Employers' perceptions of the Americans with Disabilities Act and its effects on vertical mobility in the business world

An extensive review of the literature revealed a paucity of empirical findings concerning the topic of mobility opportunities among employees who were deaf. The majority of the articles on mobility opportunities are, in general, focused on non-disabled groups rather than on employees who were deaf or disabled. This study is one of a few of a growing number of works that deal with employment fields dealing with employers' perceptions towards this group of employees. With the passage of the Americans with Disabilities Act in 1990, this study examined more specifically the issue of vertical mobility opportunities for qualified people who are deaf and with other disabilities in the public and private sectors. Vertical mobility was defined as an individual attaining a more responsible position or a higher level position which this person desires through creativity, education, or training and efforts.; In order to systematically examine the present hiring policies of the employers and the possible future effects of the ADA towards the vertical mobility opportunities among the disabled and deaf graduates in the business world, six primary research questions were addressed in this study: (1) What were employers' views and reactions to the ADA? (2) What were employers currently doing for employees with deafness and other disabilities to increase their vertical mobility? (3) What plans for changes did employers have for policies and practices for employees with deafness and other disabilities? (4) Were employer reactions and past employment policies and practices associated with their future plans for changes as a result of the ADA? (5) Were the size and type of business associated with future plans for changes as a result of the ADA? and (6) Were contacts with, presence of, and past hirings of people with deafness and other disabilities associated with future plans for changes as a result of the ADA?; Findings and conclusions from study include: (1) Most respondents were aware of the ADA, but they were less sure about the details of the law and its effects. (2) With respect to vertical mobility--despite plans, broadened employment opportunities, and more favorable attitudes toward the disabled and deaf--deaf employees are most blocked out, especially for supervisory positions, even though prospects for those with other disabilities are more favorable. (3) Prior contacts and associations with disabled and deaf people, as well as positive perceptions about the ADA, were important from this study in terms of attitudes toward these workers and plans for implementing the law as well as the potential for full accommodation of people with deafness and other disabilities in the work place. (4) Although the size of company per se was not related to plans for the future, businesses that were stable in size were most likely to plan for change as a result of the ADA followed by those employers whose companies were growing.