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Research

Reports and papers

Supplier Diversity in the GTA: Business Case and Best Practices

Published by: Paul D. Larson, CN Professor of Supply Chain Management, University of Manitoba
Published on: November 2012

Employing a diverse range of people improves an organisation’s reputation with customers and employees as well as leading to financial gains.  Research from Canada looked at business cases showing those who have embraced diversity in their strategies, policies and practices are winning more contracts and making more money than those that don’t.  An outstanding example was London’s winning bid to host this year’s Olympic Games and Paralympic Games.  It pitched the city’s multiculturalism and diversity as major strengths and promised to be the most accessible games ever.  It pledged to employ 200, 000 people needed for the games based on an inclusion strategy which focused on diversity and equality.  As we all saw through coverage it succeeded, and that strategy is now being developed on a national scale. 

Disability in the Workplace_ Employers’ Organizations and Business Networks cover

Disability in the Workplace: Employers’ Organizations and Business Networks

Published by: Bureau for Employers’ Activities and Skills and Employability Department (International Labour Office, Geneva)
Published on: 9 November 2011

This report presents 12 contemporary case studies of employers' organizations and business networks and their work around the issue of disability in the workplace. The profiles highlight how representative organizations of business engage with their members to address disability.

Download the report (PDF 6.2MB)

 

Investing to keep disabled people in work brings long term benefits

Published by:  Royal National Institute of Blind People (RNIB)
Published on: 6 October 2011

Keeping people with disability in employment has a cost benefit of at least 2.5 times an employer's investment, according to a report by the RNIB.
 
The study makes the case for employment retention, showing how it can deliver financial benefits; not only to the employees in question, but to their employers, and to the economy as a whole.

 

A Qualitative Study Exploring Employers’ Recruitment Behaviour And Decisions: Small And Medium Enterprises

Published by: Jacqueline Davidson
Published on: 16 September 2011

A report of research carried out by the University of York and the Social Policy Research Unit on behalf of the Department for Work and Pensions. The report explores the recruitment practices of employers in Small and Medium Enterprises (SMEs), in particular how these relate to disabled people.

 

AFOEM Policy & Advocacy: Realising the Health Benefits of Work

Published by: The Australasian Faculty of Occupational and Environmental Medicine (AFOEM)
Published in: December 2010

The Australasian Faculty of Occupational and Environmental Medicine (AFOEM) of The Royal Australasian College of Physicians (RACP) has recently released the revised consensus statement on the Health Benefits of Work. The consensus statement is a shared desire to improve the welfare of individuals, families and communities.

 

The 2010 Gap Survey of Employment of Americans with Disabilities

Published by: Kessler Foundation and National Organization on Disability, with Harris Interactive
Published in: October 2010

A series of surveys exploring the quality of life and employment opportunities for people living with disabilities. This research marks the sixth effort over the past 24 years to measure the gaps between people with and without disabilities on different indicators, and to track them over time. These indicators include: employment, income, education, health care, access to transportation, socializing, going to restaurants, attendance at religious services, political participation, and life satisfaction. Employment represents the largest gap between the two groups. Of all working-age people with disabilities, only 21 percent say that they are employed, compared to 59 percent of people without disabilities – a gap of 38 percentage points.

 

What next

What next? National Conversation about Work 

Published by: Human Rights Commission
Published in: July 2010

The National Conversation about Work represents the views of over 3000 employers and employees working in a wide variety of industry sectors in cities, provinces and rural communities. The project was undertaken by the Human Rights Commission to identify what constitutes good work and what makes for decent workplaces in New Zealand and to identify how work can be improved in terms of fairness.

 

Disclosing Disability in the Workplace a Review of Literature and Practice in the Irish Public Sector

Published by: National Disability Authority, Ireland
Published in: March 2010

The focus of this research is to gain an understanding of how people with disabilities who are employed in the public sector view this monitoring process as well as the factors they feel facilitate and hinder the disclosure of a disability in the workplace. Section One contains the Literature Review on disclosure in the workplace. Section Two presents the empirical research conducted by the independent researchers. Section Three contains a discussion of the main findings from the literature review and the empirical research and draws some conclusions from the findings.

 

The Role of Employers in Return to Work of People with Musculoskeletal Pain Disorders

Published by: Dr. Sarah Clark, ACC
Published in: February 2010

This evidence-based review summarises information on the role of employers in Return to Work (RTW) of people with musculoskeletal disorders. It contains a synthesis of the best evidence available.

PDFDownload the report (PDF, 363KB)

 

Disability and Employment literature reviewEEO Trust - Disability and Employment literature review

Published by: Equal Employment Opportunities Trust
Published in: May 2005

This literature review on issues around employment and disabled people identified that these are:

  • Attitudinal barriers of employers and fellow employees are a greater barrier than physical barriers such as workplace accessibility.
  • Senior management commitment to tapping into the skills of disabled people is essential.
  • Employers and other employees need to know more about the abilities of disabled people.
  • Employers need to know more about the support services and funding available if they employ a disabled person.
  • Employers need to know the business case for employing disabled people, in particular that disabled pe ople tend to have:
    • Low absenteeism
    • Low turnover
    • Low accident rates
    • High productivity
    • High motivation
  • The issue needs to be taken beyond getting a job to enabling disabled people to contribute fully in the workplace and achieve their potential within the workplace.

Word iconDownload the report (DOC, 519KB)

 

Overcoming Barriers to Employment for Disabled New Zealanders

Published by: Ross Brereton, Disabled Persons Assembly New Zealand
Published in: March 2009

Word iconDownload the paper (DOC, 401KB)

 

Realising the Health Benefits of Work

Published by: Australasian Faculty of Occupational and Environmental Medicine (AFOEM) of the Royal Australasian College of Physicians (RACP)
Published in: May 2010

  • Download the position statement at AFOEM. 

 

Helping People Return to Work: Using Evidence for Better Outcomes 

Published by: Australasian Faculty of Occupational and Environmental Medicine (AFOEM) of the Royal Australasian College of Physicians (RACP)
Published in: May 2010

  • Download the policy document at AFOEM.

 

Step Up AucklandStep Up Auckland: Decision-makers getting it right for disabled Aucklanders

Published by: Auckland Disability Research Group
Published in: September 2009

PDFDownload the report (PDF, 1.29MB)

 

 

 

 

Step Up AucklandDoing what works: Evidence-based supported employment

Published by: Workwise Employment Agency
Published in: 2008

Evidence-based supported employment (EBSE) is a proven method of supported employment which is used across the world. It integrates employment assistance with mental health treatment and support. EBSE has seven key principles, each of which is needed for services to work well. These principles involve:

  • focusing on paid open-market employment of a person’s choice – no sheltered work or lengthy job preparation
  • ongoing support for as long as it’s needed, even once the person gets a job
  • support provided alongside clinical care and welfare benefits advice.

PDFDownload the report (PDF, 349KB)

Read about EBSE online

 

Audio Visual Materials

"Works for Me"

Think Differently campaign has partnered with the Employers’ Disability Network (EDN) and Attitude Pictures to produce a DVD for employers – “Works for Me”.

"Works for Me" is a valuable resource for employers, chambers of commerce and employment groups. Smart employers who recognise people with disabilities can offer unique talents and by employing someone with a disability can have a positive impact on the culture of their business.  The DVD includes interviews of employers and employees from a different range of occupations.