Date of Conferral
2022
Degree
Ph.D.
School
Human Services
Advisor
Sarah Matthey
Abstract
AbstractMultiple barriers impede individuals with intellectual and developmental disabilities (IDDs) from gaining access to jobs that are competitive and integrated and that offer them a living wage. People with IDDs experience an inability to develop necessary employable skills and may be affected by hiring manager perceptions and lack of awareness of available job opportunities. The purpose of this basic qualitative study was to explore hiring managers’ perceptions of hiring individuals with IDDs in competitive integrated employment (CIE) settings in Tennessee. Critical disability theory was used to frame this study. Nine hiring managers in Tennessee who have worked with people with IDDs in CIE settings for at least one year were interviewed to collect data. Saldana’s inductive coding process was used for data analysis. Six themes were identified: (a) disability limits types of jobs appropriate, (b) loyal and dedicated, (c) often overlooked for employment, (d) a potential workforce, (e) negatives related to the disability are important to know up front, and (f) training needs are important to know. Hiring managers in favor of hiring people with IDDs considered them good employees but expressed concerns about prehiring and accommodations. The results of this study could have implications for positive social change by leading to modifications in community employment policies and procedures in agencies that support people with IDDs in securing and maintaining meaningful employment.
Recommended Citation
Price-Guthrie, Carol L., "Hiring Managers’ Perceptions of Hiring Adults With Intellectual and Developmental Disabilities" (2022). Walden Dissertations and Doctoral Studies. 13697.
https://scholarworks.waldenu.edu/dissertations/13697
