Scheid T L
Department of Sociology, University of North Carolina at Charlotte 28223, USA.
J Behav Health Serv Res. 1998 Aug;25(3):312-24. doi: 10.1007/BF02287470.
This research examines the response of employers to the Americans with Disabilities Act (ADA), with a specific focus on the employment of those with mental disabilities. A telephone survey was completed in a metropolitan area in the southern United States with a random sample of 117 businesses. In terms of specific practices that indicated compliance with the ADA, 15% had specific policies for hiring those with mental disabilities, and 37.6% had indeed hired such individuals. Companies that had complied with the ADA were more likely to be large and to have specific policies for the hiring of minorities and those with physical disabilities. Employers also did not believe that employment of those with mental disabilities was their responsibility, and supported increased efforts by the rehabilitation community to improve employment opportunities for individuals with mental disabilities Mental health services providers need to work more closely with employers in their regions and educate them about the capabilities of individuals with mental disabilities, and inform employers that the types of accommodations necessary are neither costly nor difficult to implement.
本研究考察了雇主对《美国残疾人法案》（ADA）的反应，特别关注对精神残疾者的雇佣情况。在美国南部一个大都市地区完成了一项电话调查，随机抽取了117家企业作为样本。在表明符合《美国残疾人法案》的具体做法方面，15%的企业有雇佣精神残疾者的具体政策，37.6%的企业确实雇佣了这类人员。符合《美国残疾人法案》的公司更有可能规模较大，并且有雇佣少数族裔和身体残疾者的具体政策。雇主们也不认为雇佣精神残疾者是他们的责任，并支持康复团体加大努力，以改善精神残疾者的就业机会。心理健康服务提供者需要与所在地区的雇主更密切地合作，让他们了解精神残疾者的能力，并告知雇主所需的便利措施既不昂贵也不难实施。
