of PwTD (n = 2283). Descriptive statistics were used to highlight perceived satisfaction with accessibility and accommodations in the workplace. A series of linear regression models aimed to measure the association between participants’ age and final scores of the TS, COL, and AG questionnaires. A series of non-parametric tests (Mann-Whitney U-tests) were performed to compare the final COL, TS, and AG scores of PwSD and PwTD. At a descriptive level, results highlighted that PwSD’s job satisfaction was fairly positive. However, various concerns were brought to light, revealing notable differences between the hearing-impaired and visually impaired cohorts. Moreover, while PwSD displayed reduced scores in the TS questionnaire compared to PwTD, the opposite occurred for the AG questionnaire. Increasing age was related to TS and AG in the PwTD, but only to AG in PwSD. Our study investigated for the first time specific job strains in PwSD, thus contributing to a deeper understanding of adjustment to work in a bank worker population. Older adults tend to show higher levels of technostress and a reduced sense of self-efficacy, and these subjective experiences bring together PwTD and PwSD. Moreover, inclusivity and job satisfaction for PwSD, although moderately satisfying, still show several criticisms. Our data can stimulate future research aimed at deepening the work adjustment in PwSD." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is Delayed Mental Health Treatment Detrimental to Employment? (2025)
Zitatform
Prudon, Roger (2025): Is Delayed Mental Health Treatment Detrimental to Employment? In: The Review of Economics and Statistics, S. 1-46. DOI:10.1162/rest.a.257
Abstract
"Waiting times for mental health treatment have been increasing in many countries. Using administrative data on all inhabitants of the Netherlands and exploiting exogenous variation at the municipality level, I find that these waiting times have substantial repercussions on labor market outcomes for at least eight years after the start of treatment. A one-month (0.5 SD) increase in waiting time decreases the probability of employment by two percentage points. Vulnerable groups with lower educational attainment or a migration background are especially affected given that the impact of waiting time is larger for them and their average waiting time is longer." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
Aspekt auswählen:
Aspekt zurücksetzen
- Ergebnisse und Projekte aus dem IAB
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Ausbildung, Rehabilitationsmaßnahmen
- Politik und Rechtsprechung für behinderte Menschen
- Rehabilitationseinrichtungen
- Berufsvorbereitung, Berufsberatung, Berufswahl
- Studium
- Berufsausbildung, Berufseinmündung
- Fortbildung und Umschulung
- betriebliche Rehabilitation
- Maßnahmen zur Erhaltung der Arbeitsfähigkeit
- Erfolgskontrolle, Kosten-Nutzen-Aspekte
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Arbeitsmarktsituation behinderter Menschen
- Arbeitsmarktpolitik, Inklusion, Persönliches Budget
- Beschäftigungsentwicklung
- Arbeitslosigkeit
- Beschäftigung in Werkstätten für behinderte Menschen
- Beschäftigung in alternativen Einrichtungen, Selbsthilfefirmen
- Berufliche Selbständigkeit
- Hochqualifizierte behinderte Menschen auf dem Arbeitsmarkt
- Beschäftigung im ersten Arbeitsmarkt
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Berufsleben und Arbeitswelt behinderter Menschen
- Personalpolitik, Arbeitgebereinstellungen, finanzielle Einstellungsanreize
- Eingliederungshilfe, BEM, Arbeitsassistenz, Unterstützte Beschäftigung, Arbeitsplatzsicherung
- Arbeitsbedingungen, Arbeitsplatzgestaltung, technische Arbeitshilfen, Arbeitszeit
- Berufsverlauf, Berufserfolg
- Berufsstruktur, Einzelberufe
- Arbeitszufriedenheit
- Lohn, Einkommen
- Behinderungsart
- Alter
- Geografischer Bezug
- Geschlecht