Affiliations: [a]
Virginia Commonwealth University, Richmond, VA, USA
| [b]
University of Wisconsin-Madison, Madison, WI, USA
| [c]
University of Northern Colorado, Greeley, CO, USA
| [d]
Northeastern Illinois University, Chicago, IL, USA
| [e]
Independent Researcher, Madison, WI, USA
| [f]
University of Kentucky, Lexington, KY, USA
| [g] Haas School of Business, University of California Berkeley, Berkeley, CA, USA
| [h]
Our Lady of the Lake University, San Antonio, TX, USA
Correspondence:
[*]
Address for correspondence: Kanako Iwanaga, Department of Rehabilitation Counseling, Virginia Commonwealth University, 900 East Leigh Street Richmond, VA 23298-0330, USA. E-mail: iwanagak@vcu.edu.
Abstract: BACKGROUND:Employing qualified individuals with disabilities can improve organizational competitiveness and promote diversity, equity, and inclusion (DEI) policies. However, research on disability inclusion policy and practices among employers committed to hiring people with disabilities is limited. OBJECTIVE:This study aimed to investigate efforts of Fortune 500 companies to include disability in their DEI policy and examine the effect of disability inclusion policy and practices on employment of people with disabilities METHODS:Four hundred sixty-six human resource and project managers with hiring authority participated in the present study. The Disability Inclusion Profiler-23 (DIP-23) was used to assess the perceived importance and implementation level of disability inclusion policy and practices in Fortune 500 and non-Fortune 500 companies. Two-sample independent t-tests were used to compare disability-employment rates and disability inclusion scores between Fortune 500 and non-Fortune 500 groups. Parallel mediation analysis was conducted to examine the extent to which executive level and mid-manager level DIP scores mediated the relationship between Fortune 500 companies and disability employment rates. RESULTS:Fortune 500 companies demonstrated higher disability employment rates and better disability inclusion policies and practices compared to non-Fortune 500 companies. CONCLUSION:State vocational rehabilitation agencies and other disability service providers should engage Fortune 500 executives to bolster disability inclusion efforts. Collaboration between vocational rehabilitation professionals and mid-level managers can enhance DIP policy implementation, thereby improving employment opportunities for people with disabilities.
