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Background: Museums are key educational and cultural resources in the community, yet many are not accessible to visitors with disabilities. Universal design promotes products and environments usable to the greatest extent possible by all people, regardless of ability. This study explores current industry practice and perceptions of accessibility and universal design in a small sample of American museums. Suggestions for how occupational therapists can help museums go above and beyond ADA guidelines are provided. Method: An 17-item cross-sectional survey was used to collect data. Twenty-five museum associations assisted with recruitment. A descriptive numerical summary and qualitative analysis were used to summarize the results. Results: Sixty respondents participated in the survey. Accommodations for visitors with visual impairment and physical barriers created by historical buildings were identified as both challenges and successes by the respondents. Confusion between ADA standards and universal design was evident in several responses. Conclusion: The most frequently reported accessibility rating was good. Staff training and community-based partnerships are important, but often overlooked practices for improving accessibility. Local agencies who serve people with disabilities are underused resources in the community. There is a potential role for occupational therapists to assist museums with staff training, recruiting people with disabilities, and establishing community partnerships. Additional research is warranted. [ABSTRACT FROM AUTHOR]

Physicians from underrepresented groups are at greater risk of experiencing mistreatment from coworkers and patients, including offensive remarks, physical harm, threats of physical harm, and unwanted sexual advances. These can have far-reaching negative consequences for the physicians' personal and professional lives. This study used data from a nationally representative sample of physicians to examine workplace mistreatment experienced by physicians with disabilities and determine whether physicians with disabilities are more likely to experience mistreatment in their workplace than physicians without disabilities. Compared with their nondisabled peers, physicians with disabilities had a significantly higher likelihood of experiencing every type of mistreatment from both patients and coworkers. Our findings suggest the need for disability-focused anti-mistreatment policies and practices. [ABSTRACT FROM AUTHOR]

An increasing number of individuals are requesting disability accommodations on high-stakes licensing examinations, and neuropsychological evaluation reports are a frequent component of disability documentation. This study reviewed 103 requests for accommodations based on a learning disability (LD), submitted to the National Board of Osteopathic Medical Examiners between 2013 and 2016 for accommodation on the licensure exams for osteopathic physicians. Depending on criteria employed, anywhere from 84 to 97% of applicants failed to meet recognized criteria for a LD diagnosis, with the vast majority demonstrating academic functioning that was average or better relative to most other individuals in the general population. Thus, although given a disability diagnosis, the majority lacked evidence of substantial impairment that would require accommodations under the Americans with Disabilities Act. Additionally, no significant differences were found between the academic achievement or fluency scores of those requesting 50% as compared to 100% extra time. Finally, many evaluators employed grade-based assessment measures to demonstrate academic impairment, even when candidates' functioning using age-based comparisons was unimpaired. Recommendations for future research and practice based on these and other findings are discussed. [ABSTRACT FROM AUTHOR]

Participation in competitive employment and other meaningful work activities is considered a fundamental human right and crucial to the health and well-being of people with and without disabilities. Approximately less than 30% of the persons with a disability aged 16 to 64 were employed in 2017, which is a striking disparity given that 73.5 % of people in this age group without disabilities were employed. Several 2 x 2 Factorial Designs were used to determine how a job applicant's disability status (disability disclosed, disability not disclosed) and gender (female, male) impacted how Human Resource Managers' (N = 392) evaluated the job applicant in three areas, including (a) how likely are they to hire this job applicant, (b) how qualified do they view this job applicant, and (c) what would they recommend as a starting salary if the applicant was hired. Furthermore, there was an interest in investigating how knowledge of Title 1 of the Americans with Disabilities Act (ADA) influenced the Human Resource Managers' hiring-related decisions. Findings revealed that the starting salary was significantly lower for the applicant with a disability. Knowledge of the ADA did not control for any hiring-related decisions. Discussion and implications are provided. [ABSTRACT FROM AUTHOR]

Objective: Negative stigma related to mental health diagnoses is common in both clinicians and the public. Questions about physical and mental conditions on licensure applications often are overly broad and may violate the Americans with Disabilities Act (ADA). This study investigated state physician assistant (PA) licensing applications relating to physical and mental health, and their consistency with the ADA. Methods: We collected PA state licensure applications from all 50 states and the District of Columbia. To be considered consistent with the ADA about physical conditions, an application had to only contain questions about a current (within the past year) physical health condition that impaired the applicant's ability to practice as a PA, or not include any questions about physical health. Questions that asked for speculation about possible future situations were considered inconsistent with the ADA. Results: Nearly 57% of state PA licensing applications were consistent with ADA guidelines on physical conditions; 51% were consistent for mental health conditions. Conclusions: Many state PA licensing boards include questions about physical and mental health conditions that are not limited to current impairment. These licensure questions could violate the ADA, and may reduce PAs' willingness to seek help for mental health issues. Balancing public safety with clinician health is a challenge. Further research and action are needed to optimize PA licensure questions on physical and mental health. [ABSTRACT FROM AUTHOR]

Aim: Increasing usage of cultural arts venues by children with special needs has created a need to optimize participation planning. A team of three occupational therapy graduate students and one faculty researcher was invited to provide a local children's theater staff with training for supporting children with special needs. The team aimed to determine how their collaboration with the theater could contribute to understandings of best practices in community participation planning.Method: The team participated in theater events, conducted a facility assessment, interviewed staff members with varying role responsibilities, and surveyed staff before and after conducting a participation-planning workshop.Results: The collaborative approach to participation planning utilized strategies that provided practical applications for theater staff, including planning for sensory processing and regulation challenges, and providing staff with behavior management and communication tips for interacting with children.Conclusion: Through training, staff participation planning evolved from reacting to present-day problems to proactively planning for future initiatives. Staff expressed desires to have some of their own members become in-house experts for participation planning, allowing others to pursue the theater's mission: providing live children's theater performances and programs. [ABSTRACT FROM AUTHOR]

As one ages, the chance of acquiring functional limitations increases dramatically. Thus, a remarkably high proportion of older workers will likely qualify for workplace accommodations. The current study aimed to gain an understanding of subgroups of older workers who were less likely to request and receive accommodations, associations of psychosocial factors (i.e., workplace supports, employees’ knowledge of the Americans With Disabilities Act [ADA] and accommodations, and whether an individual has a work goal) with requesting and receiving accommodations, and differences on these psychosocial factors within various demographic subgroups of older workers. Two hundred thirty-one individuals 50 years and older recruited from multiple national organizations and rehabilitation agencies participated in this study through an online survey. The study found that the psychosocial factors were positively associated with requesting and receiving accommodations. In addition, participants who were less likely to request and receive accommodations reported lower scores in the psychosocial factors. Practical implications for rehabilitation counselors and further research are discussed. [ABSTRACT FROM AUTHOR]

BACKGROUND: Employment of people with disabilities continues to be a concern in the field of rehabilitation counseling. Employment rates remain low, resulting in many people with disabilities living at or below the poverty line. OBJECTIVE: The purpose of this study was to investigate the perceptions of Hispanic small business owners toward hiring people with disabilities. METHODS: The 38-item Employer Attitudes Questionnaire (EAQ) and the 33-item Small Business Owners Survey (SBOS) were used to investigate attitudes and concerns about hiring issues along with the business owners' general feelings toward the Americans with Disabilities Act (ADA). Survey packets were distributed in the business districts of two selected cities in southern Texas. Two hundred and seventeen participants took part in the study. RESULTS: The findings suggest that there is a range of views about the capabilities of workers from various disability categories as well as differing opinions on the cost of reasonable accommodations. The results of a regression analysis yielded three significant predictors influencing hiring decisions: whether the business owner had a family member or a friend with a disability, the business owner's marital status, and their awareness of the ADA. CONCLUSIONS: There is a continuing need to educate small business owners about disability- and employment-rights legislation; however, cost considerations to provide reasonable accommodations for people with disabilities seem to be significantly more important for small business owners than for large corporations. [ABSTRACT FROM AUTHOR]

BACKGROUND: The recent rehabilitation literature does not include a thorough assessment of the employment concerns of people with MS. OBJECTIVE: This article presents descriptive findings from a national survey of the employment concerns of Americans with multiple sclerosis (MS; N= 1,924), representing nine chapters of the National Multiple Sclerosis Society. METHODS: Respondents were asked to evaluate 38 employment concerns items on two dimensions, importance and satisfaction, for the purpose of identifying strengths and weaknesses in the employment policies and practices affecting the labor force participation of people with MS. RESULTS: Results revealed a total of 32 employment strengths and six employment weaknesses. CONCLUSIONS: In spite of a jobless rate of more than 60 percent, people with MS were satisfied with the majority of employment concerns. Implications of these findings for rehabilitation policy and service delivery are examined. [ABSTRACT FROM AUTHOR]

The Americans with Disabilities Act (ADA) requires full and equal access to healthcare services and facilities, yet studies indicate individuals with mobility disabilities receive less than thorough care as a result of ADA noncompliance. The objective of our pilot study was to assess ADA compliance within a convenience sample of healthcare clinics affiliated with a statewide healthcare network. Site assessments based on the ADA Accessibility Guidelines for Buildings and Facilities were performed at 30 primary care and specialty care clinics. Clinical managers completed a questionnaire on standard practices for examining and treating patients whose primary means of mobility is a wheelchair. We found a majority of restrooms (83%) and examination rooms (93%) were noncompliant with one or more ADA requirements. Seventy percent of clinical managers reported not owning a heightadjustable examination table or wheelchair accessible weight scale. Furthermore, patients were examined in their wheelchairs (70%-87%), asked to bring someone to assist with transfers (30%), or referred elsewhere due to an inaccessible clinic (6%). These methods of accommodation are not compliant with the ADA. We recommend clinics conduct ADA selfassessments and provide training for clinical staff on the ADA and requirements for accommodating individuals with mobility disabilities. [ABSTRACT FROM AUTHOR]

Background/aim: The Americans with Disabilities Act (ADA) Title III mandates accessibility of all public facilities, including fitness facilities. The purpose of this study was to examine the ADA compliance of fitness facilities located in the St. Paul and Minneapolis metropolitan area, US. Methods: Twenty randomly selected fitness facilities were evaluated for ADA compliance using the Accessibility Instruments Measuring Fitness and Recreation Environments (AIMFREE) Professional Version (The National Center on Physical Activity and Disability, 2010). The assessment evaluated physical, educational, and informational aspects within each fitness facility. Results: None of the 20 participating fitness facilities in the St. Paul and Minneapolis metropolitan area were 100% ADA compliant. The overall compliance of all 20 participating fitness facilities, as measured by the AIMFREE, was 48.4%. The highest scoring domain was water fountains (77.8%) and the lowest scoring domain was telephones (23.3%). The results of the study showed the fitness facilities in the St. Paul and Minneapolis metropolitan area were not compliant with ADA standards. Conclusion: Occupational and physical therapy practitioners have a significant role in advocating for accessibility of public facilities, such as fitness facilities. Practitioners can collaborate with fitness facility owners to provide structural and educational resources to better accommodate the needs of individuals with disabilities. [ABSTRACT FROM AUTHOR]

OBJECTIVE: The development and evaluation of Un Abrazo Para La Familia, [A Hug for the Family] is described. Un Abrazo is discussed as an effective model of education, information-sharing, and skill-building for use with low-income co-survivors of cancer. PARTICIPANTS: Sixty co-survivors participated. The majority were women and all reported being Hispanic. METHODS: Using quantitative data (N=60), the needs, concerns, and characteristics of the co-survivor population served through Un Abrazo are presented. Further, we offer three qualitative case studies (with one co-survivor, one survivor, and one non-participant) to illustrate the model and its impact. RESULTS: The median level of education level of co-survivors was 12 years. The majority were unemployed and/or identified as homemakers, and indicated receipt of services indicating low-income status. Half reported not having health insurance. The top four cancer-related needs or concerns were: Information, Concern for another person, Cost/health insurance, and Fears. CONCLUSIONS: Recognizing the centrality of the family in addressing cancer allows for a wider view of the disease and the needs that arise during and after treatment. Key rehabilitation strategies appropriate for intervening with co-survivors of cancer include assessing and building upon strengths and abilities and making culturally-respectful cancer-related information and support accessible. [ABSTRACT FROM AUTHOR]

Despite significant program efforts since the ADA was passed in 1990, the employment rates of people with disabilities have changed little. While the causes behind these disappointing outcomes are multi-facetted and complex, it is clear that a knowing-doing gap has limited the effectiveness of efforts to change these disappointing statistics. That is, though employers have a basic knowledge of the ADA, this knowledge is largely not being translated into actions or practices. Approaches are needed that go beyond merely disseminating information to actively engage employers in bringing about organizational change. We designed, implemented and researched a program aiming to bridge the knowing-doing gap. This program was based on a blended learning approach designed to build organizational change strategies and partnerships. A comprehensive program research effort included both a measure of immediate program impact (using the BIAT - a researcher-developed and validated tool) and longer-term impact (using a grounded theory, open-ended interviewing protocol). Implications for further research and practice are discussed using findings from both the short-term and long-term studies. [ABSTRACT FROM AUTHOR]

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]

The article discusses a study by C. Blauwet and colleagues to evaluate the association between participation in organized sports programs and employment in adults with chronic spinal cord injury (SCI). The study found that employment was associated with younger age and a higher level of education, whereas obesity decreased the likelihood of employment. In the case of adults with chronic SCI, participation in organized sports was positively associated with employment.

To be successful in inclusive classrooms, middle school students need effective note-taking skills to learn lecture content. Unfortunately, students with disabilities perform poorly at recording critical lecture content in notes and perform poorly on subsequent tests. Therefore, the purpose of this study was to assess the effects of a note-taking technique, called strategic note-taking, on the note-taking and achievement of students with and without learning disabilities. The Results showed that students who were trained to use strategic note-taking performed better than students who used conventional note-taking on measures of immediate recall and comprehension. The limitations of the research and the implications for future research are discussed. [ABSTRACT FROM PUBLISHER]

Background: The population of people with disabilities (PWD) in Spain, according to available data reveals high rates of unemployment (20.34%) and, more alarmingly, a low rate of paid work within this collective at 35.5%. One of the possible causes of this low level of work may be related to the receipt of allowances that would seem to have an inhibiting effect on employment. Specific aims: The aim of this project was to investigate the effects of receiving an allowance on work and employment in PWD. We also studied compatibility between non-contributory allowances and work. Method: This involved working with a sample of 2,259 PWD nationwide, these mainly being men (57.61%). The methodology used was both quantitative and qualitative. Findings: The study results showed that people who receive an allowance, whether contributory or non-contributory, reveal unemployment rates higher than in the remainder of PWD. Similarly, recipients of allowances are mainly inactive while PWD not in receipt of an allowance are mainly active. Discussion: While the pension system is necessary, this must be very flexible in compatibility with the job and be accompanied by incentive measures for access. [ABSTRACT FROM AUTHOR]

Introduction The goal of this study was to assess the construct validity of the Affective Reactions subscale of the Disability Questionnaire by analyzing its underlying factor structure. The Affective Reactions subscale consists of 21 items measuring emotional reactions related to working with people with disabilities and contributes to the overall measurement of employers' attitudes toward individuals with disabilities. Methods The sample included 142 employers in Colorado Springs, Colorado. Exploratory factor analysis was used to examine the factorial structure of the Affective Reactions scale and multiple regression analysis was used to determine the relationship between affective reaction factors and ADA knowledge, perceived reasonableness of workplace accommodations, and experience working with people with disabilities. Results Exploratory factor analysis revealed three underlying attitude dimensions: (a) Negative Cognitive and Affective Reactions, (b) Positive Attitudes toward Accommodations, and (c) Positive Attitudes towards Equal Treatment of People with Disabilities in the Workplace. Multiple regression analysis results indicated that positive attitudes toward people with disabilities in the workplace are associated with positive beliefs about the reasonableness of accommodating people with disabilities in the workplace and positive attitudes are related to higher level of experience working with people with disabilities. Conclusions The construct validity of the Affective Reactions subscale of the Disability Questionnaire is supported by the identification of three underlying attitudinal constructs. [ABSTRACT FROM AUTHOR]

Introduction Demand-side employment research on company policies and practices related to retention and absence and disability management (ADM) can contribute to our understanding of employment issues related to people with disabilities from the employers' perspective. Aim To examine company ADM and retention practices and their effectiveness, as well as how these company policies and practices might influence hiring of people with disabilities. Method Disability Management Employer Coalition employer members ( N = 650) were surveyed by internet and the survey data were analyzed using descriptive statistics, correlation, and multiple regression. Results Ninety-five participants responded to the survey resulting in a response rate of 14%. Retention practice was found to be associated with retention effectiveness ( r = .39, P < .01). Items most highly correlated with retention effectiveness address the provision of development opportunities to employees at every level, seeking the ideas and involvement of employees, and assuring they know how their work and performance support the mission. ADM practice was related to improving health and managing health conditions ( r = .26, P < .05) and resolving disability and bringing back to work ( r = .37, P < .01). Consistent RTW procedures ( r = .21), employee-oriented culture ( r = .23), safety/risk prevention ( r = .21), and very early intervention ( r = .21) correlated with delaying/preventing employment exits related to health impairment. Retention practice, ADM practice, retention effectiveness, ADM effectiveness and disability attitudes comprised a model to predict the hiring of people with disabilities. The six-predictor model was significant, F(6, 86) = 13.54, P < .001 and accounted for 49% of the variance in hiring. However, only the disability attitudes factor ( β = .628, P < .001) was found to be significantly associated with hiring. Conclusions Findings substantiate a positive relationship among retention practices, ADM practices and outcomes. Both are associated with retaining employees who develop potentially disabling conditions; but they are not directly connected to hiring people with disabilities. These appear to be two different policy and practice issues within most companies. [ABSTRACT FROM AUTHOR]

The article presents a study which examines the physical disability of graduating medical students in the U.S. It notes the methods used for the cross-sectional study which include questionnaires given to deans of student affairs from all medical schools and convenience sampling method to recruit the schools for the study. Result of the survey depicts that 28 out of 18,497 medical students graduated from 40 medical schools with physical disabilities.