Publications related to Job search/career advancement
The Institute Brief 24
One potential arena of employment for young people with disabilities is the arts. This brief reports on effective strategies that 47 young artists with disabilities used to gain access to arts-related experiences in order to further their educational and career pathways. Across program years 2002–2005, these young artists, all aged 16 to 25, were finalists in the VSA arts/ Volkswagen of America, Inc. Program, an arts competition that was intended to showcase their talents and accomplishments. As part of the overall evaluation, we were able to identify career development strategies based on a review of finalists’ program applications. This brief is mainly targeted at visual artists, although the strategies may also apply to other groups of artists.
Gender Differences in Individual Employment outcomes of People with Developmental Disabilities
Research to Practice Brief, March 2008, Issue 46
The Institute Brief, Issue No. 25
It has been known for decades that individuals with autism spectrum disorders (ASD), including those with significant impairment or who have behaviors that others find challenging, can work when they are given appropriate supports (Smith, Belcher, & Juhrs, 1995). It is also clear that individuals with ASD can benefit from employment. Benefits include improved emotional state, greater financial gain, decreased anxiety, greater self-esteem, and greater independence (Mawhood & Howlin, 1999; Hurlbutt & Chalmers, 2004). Nonetheless, employment outcomes for individuals with ASD have traditionally been poor (Bilstedt, Gilberg, & Gilberg, 2005; Howlin, Goode, Hutton, & Rutter, 2004). Even those who do find work are often underemployed or do not hold onto jobs for a long period of time (Mawhood & Howlin, 1999).
This curriculum is for trainers working with individuals with limited work experience; its goal is to help those job seekers to become engaged in career and job exploration through Networking. It is designed for professionals working with school-to-work transition-age youth, however it has broad applicability to others with limited work experience. This curriculum give students opportunities to practice and put into use networking skills such as: identifying their own network, approaching people, talking about their skills and interests, learning about what employers look for, exploring careers and job options, and exhibiting good business etiquette. Activities vary to accommodate diverse learning styles, and trainers can select lessons that fit the needs of their groups.
An Employment Planning Guide for Families of Young Adults with Intellectual Disabilities
Collaboratively designed by ICI and the Department of Developmental Services, this booklet will help families get started with the school-to-work transition process. Readers will learn about resources, services, and programs available for young adults with intellectual disabilities in Massachusetts; and find inspiration in the many success stories of young adults who have secured fulfilling employment with appropriate supports.
MassWorks 6, 2008
Finding ways to collaborate with the mainstream workforce system can not only expand the opportunities for the people you serve but position your organization as a valuable resource to the workforce development system.
Tools for Inclusion 22
Persons with disabilities should direct their own job searches, from determining their interests and goals to researching employment opportunities to starting a new job. Doing so increases their sense of empowerment and can contribute to their employment success. Employment professionals have a facilitating role to play in the process. Job seeker self-determination practices should drive employment services' coordination, funding, and implementation.
Institute Brief 23
The national percentage of people of working age with disabilities who are employed continues to hover around 37%, compared with 80% for their peers without disabilities (U.S. Census Bureau, 2005). However, according to the Harris Poll (2004), 67% of people with disabilities who are not currently working would like to be (Dixon, Kurse, & Van Horn, 2003). In the late 1990s, a Presidential Task Force began work on improving the employment rate for adults with disabilities, a national priority that was further supported by the New Freedom Initiative of 2001, creating a bipartisan effort. Despite these initiatives, the rate of employment for people with disabilities has not increased.
While the primary customer of employment services for people with disabilities is the job seeker, placement services can only succeed if they meet the needs of business. This issue of MassWorks examines the â€œdemand sideâ€ of job development. With a list of resources.
Institute Brief 21
There are many steps to finding and getting the right job, and this process can be challenging. Many job seekers have found that breaking the job search down into a series of small, workable tasks makes the process much more manageable. It also gives the job seeker a sense of accomplishment when each task is completed. A 30-Day Placement Plan is one way to keep tasks in order.
Institute Brief 20
Networking is considered the most effective way to find a good job. However, sometimes people find networking difficult. This brief addresses common reasons why people might not be comfortable and offers possible solutions. Particular concern is paid to differences between cultures.
Research to Practice 37
While individuals with disabilities face many obstacles when seeking employment, there are usually additional challenges for those from diverse cultures. To address this issue, ICI formed partnerships with community immigrant organizations to teach networking techniques to job seekers.
Tools for Inclusion 19
Every state has a vocational rehabilitation agency that is designed to help individuals with disabilities meet their employment goals. Vocational rehabilitation agencies assist individuals with disabilities to prepare for, get, keep, or regain employment. This publication answers questions frequently asked by individuals with disabilities. For consumers.
Institute Brief 17
Successful job development for people with disabilities is about meeting the specific and often unique needs of each job seeker. Job creation is a way to modify or restructure existing jobs or bring together a combination of job tasks that fill the work needs of an employer while capitalizing on the skills and strengths of workers with significant disabilities. This is the second issue in the new ICI Professional Development Series.
Institute Brief 16
Sometimes counselors think that person-centered career planning has to involve a big meeting, or is only for people with the most significant disabilities. The first issue in the new ICI Professional Development Series lays out the principles of listening to job seekers to help them shape and achieve their career goals.
Tools for Inclusion 18
An ICI study with job seekers revealed four strategies that can make it easier to find a job.
This web publication shares success stories and suggestions to help people with disabilities use flexible funding to find and keep the jobs they want.
Information and suggestions for college career services offices to help them reach students who have disabilities.
Institute Brief 15
This checklist can help staff and directors at One-Stop Career Centers and state and private agencies evaluate the quality and responsiveness of their services to job seekers with disabilities. Areas covered include access to resources, agency culture, coordination, and consumer-directedness.
Tools for Inclusion 16A
Asking for job accommodations can feel intimidating, especially if an individual has decided not to disclose his or her disability. The good news is that this negotiation can be, in fact, rewarding and empowering. The Working It Out Together project asked experts for tactics to create win-win situations.
Tools for Inclusion 16
It is important to evaluate employment services and decide if you are getting the results that you are looking for. You should have high expectations! If you are currently using an agency for help with employment, this checklist can help you make sure you are getting what you need.
Making Dreams a Reality: Using Personal Networks to Achieve Goals as You Prepare to Leave High School
Tools for Inclusion 15
Leaving high school can be both exciting and stressful. This brief tells the stories of students who used their personal networks to exercise self-determination and follow their goals, and includes worksheets for students to build and use their own networks.
Tools for Inclusion 14
A person-centered approach can help individuals with disabilities make satisfying job choices. This brief guides job seekers through a three-stage career development process that includes assessing their interests, researching the job market, and marketing themselves to potential employers.
Effective Customer Service Delivery in Employment Support: Finding a Common Ground Between Guided and Self-Directed Service Delivery
Research to Practice 26
An ICI study analyzed the experiences of individuals who successfully found jobs through agencies and discovered five characteristics of effective employment services. This brief describes guided and self-directed approaches and provides recommendations for agency staff.
Stories of Success: Using Networking and Mentoring Relationships in Career Planning for Students with Disabilities and Their Families
Tools for Inclusion 12
This brief gives examples of how students and families have successfully used networking and mentoring to learn about jobs and find employment, and gives students tools to build and use their personal networks throughout the career planning process.
Tools for Inclusion 10
General information about the One-Stop system and answers to specific questions individuals with disabilities may have about One-Stop services.
Demystifying Job Development: Field-Based Approaches to Job Development for People with Disabilities
Developing new job opportunities remains one of the most difficult tasks for employment professionals. This book provides the core strategies to successfully place people with disabilities in quality community jobs, highlighting social inclusion and natural supports, and focusing on what each person wants to do and can do now, rather than on what they need to change to become "job ready."
Research to Practice 21
This brief describes the experiences of individuals with these illnesses, underlines similarities and differences between the two groups, and provides strategies for disclosure, support, and personal advocacy in the workplace.
Institute Brief 11
Guidelines and steps for people with disabilities to evaluate agencies in order to receive services that best meet their individual needs.
Tools for Inclusion 7
Based on an ICI training workshop, this brief teaches job seekers with disabilities how to become more proactive in their job search.
Buscar trabajo es difícil. En promedio se necesita hacer entre 10 y 20 llamadas para conseguir una entrevista y entre 7 y 10 entrevistas para conseguir un empleo. La formación y utilización de redes de contactos ayuda enormemente a acelerar este proceso.
Job Seekers with Disabilities at One-Stop Career Centers: An Overview of Registration for Wagner-Peyser Funded Employment Services
Data Note 15, 2008
This data note explores how states vary in the number and percentage of job seekers with disabilities who register for services and identify as having a disability. In 2005, across all states and the District of Columbia, 3.1% of all job seekers were people who reported having a disability at registration (see table). The percentage of registered job seekers with a disability ranged from 0% in Washington D.C. to 8.3% in Delaware. The percentage of individuals identifying they have a disability has shown a steady increase over time, from 2.3% in 2002 to the 3.1% 2005 figure. In examining and interpreting this data, it is important to note that this data may not fully reflect the use of these services by people with disabilities, as it does not include individuals with non-apparent disabilities who have declined to identify that they have a disability.
The product of the study is this guide about the accessibility of community technology centers (CTCs) that participated in this survey. This guide includes general information about each center, and the facility, programmatic and technology accessibility and accommodations provided to assist people with disabilities.
The ICI Podcast
The debut of ICI's podcast features an interview with employer liaisons Diane Loud and Rick Kugler, discussing ways to reach employers.
Tools for Inclusion 9
This brief uses the story of one career woman to illustrate how to apply for and use a PASS (Plan for Achieving Self Support), a Social Security program that allows people receiving SSI to maintain benefits as they start working.
Research to Practice - Issue #21S
Los avances en el tratamiento médico del cáncer y del VIH han permitido que cada vez más gente que los padece continúe trabajando o vuelva a trabajar. El presente informe presenta las experiencias vividas por personas que padecen alguna de estas enfermedades, describe las semejanzas y contrastes que se detectaron al estudiar estas experiencias e incluye algunas recomendaciones.
This networking training manual outlines a curriculum that teaches individuals with disabilities to use their contacts in a job search. Topics covered include tapping the hidden job market, using networks to find a job and develop careers, creating a mutually beneficial relationship with potential employers, dealing with disclosure, and working with service providers.
Illustrates strategies to increase the involvement of family, friends, and coworkers in providing workplace support to individuals with disabilities across four major stages of the employment experience: the job search, job design, learning the job, and connecting to workplace culture.
Institute Brief 8
Strategies for establishing links to the business community and relationships with prospective employers through the development of employment advisory boards.
Resource Guide 6
This comprehensive manual is designed to enhance the ability of One-Stop Career Centers to meet the needs of people with disabilities, and provides practical information on a variety of topics, including etiquette; job development and accommodations; working with the disability service system; legal guidelines; and extensive resources.
This monograph reports findings from a study investigating the experiences of people with disabilities who used a state agency to find a job. Researchers found five key components to effective service delivery: agency culture, consumer-directedness, access to resources, quality personnel, and coordinated services.
El PASS es un programa ofrecido por la Social Security Administration (Administración de Seguridad Social) para ayudar a las personas que reciben SSI (Ingresos Suplementarios de Seguridad Social). El presente documento utilizará la historia de Daniela para ilustrar el PASS en mayor detalle.
Tools for Inclusion 5
Brief overview of the concepts and scope of the Americans with Disabilities Act, plus resource lists.
Research to Practice - Issue #11S
Los asuntos de índole laboral se han vuelto cada vez más importantes para los individuos con VIH/SIDA. Distintas situaciones y relaciones laborales se pueden ver afectadas a medida que los individuos con VIH/SIDA reaccionan a la realidad de su diagnóstico e intentan responder simultáneamente a demandas laborales y de salud. El pesente informe resume las experiencias laborales de individuos con VIH/SIDA en el contexto del sistema actual de provisión de tales servicios.
Research to Practice - Issue #10S
Los individuos con VIH/SIDA a menudo se enfrentan a desafíos cuando se ocupan de cuestiones laborales relacionadas con su estado de salud. El presente informe resume las experiencias de las Organizaciones de Servicios Relacionados con el SIDA y de los servicios de rehabilitación vocacional en la prestación de servicios relacionados con el empleo a individuos con VIH/SIDA.
Unrealized Potential: Differing Outcomes for Individuals with Mental Retardation and Other Disability Groups
Research to Practice 13
A national study examined job search practices used by community rehabilitation providers and state vocational rehabilitation counselors. Employment outcomes for individuals with mental retardation are contrasted with those for individuals with other disabilities.
Research to Practice 2
A review of a national study of the job search practices used by community rehabilitation providers and independent living centers, focusing on the relationship between these practices and employment outcomes such as job satisfaction, wages, and hours.
Research to Practice 1
Findings from a study that obtained the perspectives of people with significant disabilities and their family members about their employment experiences, outcomes, and expectations.