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
-
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
-
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
-
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
-
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))
-
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))
-
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))
-
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))
-
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))
-
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))
-
Literaturhinweis
Workplace Accommodations and the Labor Force Status of Persons with Disabilities (2025)
Zitatform
Schimmele, Christoph, Sung-Hee Jeon & Rubab Arim (2025): Workplace Accommodations and the Labor Force Status of Persons with Disabilities. In: Journal of Occupational Rehabilitation, Jg. 35, H. 4, S. 810-820. DOI:10.1007/s10926-024-10239-2
Abstract
"The aim of the study is to examine the role of unmet needs for workplace accommodations (WPA) in the labor force status of persons with disabilities (PWD) aged 25–64 years." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
-
Literaturhinweis
Ableism and Employment: A Scoping Review of the Literature (2025)
Zitatform
Sharma, Ramona H., Renée Asselin, Timothy Stainton & Rachelle Hole (2025): Ableism and Employment: A Scoping Review of the Literature. In: Social Sciences, Jg. 14, H. 2. DOI:10.3390/socsci14020067
Abstract
"Background: Ableism obstructs employment equity for disabled individuals. However, research lacks a comprehensive understanding of how ableism multidimensionally manifests across job types, disability types, stages of employment, and intersecting identities. Objectives: This scoping review examines how ableism affects disabled workers and jobseekers, as well as its impacts on employment outcomes, variations across disabilities and identities, and the best practices for addressing these. Eligibility Criteria: The included articles were 109 peer-reviewed empirical studies conducted in the US, Canada, Australia, New Zealand, the UK, Ireland, Denmark, Sweden, Iceland, Norway, and Finland between 2018 and 2023. Sources of Evidence: Using terms related to disability, ableism, and employment, the databases searched included Sociology Collection, CINAHL, PsycInfo, Web of Science, SCOPUS, Education Source, Academic Search Complete, and ERIC. Charting Methods: Data were extracted in tabular form and analyzed through thematic narrative synthesis to identify study characteristics, ableist barriers within employment, intersectional factors, and best practices. Results: Ableism negatively impacts employment outcomes through barriers within the work environment, challenges in disclosing disabilities, insufficient accommodations, and workplace discrimination. Intersectional factors intensify inequities, particularly for BIPOC, women, and those with invisible disabilities. Conclusions: Systemic, intersectional strategies are needed to address ableism, improve policies, and foster inclusive workplace practices." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Social (in)justice on the margins of paid work: Misrecognition, maldistribution and the employment of people with learning difficulties (2025)
Zitatform
Tarlo, Ruth, Rachel Fyson & Simon Roberts (2025): Social (in)justice on the margins of paid work: Misrecognition, maldistribution and the employment of people with learning difficulties. In: Critical Social Policy, Jg. 45, H. 4, S. 580-600. DOI:10.1177/02610183251352418
Abstract
"People with learning difficulties are being denied social justice in their everyday encounters with the labor market. Using concepts developed by Fraser, we argue that this denial of social justice arises from a combination of maldistribution of resources and misrecognition of people's equal humanity and their right to dignity and respect. Drawing on qualitative interviews with 16 people with mild learning difficulties on the margins of paid work, we show how maldistribution and misrecognition interact in complex ways to undermine the effectiveness of available support and to cause significant harm. We demonstrate how these effects are linked a wider failure of social justice, affecting disabled and non-disabled people. This wider failure is a consequence of government policy, the structure and regulation of the labor market and the design and delivery of social security." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data (2025)
Zitatform
Ulstein, Julie (2025): The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data. In: Social Policy and Society, Jg. 24, H. 2, S. 232-247. DOI:10.1017/S1474746423000027
Abstract
"Both literature and public policy on work inclusion has shifted towards the demand-side, which recognises that employer engagement is crucial to increase labour market participation and sustained employment for vulnerable groups. Research shows, however, that the implemented demand-side policies have been less than effective. This opens a discussion about barriers to implementation in terms of relevant employer characteristics. By use of Norwegian register data, this article estimates the impact of employer size and extent of implemented disability policies on probability of sustaining employment for workers with reduced capacity, finding that employer size negatively impacts probability of sustaining employment. Extent of implemented disability policies positively impacts probability of sustaining employment, irrespective of employer size. I argue that systematically considering these characteristics can help identify how and where to improve the position of workers with reduced capacity and discuss the implications for public policy." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Motivating supervisors during disability accommodation: a comprehensive examination on job demand and resources theories (2024)
Zitatform
Alam, Mohammad Shahin, Kelly Williams-Whitt, DuckJung Shin & Mahfooz Ansari (2024): Motivating supervisors during disability accommodation: a comprehensive examination on job demand and resources theories. In: International Journal of Manpower, Jg. 45, H. 7, S. 1385-1408. DOI:10.1108/IJM-10-2023-0620
Abstract
"Purpose: This study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job strain levels while managing disability accommodation (DA). Design/methodology/approach The proposed model leverages the assumptions of established job demand and resources theories, including demand-ability fit, job demand-control, job demand-control-support, and effort-reward balance models. Then, we tested with the quantitative data from 335 British, Canadian, American, Australian, Dutch, and German supervisors with recent DA experience. Findings This study found support for the proposed model. Job control and social support directly affected work motivation, while job strain did not mediate the relationship between job control and social support and work motivation. The results suggest that employers looking to improve the likelihood of DA success should focus on providing adequate job control, social support, and rewards to supervisors responsible for accommodating employees with disabilities. Practical implications This research enhances our understanding of how additional DA responsibilities impact supervisors and aids in the development of effective DA management policies and interventions, providing robust support for practitioners. Originality/value This study contributes to extending the DA literature by testing the applicability of different theoretical models to explain the effect of the additional DA responsibility on supervisors’ job demand, strain, and motivation levels and identify the resources to mitigate them." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
-
Literaturhinweis
A study on the employment and wage outcomes of people with disabilities (2024)
Ananian, Sevane; Dellaferrera, Giulia;Zitatform
Ananian, Sevane & Giulia Dellaferrera (2024): A study on the employment and wage outcomes of people with disabilities. (ILO working paper / International Labour Organization 124), Geneva, 53 S. DOI:10.54394/YRCN8597
Abstract
"This study investigates the employment and wage disparities between people with and without disabilities. It shows that individuals with disabilities are less likely to participate in the labour market, and that when they do, they face higher unemployment rates, are more likely to be self-employed and tend to earn lower wages. These disparities do not appear to be explained solely by individual characteristics such as educational attainment, experience or occupational category. They are most likely driven by various other factors as well, including limited provision of workplace accommodations in many firms, the potentially greater job flexibility offered by self-employment, and discrimination against people with disabilities. In its final section, the study highlights legal frameworks established at the international and national levels to promote equal opportunities and fair remuneration for people with disabilities." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Labour market consequences of an early-onset disability: the case of cerebral palsy (2024)
Zitatform
Asuman, Derek, Ulf-G. Gerdtham, Ann I. Alriksson-Schmidt, Martin Nordin & Johan Jarl (2024): Labour market consequences of an early-onset disability: the case of cerebral palsy. In: Applied Economics, Jg. 56, H. 11, S. 1309-1326. DOI:10.1080/00036846.2023.2176447
Abstract
"The labour market consequences of early-onset or congenital disabilities have received little attention in the literature. In this paper, we study the consequences of cerebral palsy (CP), a lifelong early onset disability, and pathways through which it affects labour outcomes. We use data from multiple linked Swedish National Population Registers between 1990 and 2015 and apply both regression and mediation analysis. Our results show, as expected, strong negative consequences of CP on labour outcomes, and that the consequences have increased over time. The social insurance system, we find, compensates for some of the losses through non-work-related benefits. The results also suggest that the direct effects of CP per se have prominent impact on labour market outcomes. Thus, given the same level of mediators, persons with CP will have lower labour outcomes compared to persons without CP. Our results draw attention to the widening labour market consequences of CP in Sweden." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Exploring Disability Disadvantage in Hiring: A Factorial Survey among Norwegian Employers (2024)
Zitatform
Berre, Stine (2024): Exploring Disability Disadvantage in Hiring: A Factorial Survey among Norwegian Employers. In: Work, Employment and Society, Jg. 38, H. 4, S. 1087-1106. DOI:10.1177/09500170231175776
Abstract
"The role of disability in producing disadvantage in employers’ hiring assessments was explored in a factorial survey, where a random sample of Norwegian employers (n = 1341) evaluated fictional job-seeker profiles. The results revealed that including an impairment description in a job-seeker profile significantly decreased the likelihood that employers would want to hire a candidate. The degree of disadvantage varied with the type of impairment. Being eligible for a wage subsidy scheme improved employers’ assessments of candidates while including information about other types of support measures did not. Furthermore, when an impairment description was introduced into a job-seeker profile, other crucial characteristics of the job seeker lost some or all of their impact on employers’ assessment scores. These findings are interpreted as disability becoming a ‘master status’ when employers make hiring assessments." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Behinderte Übergänge? Bildung und Behinderung beim Übergang in den Arbeitsmarkt in europäischen Ländern (2024)
Zitatform
Blanck, Jonna M., Christian Brzinsky-Fay & Justin J.W. Powell (2024): Behinderte Übergänge? Bildung und Behinderung beim Übergang in den Arbeitsmarkt in europäischen Ländern. In: Zeitschrift für Inklusion, Jg. 19, H. 4, S. 1-25.
Abstract
"Der Zugang zum Arbeitsmarkt ist wesentlich für gesellschaftliche Teilhabe. Am Übergang nach der Schule werden hierfür entscheidende Weichen gestellt. In der UN-Konvention über die Rechte von Menschen mit Behinderung (UN-BRK) verpflichten sich die Vertragsstaaten, Menschen mit Behinderung den Zugang zu Berufsausbildung und Arbeitsmarkt zu ermöglichen. Dennoch gibt es erhebliche Unterschiede im Zugang zum Arbeitsmarkt und auch den Übergängen nach der Schule zwischen Menschen mit und ohne Behinderung. Hierfür spielen Bildungszertifikate eine zentrale Rolle, wobei junge Erwachsene mit Behinderung ein erhöhtes Risiko haben, nur eine geringe formale Bildung zu erwerben. Allerdings unterscheiden sich Länder in den institutionellen Arrangements, insbesondere im Bildungssystem und im Arbeitsmarkt sowie im Zugang, den Jugendliche mit Behinderung zu formaler Bildung haben. Diese Faktoren können Übergangsprozesse stark beeinflussen oder gar behindern. Ländervergleichende Analysen der Übergänge von Menschen mit Behinderung von der Schule in den Arbeitsmarkt sind jedoch selten, so dass zentrale Fragen danach, welche Rahmenbedingungen für erfolgreiche Übergänge förderlich sind, offenbleiben. In dieser Studie werden vor diesem Hintergrund 31 europäische Länder anhand der Mikrodaten der rotierenden Panels der European Statistics on Income and Living Conditions (EU-SILC) sowie Daten der European Agency for Special Needs and Inclusive Education (EASNIE) daraufhin analysiert, wie die Übergänge von der Schule in den Arbeitsmarkt von jungen Menschen mit Behinderung aussehen und wie Bildung und Behinderung zusammenwirken und so die Übergänge von der Schule in den Arbeitsmarkt beeinflussen. Ein Fokus auf vier deutschsprachige Länder (Deutschland, Luxemburg, Österreich und Schweiz) verdeutlicht, wie divers Übergänge auch innerhalb von Ländern mit ähnlichen Bildungssystemen verlaufen können und verweist auf weiteren Forschungsbedarf zu den Mechanismen, welche den Übergangsprozessen von Menschen mit Behinderung zugrunde liegen." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
The geography of the disability employment gap: Exploring spatial variation in the relative employment rates of disabled people (2024)
Zitatform
Bryan, Mark, Andrew Bryce, Jennifer Roberts & Cristina Sechel (2024): The geography of the disability employment gap: Exploring spatial variation in the relative employment rates of disabled people. (Sheffield economic research paper series / The University of Sheffield, Department of Economics 2024002), Sheffield, 55 S.
Abstract
"The UK is one of the most spatially unequal countries in the developed world, and there is a long recognised need to ‘level up’ the economy. A strong case can be made to suggest that disabled people are particularly disadvantaged when living in a ‘left behind’ area and hence have the most to gain from levelling up. The disability employment gap, that is the difference between the employment rates of non-disabled people and disabled people, was 31 percentage points (pp) in Great Britain as a whole between 2014 and 2019 but ranged from 17pp to 43pp at local (ITL3) level. Using novel decomposition techniques we find that the key drivers of this spatial variation, each explaining similar shares, are local population characteristics and economic structure, including the level and nature of labour demand in geographical areas and the industry composition of the area. However, spatial variation in healthcare capacity, social capital, employer policies towards disability and the stringency of statutory welfare provision do not appear to have an effect on the gap. Our results suggest that locally adapted policies to narrow the gap may be more effective than a one-size-fits-all approach. ER -" (Text excerpt, IAB-Doku) ((en))
-
Literaturhinweis
Impact Evaluation of a New Counselling and Support Programme for Unemployed with Multiple Placement Obstacles (2024)
Zitatform
Böheim, René, Rainer Eppel & Helmut Mahringer (2024): Impact Evaluation of a New Counselling and Support Programme for Unemployed with Multiple Placement Obstacles. (WIFO working papers 672), Wien, 41 S.
Abstract
"We analyzed a new counselling and support program for people with low employment prospects in Austria. The Austrian Public Employment Service introduced regional pilots to investigate whether a new counselling strategy could improve labor market outcomes for this group. Eligible unemployed individuals could opt for third-party counselling and support, access a wide range of low-threshold services, and focus on personal stability rather than job placement. The goal was to achieve similar or even better labor market outcomes at lower cost. By comparing pilot and control regions, we found that introducing the offer resulted in higher costs without improving labor market outcomes." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Impact evaluation of a new counselling and support programme for unemployed with multiple placement obstacles (2024)
Zitatform
Böheim, René, Rainer Eppel & Helmut Mahringer (2024): Impact evaluation of a new counselling and support programme for unemployed with multiple placement obstacles. In: International Journal of Social Welfare, Jg. 33, H. 4, S. 995-1011. DOI:10.1111/ijsw.12657
Abstract
"We analyzed a new counselling and support program for people with lowemployment prospects in Austria. The Austrian Public Employment Service introduced regional pilots to investigate whether a new counselling strategycould improve labor market outcomes for this group. Eligible unemployed individuals could opt for third-party counselling and support, access a widerange of low-threshold services, and focus on personal stability rather than jobplacement. The goal was to achieve similar or even better labor market out-comes at lower cost. By comparing pilot and control regions, we found that introducing the offer resulted in higher costs without improving labour market outcomes." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Discrimination toward the visually impaired and quota policies in the labor market (2024)
Zitatform
Chareyron, Sylvain, Yannick L'Horty, Louise Mbaye & Pascale Petit (2024): Discrimination toward the visually impaired and quota policies in the labor market. In: Labour, Jg. 38, H. 4, S. 558-583. DOI:10.1111/labr.12282
Abstract
"We measure discrimination in access to employment toward people with visual impairment in France and explore its relationship with two public policies designed to facilitate the integration of disabled people into the workforce: the obligation on the employer to adapt the workstation, and a quota policy intended to incentivize the hiring of people with disabilities. We use the correspondence test method in combination with a difference-in-differences strategy, to explore the effects of these different policies. We show that applicants with visual impairments face significant discrimination, and we suggest that the level of discrimination is influenced by both policies." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
The UK Disability Discrimination Act 2005: Consequences for the education and employment of older children (2024)
Zitatform
Ercolani, Marco G. & Emiliya Lazarova (2024): The UK Disability Discrimination Act 2005: Consequences for the education and employment of older children. In: Economics of Education Review, Jg. 100. DOI:10.1016/j.econedurev.2024.102544
Abstract
"We investigate the impact of the 2005 UK Disability Discrimination Act on the educational and employment outcomes for older children with disabilities, using data from the UK Labor Force Surveys. The Act established new legal requirements on employers and qualification awarding bodies to accommodate individuals with disabilities. Furthermore, prior to 2013 children in England and Wales could leave education at age 16, providing a unique opportunity to analyze the 2005 Act's influence on their educational and employment outcomes. Compared to children without disabilities, we found the 2005 Act reduced the likelihood of continuing in education and increased the likelihood of entering the labor market (employed or unemployed) for children meeting both the 1995 Disability Discrimination Act definition of disability and who were reported as work-limited. We also ‘decompose’ average outcomes between children's groups, identifying effects attributable to observable characteristics, discrimination, and unobservable health-related productivity gaps." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
Aspekt auswählen:
Aspekt zurücksetzen
- Ergebnisse und Projekte aus dem IAB
-
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
-
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
-
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