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The article focuses on enhancing selection tests for disabled job applicants by addressing the legal, design, and bias-related issues within the selection process. It emphasizes the need for reasonable accommodations under the Americans with Disabilities Act (ADA), the importance of test accessibility to ensure equitable assessments, and strategies to mitigate rater biases that could adversely affect evaluations of disabled candidates.

Mild and moderate mental illnesses can hinder labor force participation, lead to work interruptions, and hamper earning potential. Targeted interventions have proven effective at addressing these problems. But their potential depends on labor protections that enable people to take advantage of these interventions while keeping jobs and income. [ABSTRACT FROM AUTHOR]

The article offers information on Predictive Health Information and Employment Discrimination under the Americans with Disabilities Act and Genetic Information Nondiscrimination Act (GINA). It mentions completion of a draft sequence of the human genome facilitated the study of genomic variation, including research using single nucleotide variants, genome-wide association studies (GWAS), genotype-phenotype associations, and other methods.

This study examined differences between requesters and non-requesters of workplace accommodations in their self-reported job performance and job satisfaction. Participants were 194 individuals with visual and hearing disabilities (females = 67.5%, visual = 53.2%) receiving rehabilitation and related services in the US. They completed a survey on their self-reported accommodation requests, job satisfaction and work performance. Chi square and ANOVA tests were used to compare and contrast the differences. Findings suggest participants with requested accommodations have higher levels on job performance and job satisfaction than non-requesters. Individuals who were more likely to request accommodations were associated with higher educational background, moderate disability severity and higher levels of workplace supports from employers and coworkers. They reported higher knowledge levels on Americans with Disabilities Act and accommodation procedures, and higher outcome expectations and self-efficacies in requesting accommodations. Requesting workplace accommodations is an interactive and multifaceted process that involves various biopsychosocial factors. Rehabilitation professionals should help individuals with sensory disabilities from biopsychosoical perspectives to enhance job accommodation and job satisfaction. [ABSTRACT FROM PUBLISHER]

It is 20 years since the passage of the Americans With Disabilities Act, yet employment and economic inequities continue for people with disabilities. The purpose of this article is to inform and encourage disability management leading practices to contribute toward reducing these disparities. The approach is an examination of where in the employment process applicants and incumbent employees perceive employment disability discrimination, leading to the filing of charges against an employer. Employment disability discrimination claims filed by individuals over 15 years (1993-2007) with the United States (US) Equal Employment Opportunity Commission or state and local Fair Employment Practice Agencies are studied. The authors analyse employment discrimination charges by year, basis (i.e., protected class characteristics, such as disability, age, or race), issue (i.e., actions of the employer, such as discharge, hiring, or harassment), employer characteristics (i.e, size of business and industry sector), and joint filings under Title VII of the Civil Rights Act (gender, race/ethnicity, and religious discrimination) and the Age Discrimination in Employment Act (ADEA). Special attention is paid to where in the employment process people with specific impairments are perceiving discrimination. Implications of these research findings for the practice and administration of disability management and employer policies are discussed. [ABSTRACT FROM AUTHOR]

The authors reflect on an article regarding the employment rate for individuals after the implementation of the U.S. Americans with Disabilities Act (ADA). They cite that one of the hindrances to diversifying the workforce by including individuals with disabilities is the challenge that many have with voluntarily disclosing their status. They note the recognition of mental illness and cognitive disabilities as areas of disability that have been stigmatized due to the historic perception.