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
Wurde die Wirkung von Grenzwerten im deutschen Arbeitsrecht bisher unterschätzt? (2026)
Zitatform
Hiesinger, Karolin & Leonard Koch (2026): Wurde die Wirkung von Grenzwerten im deutschen Arbeitsrecht bisher unterschätzt? In: Sozialer Fortschritt, Jg. 75, H. 1, S. 29-46., 2025-12-22. DOI:10.3790/sfo.2026.1475602
Abstract
"Viele Regelungen im deutschen Arbeitsrecht greifen erst ab einer bestimmten Arbeitgebergröße. Es existieren weit über 100 solcher Grenzwertregelungen, wobei die dafür relevante Arbeitgebergröße oftmals sehr unterschiedlich berechnet wird. Der vorliegende Artikel zeigt auf, welche Unterschiede es bei der Erfassung von Grenzwerten gibt, diskutiert die bisherige Forschung zu Grenzwerteffekten und stellt Thesen zur Erklärung der uneindeutigen Evidenz auf. Durch eine einheitliche Erfassung könnten Bürokratie abgebaut und Grenzwerteffekte empirisch besser identifiziert werden." (Autorenreferat, IAB-Doku, © Duncker & Humblot)
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Literaturhinweis
Some are Hit Hard, for Others It’s Business as Usual: The Effects of Chronic Illnesses on Employment and Income Trajectories (2026)
Jansen, Andreas;Zitatform
Jansen, Andreas (2026): Some are Hit Hard, for Others It’s Business as Usual: The Effects of Chronic Illnesses on Employment and Income Trajectories. In: Jahrbücher für Nationalökonomie und Statistik, Jg. 246, H. 1-2, S. 51-82. DOI:10.1515/jbnst-2024-0065
Abstract
"This study examines the relationship between the onset and progression of a chronic disease and subsequent income and employment trajectories using SHARE-RV, a longitudinal dataset that links survey data from the Survey of Health, Ageing and Retirement in Europe (SHARE) with German Pension Insurance administrative records (RV). This data linkage enables an assessment of the long-term consequences of chronic illness on labour market participation and income development, with observation periods exceeding 20 years. The empirical findings indicate that a chronic disease exhibit negative correlations with employment outcomes and earned income. These adverse effects differ in magnitude depending on the indicator used to define chronic disease and are most pronounced when restricting analyses to severe chronic conditions. Further, notable gender differences are observed. The spectrum of income losses ranges from moderate decreases in earnings points to the complete loss of earned income as a result of unemployment, labour market exit, or transition to disability pension receipt. The analysis also explores the extent to which chronic illness acts to intensify pre-existing labour market inequalities. The results indicate that the employment and income trajectories of highly qualified individuals are substantially less adversely affected by the onset and progression of chronic disease compared to those of individuals with low or medium levels of qualification. Indeed, highly qualified individuals may continue to accrue additional earnings points even following a chronic disease diagnosis. Consequently, chronic illness contributes to the amplification of social inequality within the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Verbesserung der Teilhabe am Arbeitsleben durch Abschaffung der Werkstätten für Menschen mit Behinderungen? Was sagen die Beteiligten?: Eine qualitative Analyse von mehreren Fokusgruppeninterviews (2026)
Queri, Silvia;Zitatform
Queri, Silvia (2026): Verbesserung der Teilhabe am Arbeitsleben durch Abschaffung der Werkstätten für Menschen mit Behinderungen? Was sagen die Beteiligten? Eine qualitative Analyse von mehreren Fokusgruppeninterviews. In: Sozialer Fortschritt, Jg. 75, H. 1, S. 5-28. DOI:10.3790/sfo.2025.1473801
Abstract
"Das Forschungsprojekt WorkWatch entwickelte ein quantitatives Messinstrument zur Bedarfsfeststellung nach § 118 SGB IX im Rahmen der Eingliederungshilfe für die Teilhabe am Arbeitsleben und validierte es qualitativ durch Fokusgruppeninterviews. Dabei wurden sowohl die Bedeutung von Arbeit für eine erfolgreiche Teilhabe als auch wahrgenommene Veränderungen durch die geänderte Gesetzeslage erfragt. Die Befragten, Menschen mit Behinderung und Fachpersonal, wünschen den Erhalt der Werkstätten als integrierten bzw. inklusiven Teil des allgemeinen Arbeitsmarktes. Ihre Einschätzung zu den Arbeitsmöglichkeiten auf dem allgemeinen Arbeitsmarkt ist pessimistisch, da weder die Finanzierung der benötigten Assistenz noch der gesellschaftliche Wille vorhanden sei." (Autorenreferat, IAB-Doku)
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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
Kürzungen in der Eingliederungshilfe? Zur Empfehlung Nr. 17 der Kommission zur Sozialstaatsreform (KSR) (2026)
Zitatform
(2026): Kürzungen in der Eingliederungshilfe? Zur Empfehlung Nr. 17 der Kommission zur Sozialstaatsreform (KSR). (Arbeitsmarkt aktuell 2026,01), Berlin, 6 S.
Abstract
"Die Empfehlung Nr. 17 der Kommission zur Sozialstaatsreform (KSR) zielt auf eine Begrenzung der Ausgaben in der Eingliederungshilfe für Menschen mit Behinderungen. Sie steht im Kontext anhaltender Klagen von Ländern und Kommunen über steigende Kosten. Eine genauere Analyse zeigt: Der überwiegende Teil des Ausgabenanstiegs seit 2020 ist auf gestiegene Fallzahlen sowie auf allgemeine Lohn- und Preisentwicklungen zurückzuführen. Nur ein vergleichsweise kleiner Anteil beruht auf Leistungsverbesserungen durch das Bundesteilhabegesetz (BTHG). Wer Kosten sparen will, indem entweder der Zugang zu Leistungen eingeschränkt wird, die Einkommen der Beschäftigten sinken, die Eigenbeteiligung erhöht oder Leistungsstandards gesenkt werden – der würde damit die Teilhabe von Menschen mit Behinderungen rückabwickeln. Es ist legitim, über Effizienzreserven, bessere Koordination und Verwaltungsvereinfachungen in der Eingliederungshilfe zu sprechen. Solche Schritte können sinnvoll sein – und sie werden auch vom DGB unterstützt. Was jedoch nicht akzeptabel wäre, ist eine Reformagenda, die unter dem Schlagwort „Steuerung“ oder „Kostendämpfung“ faktisch die Errungenschaften des Bundesteilhabegesetzes zurückdreht. Teilhabe- und Inklusionsrechte sind keine freiwilligen Sozialleistungen, die in Zeiten angespannter Haushalte zur Disposition stehen. Sie sind Ausdruck des Sozialstaatsprinzips und der Verpflichtungen aus der UN-Behindertenrechtskonvention." (Autorenreferat, IAB-Doku)
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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
The employment effects of the disability education gap in Europe (2025)
Zitatform
Albinowski, Maciej, Iga Magda & Agata Rozszczypała (2025): The employment effects of the disability education gap in Europe. In: Education Economics, Jg. 33, H. 5, S. 686-699. DOI:10.1080/09645292.2024.2395564
Abstract
"We investigate the contribution of the disability education gap to thedisability employment gap in the European Union. We find that educational attainment is a major factor determining the probability of employment among persons with disabilities and that the employment effects of tertiary education are much larger among persons with disabilities than among non-disabled people. We also uncover substantial heterogeneity in the role of education across countries. Overall, weestimate that 19% of the disability employment gap in the 25–34 agegroup can be attributed to the gap in education between individuals with and without disabilities." (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
Pathways to Inclusion? Labor Market Entry Trajectories of Persons With Disabilities in Europe (2025)
Zitatform
Blanck, Jonna M., Christian Brzinsky-Fay & Justin J.W. Powell (2025): Pathways to Inclusion? Labor Market Entry Trajectories of Persons With Disabilities in Europe. In: Social Inclusion, Jg. 13. DOI:10.17645/si.9603
Abstract
"Almost a fifth of the population in OECD countries report having a disability and the proportion of students classified as having special educational needs (SEN) has steadily increased over recent decades. While this group faces marginalization in schooling and employment everywhere, there are profound differences in disability-based disadvantages across countries. However, comparative research on the labor market opportunities of persons with disabilities (PwDs) remains limited, especially regarding school-to-work transitions (STWT) that are crucial for subsequent labor market opportunities. Thus, lacking comparative knowledge on how institutional contexts shape these transitions also limits opportunities for policy learning and improvement of supports provided. This study addresses these gaps by analysing longitudinal data from the European Statistics on Income and Living Conditions (EU-SILC). First, using sequence and cluster analysis, we classify these trajectories and provide an in-depth analysis of labor market entry patterns for PwDs compared to those without disabilities across 31 European countries. Second, we explore whether the timing of first employment, instability during the STWT, as well as inclusionary or exclusionary transitions vary between these groups and how the disparities between persons with and without disabilities regarding these indicators are related to institutionalized segregation and support structures. Our findings highlight that PwDs usually do not transition more slowly to (some form of) employment, yet they experience more instability and less inclusion during their STWT. Segregation exacerbates disadvantages, whereas institutional support structures reduce the disadvantages youth with disabilities face when these programs actively facilitate pathways to inclusion." (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
Nutzung von Routinedaten in der Rehabilitationsforschung - Teil 1: Ein Überblick über Art, Zugang, Qualität und Datenschutz (2025)
Brünger, Martin ; Reims, Nancy ; Brzoska, Patrick ; Hetzel, Christian ; Du Prel, Jean-Baptist ; Wahidie, Diana; Rohrbacher, Max ; Leinberger, Sarah ; Mika, Tatjana ; March, Stefanie ; Schuler, Michael ; Exner, Anne-Kathrin ; Ellert, Sebastian; Knoop, Tobias;Zitatform
Brünger, Martin, Patrick Brzoska, Jean-Baptist Du Prel, Sebastian Ellert, Anne-Kathrin Exner, Tobias Knoop, Sarah Leinberger, Stefanie March, Tatjana Mika, Nancy Reims, Max Rohrbacher, Michael Schuler, Diana Wahidie & Christian Hetzel (2025): Nutzung von Routinedaten in der Rehabilitationsforschung - Teil 1: Ein Überblick über Art, Zugang, Qualität und Datenschutz. In: Die Rehabilitation, Jg. 64, H. 3, S. 167-175., 2025-02-24. DOI:10.1055/a-2575-9422
Abstract
"Aufgrund des hohen Aufwands von Primärstudien bietet sich die Nutzung von bestehenden Daten, sogenannten Routinedaten, für die Beantwortung insbesondere von versorgungsnahen Forschungsfragen in der Rehabilitation an. Bisherige Übersichtsarbeiten zur Routinedatennutzung fokussieren auf die Akutversorgung im Zuständigkeitsbereich der Gesetzlichen Krankenversicherung (GKV), lassen jedoch die Rehabilitation und andere Reha-relevante Leistungsträger wie die Deutsche Rentenversicherung (DRV), die Deutsche Gesetzliche Unfallversicherung (DGUV) und die Bundesagentur für Arbeit (BA) weitgehend außen vor. Ziel dieses Beitrags ist daher, einen Überblick über Art, Zugang, Qualität und datenschutzrechtliche Aspekte zu Routinedaten im Kontext der Rehabilitationsforschung zu geben. Bestehende Empfehlungen, Ergebnisse einer selektiven Literaturrecherche und eigene Erfahrungen wurden herangezogen. Routinedaten zeichnen sich durch die sehr hohe Fallzahl, den oft großen Merkmalsumfang und die längsschnittliche Dokumentation über lange Zeiträume aus. Der Zugang zu Routinedaten der Deutschen Rentenversicherung und der Bundesagentur für Arbeit ist für Forschende vergleichsweise niedrigschwellig, während dies für Routinedaten anderer Leistungsträger und von Leistungserbringern bislang nicht gleichermaßen der Fall ist. Weiterhin können unter bestimmten Voraussetzungen Routinedatensätze untereinander und mit Primärdaten verknüpft werden, was die Anwendungsmöglichkeiten deutlich erweitern kann. Neben den Vorteilen von Routinedaten sind deren Limitationen zu beachten. Routinedaten wurden für andere Zwecke erhoben und enthalten meist nur Merkmale, die für die Administration erforderlich sind. Ein prospektiver Studienansatz mit Routinedaten ist aufgrund der kontinuierlichen Datenerhebung und -dokumentation grundsätzlich möglich, jedoch ist keine randomisierte Zuweisung zu Interventionen umsetzbar. Zudem sind Generalisierbarkeit und Qualität einschließlich psychometrischer Eigenschaften von Datensätzen und einzelner Variablen zu prüfen, ebenso die Verfügbarkeit von Routinedatensätzen. Das im Aufbau befindliche Forschungsdatenzentrum Gesundheit sieht bislang weder eine Integration von GKV-Rehabilitationsdaten noch die Verknüpfung von GKV-Daten mit Daten anderer Reha-relevanter Leistungsträger vor. Datenschutzrechtliche Aspekte sind ebenfalls bedeutsam. Bei Nutzung von pseudonymisierten Daten von Sozialversicherungsträgern ist durch die Datenhalter ein Antrag nach § 75 SGB X bei den zuständigen Aufsichtsbehörden zu stellen." (Autorenreferat, IAB-Doku)
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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
Disability onset and labor market outcomes (2025)
Zitatform
Collischon, Matthias, Karolin Hiesinger & Laura Pohlan (2025): Disability onset and labor market outcomes. In: Socio-economic review, Jg. 23, H. 4, S. 2033-2064., 2025-03-08. DOI:10.1093/ser/mwaf021
Abstract
"This article analyzes the individual-level effects of disability onset on labor market outcomes using novel administrative data from Germany. Combining propensity score matching techniques with an event-study design, we find lasting negative impacts on employment and wages. One important mechanism is transitions to nonemployment after disability onset: the number of nonemployment days of the newly disabled increases by 36 days per year after one year and by 55 days after five years compared to the control group. For those who stay in employment, working part-time and switching to less physically or psychosocially demanding jobs are important adjustment paths. The negative labor market effects of disability onset are more pronounced for severely disabled, older, and low-skilled individuals." (Author's abstract, IAB-Doku, © Oxford University Press) ((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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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