Blog Post: Disability Resources

Historically, the combination of having a disability and being employed is a relatively new concept, one that is increasingly experiencing new challenges and solutions.  In fact, it was not until the Soldier Rehabilitation Act of 1918 that employment was recognized as filling needs beyond income.  R.H. Moos (1989) wrote that, “…A job can provide structure for a person’s life, a sense of satisfaction and productivity that stems from completing meaningful tasks, a feeling of belonging to a valued reference group, a basis for self-esteem and personal identity….”[1]  This quote leads the discussion of disability employment away from the need for income and towards the need for inclusion, identity and self-worth.  Though income and financial stability are not to be dismissed, a complete reference of need in regard to disability employment must also recognize the benefits beyond a paycheck.

Late in the 20 th century, it was recognized that, “Fear of losing benefits, as well as medical coverage under Medicaid and Medicare, often persuades (Social Security) beneficiaries to severely limit their employment participation and earnings, or more commonly, to not enter the labor force at all.”[2]  In 1999, the Social Security Administration implemented the Ticket to Work and Work Incentives Act that helped relax previous rules regarding employment and the reception of benefits.  Since this time, Work Incentive Planning and Assistance (WIPA; previously Benefits Planning, Assistance Outreach) projects across the country have reached millions of Social Security beneficiaries to help create the awareness that one can receive benefits and work at the same time.  As the fear of losing benefits due to earned income is diminished, the number of people deciding to go back to work continues to increase.

However, the greatest obstacle in the way of disability employment is the towering, barbed wall of misdirected stereotypes.  Too often, employers and co-workers are misled to believe that individuals with disabilities are unable to compete or produce at high rates of efficiency.  Often, it is also misbelieved that firing someone with a disability due to lack of production is illegal.  Please continue to read these blogs to learn more about the ins and outs of what it means to hire and work with someone with a disability. 

Our goal is simple:  Without even knowing it, disability employment is no longer considered a triumph, but a way of life, for all of us.

To learn more, please contact us at jcordova@employmentworks.org or plan on attending our Breakfast with the Experts event on Friday, October 17th at 8:30am at the Jobing.com building.

[1] Moos, R.H.  (1989) as referenced in Smits, Stanley J.  (2004)  “Disability and Employment in the USA: the quest for best practices.”  Disability & Society, v.19, n.6 p.647

[2] O’Brien, Daniel E. et al.  (2003) “The impact of the current employment policy environment on the self-determination of individuals with disabilities.” Journal of Vocational Rehabilitation, v.19, p.106