Accommodating disabled employees

The Job Accommodation Network (JAN), which is funded by the United States Department of Labor's Office of Disability Employment Policy (ODEP), serves as an invaluable resource for employers and employees alike.According to JAN's mission statement, "JAN helps people with disabilities enhance their employability, and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace" (2012).For instance, the role of gender in the accommodation process is rarely discussed.

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Limited research is currently available that specifically discusses the role of gender in determining accommodation requests.

Balser (2007) outlines a number of factors, which may either increase or decrease one's likelihood of making an accommodation request.

In an attempt to improve the occupational endeavors of individuals with disabilities, the Americans with Disabilities Act of 1990 (ADA) was passed by the United States Congress and signed into law by President George H. In terms of employment, qualified individuals with disabilities are protected from on-the-job discrimination, as procedures outlining the criteria for application, hiring, advancement, firing, workers' compensation, and job training cannot be determined based on the presence of a disability.

Under the ADA as amended, in order to be considered to have a disability, an individual must exhibit some form of physical or mental impairment that substantially limits his or her functioning in one or more major life roles (2008).

Are men more likely than women to experience positive accommodation outcomes?

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