The DOI matches its Crossref record; 80 of the 80 references it cites were found in a registry or an index; 24 of the 226 sources its claims cite were checked for support.
A Systematic Review of the Benefits of Hiring People with Disabilities
Open accessAbstract
Purpose We reviewed literature on the benefits of hiring people with disabilities. Increasing attention is being paid to the role of people with disabilities in the workplace. Although most research focuses on employers' concerns, many companies are now beginning to share their successes. However, there is no synthesis of the peer-reviewed literature on the benefits of hiring people with disabilities. Methods Our team conducted a systematic review, completing comprehensive searches of seven databases from 1997 to May 2017. We selected articles for inclusion that were peer-reviewed publications, had a sample involving people with disabilities, conducted an empirical study with at least one outcome focusing on the benefits of hiring people with disabilities, and focused on competitive employment. Two reviewers independently applied the inclusion criteria, extracted the data, and rated the study quality. Results Of the 6176 studies identified in our search, 39 articles met our inclusion criteria. Findings show that benefits of hiring people with disabilities included improvements in profitability (e.g., profits and cost-effectiveness, turnover and retention, reliability and punctuality, employee loyalty, company image), competitive advantage (e.g., diverse customers, customer loyalty and satisfaction, innovation, productivity, work ethic, safety), inclusive work culture, and ability awareness. Secondary benefits for people with disabilities included improved quality of life and income, enhanced self-confidence, expanded social network, and a sense of community. Conclusions There are several benefits to hiring people with disabilities. Further research is needed to explore how benefits may vary by type of disability, industry, and job type.
Overview
Integrity signals
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Verification
Claims the paper makes
73 No full text of the sources · 27 Own result · 17 Not checked yet · 11 Sources not found · 8 Partly supported · 7 Couldn’t confirm · 7 Own method · 6 Own interpretation · 5 Supported so far · 5 No basis given · accuracy not yet measured
The cited sources that could be checked couldn’t confirm or dispute this claim.
In the paper
“Further, employees with disabilities took 73% less time off work than other employees [58].”
§ A systematic review of the benefits of hiring people with disabilities > Reliability and punctuality.
What the sources say
- Could not verifycites [58] Bitencourt RS, Guimaraes LB. Inclusion of people with disabilities in the production system of a footwear industry. Work 2012;41(Suppl 1):4767–4774. sourceExperimental — accuracy not yet measured
The Results section discusses productivity and workplace relationships, but does not report time off work. Searches for “73% less time off work” and for absenteeism or leave found no comparison between employees with and without disabilities. (LLM, conf=0.75)
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
- Could not verify
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“Eleven studies found that people with disabilities were reliable and/or punctual employees [5, 46-48, 52, 56-61].”
§ A systematic review of the benefits of hiring people with disabilities > Reliability and punctuality.
What the sources say
- Not checked — no full text of the sourcecites [5] Hernandez B, McDonald K, Divilbiss M, Horin E, Velcoff J, Donoso O. Reflections from employers on the disabled workforce: focus groups with healthcare, hospitality and retail administrators. Empl Responsib Rights J. 2008;20(3):157–164. source
- Supportedcites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . source
The Discussion (page unavailable) describes reliability as a quality common among employees with autism spectrum disorder, supporting this paper's inclusion as one of the cited studies. The claim says reliable and/or punctual; it does not require this individual paper to establish punctuality or the total of eleven studies. (LLM, conf=0.88)
- Not checked — no full text of the sourcecites [47] Grant RM. The resource-based theory of competitive advantage: implications for strategy formulation. Calif Manag Rev. 1991;33(3):114–135. source
- Not checked — no full text of the sourcecites [48] Chi CG-Q, Qu H. Integrating persons with disabilities into the work force. Int J Hosp Tour Adm. 2003;4(4):59–83. source
- Not checked — no full text of the sourcecites [52] Cimera RE, Burgess S. Do adults with autism benefit monetarily from working in their communities? J Vocat Rehabil. 2011;34(3):173–180. source
- Not checked yetcites [56] Zivolich S, Shueman SA, Weiner JS. An exploratory cost-benefit analysis of natural support strategies in the employment of people with severe disabilities. J Vocat Rehabil. 1997;8(3):211–221. source
- Not checked — no full text of the sourcecites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
- Partly supportedcites [58] Bitencourt RS, Guimaraes LB. Inclusion of people with disabilities in the production system of a footwear industry. Work 2012;41(Suppl 1):4767–4774. sourceExperimental — accuracy not yet measured
The Results report that staff with disabilities did their jobs correctly and that their inclusion did not adversely affect production. That offers some support for describing them as reliable workers, but this paper is a study of one footwear company, not a review of eleven studies, and the cited passages do not assess punctuality. (LLM, conf=0.78)
- Not checked — no full text of the sourcecites [59] Hindle K, Gibson B, David A. Optimising employee ability in small firms: employing people with a disability. Small Enterp Res. 2010;17(2):207–212. source
- Not checked — no full text of the sourcecites [60] Graffam J, Smith K, Shinkfield A, Polzin U. Employer benefits and costs of employing a person with a disability. J Vocat Rehabil. 2002;17(4):251–263. source
plainn = 11- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
None of the sources cited for this claim have been checked yet.
In the paper
“Six studies reported that people with disabilities are loyal employees [18,46,56,57,61,63]”
§ A systematic review of the benefits of hiring people with disabilities > Employee loyalty.
What the sources say
- Not checked — no full text of the sourcecites [18] Buciuniene I, Bleijenbergh I, Kazlauskaite R. Integrating people with disability into the workforce: the case of a retail chain. Equal Divers Incl Int J. 2010; 29(5):534–538. source
- Could not verifycites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . sourceExperimental — accuracy not yet measured
The Introduction describes employees with ASD as potentially trustworthy and reliable, and the Discussion reports their work ethic and performance. Neither passage says they are loyal employees; the Discussion’s reference to job retention concerns inclusive workplaces, not employee loyalty. Searches for loyalty and employee retention found no passage reporting the attributed finding. (LLM, conf=0.73)
- Not checked yetcites [56] Zivolich S, Shueman SA, Weiner JS. An exploratory cost-benefit analysis of natural support strategies in the employment of people with severe disabilities. J Vocat Rehabil. 1997;8(3):211–221. source
- Not checked — no full text of the sourcecites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
- Not checked — no full text of the sourcecites [61] Eggleton I, Robertson S, Ryan J, Kober R. The impact of employment on the quality of life of people with an intellectual disability. J Vocat Rehabil. 1999;13(2):95–107. source
- Not matchedcites [63] Kaletta JP, Binks DJ, Robinson R. Creating an inclusive workplace: integrating employees with disabilities into a distribution center environment. Prof Saf. 2012;57(6):62–71.
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plainn = 6- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“Two studies [46,57] focusing on employees with disabilities in the hospitality and retail industry found that they had good attendance.”
§ A systematic review of the benefits of hiring people with disabilities > Reliability and punctuality.
What the sources say
- Partly supportedcites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . sourceExperimental — accuracy not yet measured
The Introduction describes low absenteeism as a potential strength of employees with autism spectrum disorder, which supports the general point about good attendance. But the Methods (Participants, Table 1) show a survey across many industries, including retail and accommodation and food services; the Results do not report an attendance finding for those sectors. The cited study therefore does not establish the sector-specific finding attributed to it. (LLM, conf=0.85)
- Not checked — no full text of the sourcecites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
- Partly supported
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“Five studies reported that hiring people with disabilities improved business image [8,46,61,64,65].”
§ A systematic review of the benefits of hiring people with disabilities > Company image.
What the sources say
- Not checked — no full text of the sourcecites [8] Hartnett HP, Stuart H, Thurman H, Loy B, Batiste LC. Employers’ perceptions of the benefits of workplace accommodations: reasons to hire, retain and promote people with disabilities. J Vocat Rehabil. 2011;34(1):17–23. source
- Partly supportedcites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . sourceExperimental — accuracy not yet measured
The Discussion (page unavailable) says employing adults with ASD had organisational benefits and links diversity and inclusion to improved community relationships. That is related to business image, but the paper does not report that hiring people with disabilities improved a business’s image; its own findings concern adults with ASD and focus on workplace culture. (LLM, conf=0.78)
- Not checked — no full text of the sourcecites [61] Eggleton I, Robertson S, Ryan J, Kober R. The impact of employment on the quality of life of people with an intellectual disability. J Vocat Rehabil. 1999;13(2):95–107. source
- Not checked — no full text of the sourcecites [64] Kalef L, Barrera M, Heymann J. Developing inclusive employment: lessons from telenor open mind. Work. 2014;48(3):423–434. source
- Not checked — no full text of the sourcecites [65] Morgan RL, Alexander M. The employer’s perception: employment of individuals with developmental disabilities. J Vocat Rehabil. 2005;23(1):39–49. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
The cited sources that could be checked couldn’t confirm or dispute this claim.
In the paper
“Kaletta et al.'s [58] descriptive case study on Walgreens' supply chain and logistics division indicated that people without a disability had a significantly higher turnover rate compared to employees with a disability.”
§ A systematic review of the benefits of hiring people with disabilities > Turnover and retention.
What the sources say
- Could not verifycites [58] Bitencourt RS, Guimaraes LB. Inclusion of people with disabilities in the production system of a footwear industry. Work 2012;41(Suppl 1):4767–4774. sourceExperimental — accuracy not yet measured
The Method and Conclusion describe a study of disability inclusion at a footwear company, not a Walgreens case study. The Results passages address working relationships and productivity; searches for Walgreens, Kaletta, and turnover found no passage reporting a turnover-rate comparison. The claim therefore cannot be verified from our copy of this source. (LLM, conf=0.76)
hedgedcorrelationalSingle case- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
- Could not verify
The sources with a verdict support this claim; the rest weren’t checked yet, have no full text we could read, or their verdicts aren’t rated yet.
In the paper
“Three studies noted people with disabilities' innovation and creative skills as a benefit of hiring them [46,65,70].”
§ A systematic review of the benefits of hiring people with disabilities > Innovation skills.
What the sources say
- Supportedcites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . source
The Discussion reports that employers saw the addition of new and creative skills as a benefit of employing adults with autism spectrum disorder. This supports the cited study’s contribution to the sentence; the claim that three studies noted the benefit is attributed to the three citations collectively, not to this paper alone. (LLM, conf=0.89)
- Not checked — no full text of the sourcecites [65] Morgan RL, Alexander M. The employer’s perception: employment of individuals with developmental disabilities. J Vocat Rehabil. 2005;23(1):39–49. source
- Not checked — no full text of the sourcecites [70] Kalargyrou V, Volis AA. Disability inclusion initiatives in the hospitality industry: an exploratory study of industry leaders. J Hum Resour Hosp Tour. 2014;13(4):430–454. source
plaindirectn = 3- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
- Supported
The sources with a verdict support this claim; the rest weren’t checked yet, have no full text we could read, or their verdicts aren’t rated yet.
In the paper
“Three studies focused on competitive advantage as a benefit of hiring people with disabilities [46,57,66].”
§ A systematic review of the benefits of hiring people with disabilities > Competitive advantage.
What the sources say
- Supportedcites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . source
The Discussion (page unavailable) identifies organisational benefits of employing adults with autism spectrum disorder and says diversity and inclusion offer a “competitive edge in creativity.” This supports citing the paper as one study addressing competitive advantage; the other two studies are not assessed here. (LLM, conf=0.88)
- Not checked — no full text of the sourcecites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
- Not checked — no full text of the sourcecites [66] Siperstein GN, Romano N, Mohler A, Parker R. A national survey of consumer attitudes towards companies that hire people with disabilities. J Vocat Rehabil. 2006;24(1):3–9. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
- Supported
None of the sources cited for this claim have been checked yet.
In the paper
“This increased satisfaction was found across studies focusing on hospitality [46,49,66,67,69], telecommunication [62], and other various industries [68].”
§ A systematic review of the benefits of hiring people with disabilities > Customer loyalty/satisfaction.
What the sources say
- Could not verifycites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . sourceExperimental — accuracy not yet measured
The Methods (Participants; page unavailable) describe employers from a range of industries. The Results (Employer experience employing an adult with ASD; page unavailable) report workplace culture, morale and performance, but not customer satisfaction. Searches for “customer satisfaction,” “satisfaction” and customer feedback found no passage establishing the claimed increase. (LLM, conf=0.76)
- Not checked — no full text of the sourcecites [49] Kalargyrou V. Gaining a competitive advantage with disability inclusion initiatives. J Hum Resour Hosp Tour. 2014;13(2):120–145. source
- Not checked — no full text of the sourcecites [66] Siperstein GN, Romano N, Mohler A, Parker R. A national survey of consumer attitudes towards companies that hire people with disabilities. J Vocat Rehabil. 2006;24(1):3–9. source
- Not checked — no full text of the sourcecites [67] Friedner M. Producing “silent brewmasters”: deaf workers and added value in India’s coffee cafés. Anthropol Work Rev. 2013;34(1):39–50. source
- Not checked yetcites [69] Allport G. The nature of prejudice. Reading: Addison-Wesley; 1954.
- Not checked — no full text of the sourcecites [62] Kuo P-J, Kalargyrou V. Consumers’ perspectives on service staff with disabilities in the hospitality industry. Int J Contemp Hosp Manag. 2014;26(2):164–182. source
- Not matchedcites [68] Wolfensberger W. Social role valorization: a proposed new term for the principle of normalization. Mental Retard. 1983;21(6):234–239.
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
- Could not verify
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“In the hospitality sector, employees with disabilities helped create innovative services [46].”
§ A systematic review of the benefits of hiring people with disabilities > Innovation skills.
What the sources say
- Partly supportedcites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . sourceExperimental — accuracy not yet measured
The Results (Employer experience employing an adult with ASD; page unavailable) say employees with ASD contributed new and creative skills, and the Discussion describes creativity as an organisational benefit. The paper does not say this occurred in the hospitality sector or that employees helped create innovative services. (LLM, conf=0.84)
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
- Partly supported
- It may state two separate claims as one. 34
- The quote only partly states this claim. 3
- Probably not a substantial claim. 14
The cited sources that could be checked couldn’t confirm or dispute this claim.
In the paper
“Kalargyrou and Volis [46], who studied employers in the hospitality industry, found that hiring people with various types of disabilities improved profits and increased business growth, although they did not specify how.”
§ A systematic review of the benefits of hiring people with disabilities > Profitability
What the sources say
- Could not verifycites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . sourceExperimental — accuracy not yet measured
The Methods (Participants; page unavailable) describe a survey of Australian employers of adults with autism spectrum disorder across several industries, not a hospitality-industry study of people with various disabilities. The Discussion (page unavailable) reports workplace-culture benefits but does not report improved profits or business growth. Searches for Kalargyrou and Volis, hospitality, profits, and business growth found no passage establishing the attributed finding. (LLM, conf=0.76)
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Could not verify
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“In a similar study, Kalargyrou and Volis [46] found a competitive advantage of including people with disabilities because it created a positive image for guests.”
§ A systematic review of the benefits of hiring people with disabilities > Competitive advantage.
What the sources say
- Partly supportedcites [46] Scott M, Jacob A, Hendrie D, Parsons R, Girdler S, Falkmer T, et al. Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in australia. PLoS ONE 2017;12(5):e0177607. https://doi.org/10.1371/journal.pone.0177607 . sourceExperimental — accuracy not yet measured
The Discussion (page unavailable) says diversity and inclusion can offer a competitive edge through creativity, community relationships and job retention. It does not say that hiring people with disabilities created a positive image for guests, nor does it report a study by Kalargyrou and Volis. (LLM, conf=0.83)
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Partly supported
The cited sources that could be checked couldn’t confirm or dispute this claim.
In the paper
“In a similar industry, Kaletta et al. [58] reported that people with disabilities had 34% fewer accidents than other employees.”
§ A systematic review of the benefits of hiring people with disabilities > Safety.
What the sources say
- Could not verifycites [58] Bitencourt RS, Guimaraes LB. Inclusion of people with disabilities in the production system of a footwear industry. Work 2012;41(Suppl 1):4767–4774. sourceExperimental — accuracy not yet measured
The Method and Results sections describe a footwear-industry inclusion study, but the passages found do not report accident rates or a 34% comparison with other employees. Searches for “34% fewer accidents,” “Kaletta,” and accident or injury rates found no passage supporting the attributed figure. (LLM, conf=0.76)
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
The quote only partly states this claim.
- Could not verify
The sources with a verdict support this claim; the rest weren’t checked yet, have no full text we could read, or their verdicts aren’t rated yet.
In the paper
“Secondary outcomes included benefits for people with disabilities themselves such as improved quality of life [53], enhanced self-confidence [18,74,75,77], a source of earnings or income [78,79], an expanded social network [79], and a sense of a community [79].”
§ A systematic review of the benefits of hiring people with disabilities > Secondary benefits
What the sources say
- Not checked — no full text of the sourcecites [53] Adams-Shollenberger GE, Mitchell TE. A comparison of janitorial workers with mental retardation and their non-disabled peers on retention and absenteeism. J Rehabil. 1996;62(3):56–61.
- Not checked — no full text of the sourcecites [18] Buciuniene I, Bleijenbergh I, Kazlauskaite R. Integrating people with disability into the workforce: the case of a retail chain. Equal Divers Incl Int J. 2010; 29(5):534–538. source
- Not checked — no full text of the sourcecites [74] Owen F, Li J, Whittingham L, Hope J, Bishop C, Readhead A, et al. Social return on investment of an innovative employment option for persons with developmental disabilities. Nonprofit Manag Leadersh. 2015;26(2):209–228. source
- Not checked — no full text of the sourcecites [75] Solovieva TI, Walls RT, Hendricks DJ, Dowler DL. Cost of workplace accommodations for individuals with disabilities: with or without personal assistance services. Disabil Health J. 2009;2(4):196–205. source
- Not checked — no full text of the sourcecites [77] Clark RE, Xie H, Becker DR, Drake RE. Benefits and costs of supported employment from three perspectives. J Behav Health Serv Res. 1998;25(1):22–34. source
- Supportedcites [78] Kuiper L, Bakker M, Van der Klink J. The role of human values and relations in the employment of people with work-relevant disabilities. Soc Incl. 2016;4(4):176. source
This source is cited for income, an expanded social network, and a sense of community—not for quality of life or self-confidence. Sections 3.3.3 and 3.3.2 describe income and new social and professional connections as benefits of paid work for people with work-relevant disabilities; Section 3.3.5 describes their inclusion in a workplace community. No page numbers are available in our copy. (LLM, conf=0.91)
- Not checked — no full text of the sourcecites [79] Houtenville A, Kalargyrou V. Employers’ perspectives about employing people with disabilities: a comparative study across industries. Cornell Hosp Q. 2015;56(2):168–179. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“inclusive work culture, and ability awareness”
- Also stated in: § Outcome and study findings · plain
“inclusive work culture, and ability awareness”
§ A systematic review of the benefits of hiring people with disabilities > Abstract
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
The quote only partly states this claim.
- Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.
- Also stated in: § Outcome and study findings · plain
In the paper
“Graffam et al. [52], in a survey of 643 employers from various industries, found that 70% of employers identified more benefits associated with hiring people with disabilities rather than costs, especially related to training costs.”
§ A systematic review of the benefits of hiring people with disabilities > Profitability
What the sources say
- Not checked — no full text of the sourcecites [52] Cimera RE, Burgess S. Do adults with autism benefit monetarily from working in their communities? J Vocat Rehabil. 2011;34(3):173–180. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“inclusive work culture, and ability awareness”
- Also stated in: § Outcome and study findings · plain
“inclusive work culture, and ability awareness”
§ A systematic review of the benefits of hiring people with disabilities > Abstract
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
The quote only partly states this claim.
- Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.
- Also stated in: § Outcome and study findings · plain
In the paper
“One company reported over $19 million in financial benefits, mainly in the form of tax credits, over a six-year period, and an additional savings of $8.4 million on recruitment and training due to improved retention [49].”
§ A systematic review of the benefits of hiring people with disabilities > Profitability
What the sources say
- Not checked — no full text of the sourcecites [49] Kalargyrou V. Gaining a competitive advantage with disability inclusion initiatives. J Hum Resour Hosp Tour. 2014;13(2):120–145. source
plaindirectSingle case- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Thirty-nine studies met our inclusion criteria.”
- Also stated in: § Study and participant characteristics · plain
“Thirty-nine articles met the inclusion criteria (see Table 2).”
§ A systematic review of the benefits of hiring people with disabilities > Article selection
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
- Also stated in: § Study and participant characteristics · plain
The paper states this without a source or data behind it here, so there is nothing to check it against. The quote shows it is in the paper.
In the paper
“enhanced self-confidence, expanded social network, and a sense of community.”
§ A systematic review of the benefits of hiring people with disabilities > Abstract
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.
In the paper
“Meanwhile, others reported that people with vision impairments were very dedicated workers [48].”
§ A systematic review of the benefits of hiring people with disabilities > Reliability and punctuality.
What the sources say
- Not checked — no full text of the sourcecites [48] Chi CG-Q, Qu H. Integrating persons with disabilities into the work force. Int J Hosp Tour Adm. 2003;4(4):59–83. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“Further, Hartnett et al. [8] noted that providing accommodations to employees with a disability reduced turnover and increased retention rates.”
§ A systematic review of the benefits of hiring people with disabilities > Turnover and retention.
What the sources say
- Not checked — no full text of the sourcecites [8] Hartnett HP, Stuart H, Thurman H, Loy B, Batiste LC. Employers’ perceptions of the benefits of workplace accommodations: reasons to hire, retain and promote people with disabilities. J Vocat Rehabil. 2011;34(1):17–23. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Morgan and Alexander [60] found that people with disabilities had consistent attendance, which was one of the most frequently identified advantages of hiring them.”
§ A systematic review of the benefits of hiring people with disabilities > Reliability and punctuality.
What the sources say
- Not checked — no full text of the sourcecites [60] Graffam J, Smith K, Shinkfield A, Polzin U. Employer benefits and costs of employing a person with a disability. J Vocat Rehabil. 2002;17(4):251–263. source
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Moreover, people with disabilities in retail and hospitality sectors had longer job tenure compared to those without disabilities (23.7 and 50 months longer, respectively); however, it is important to note these differences were not significant [25].”
§ A systematic review of the benefits of hiring people with disabilities > Turnover and retention.
What the sources say
- Not matchedcites [25] Hernandez B, McDonald K. Exploring the costs and benefits of workers with disabilities. J Rehabil. 2010;76(3):15–23.
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
In the paper
“For example, Buciuniene and Kazlauskaite [18] found that employees with disabilities working in supermarkets were highly loyal, more so than employees without disabilities, because they showed gratitude and displayed lower turnover rates.”
§ A systematic review of the benefits of hiring people with disabilities > Employee loyalty.
What the sources say
- Not checked — no full text of the sourcecites [18] Buciuniene I, Bleijenbergh I, Kazlauskaite R. Integrating people with disability into the workforce: the case of a retail chain. Equal Divers Incl Int J. 2010; 29(5):534–538. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Nietupski et al. [61] found that the highest ranked benefit of hiring employees with disabilities across a variety of industries was employee dedication, where employers perceived people with disabilities as dedicated and loyal workers.”
§ A systematic review of the benefits of hiring people with disabilities > Employee loyalty.
What the sources say
- Not checked — no full text of the sourcecites [61] Eggleton I, Robertson S, Ryan J, Kober R. The impact of employment on the quality of life of people with an intellectual disability. J Vocat Rehabil. 1999;13(2):95–107. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Friedner [65] described that employees with hearing impairments were productive workers with excellent work habits.”
§ A systematic review of the benefits of hiring people with disabilities > Productivity.
What the sources say
- Not checked — no full text of the sourcecites [65] Morgan RL, Alexander M. The employer’s perception: employment of individuals with developmental disabilities. J Vocat Rehabil. 2005;23(1):39–49. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A claim is checked only against the cited paper’s full text, never its abstract, and none is available for its sources.
In the paper
“Types of disabilities included vision impairments [66], intellectual disability [49], and other various disabilities.”
§ A systematic review of the benefits of hiring people with disabilities > Customer loyalty/satisfaction.
What the sources say
- Not checked — no full text of the sourcecites [66] Siperstein GN, Romano N, Mohler A, Parker R. A national survey of consumer attitudes towards companies that hire people with disabilities. J Vocat Rehabil. 2006;24(1):3–9. source
- Not checked — no full text of the sourcecites [49] Kalargyrou V. Gaining a competitive advantage with disability inclusion initiatives. J Hum Resour Hosp Tour. 2014;13(2):120–145. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“In Henry et al.'s [1] study, employers recognized that people with disabilities represent an important customer base and that there is an opportunity for companies to win brand loyalty among a broad market of customers who value inclusion [1].”
§ A systematic review of the benefits of hiring people with disabilities > Diverse customers.
What the sources say
- Not checked — no full text of the sourcecites [1] Henry AD, Petkauskos K, Stanislawzyk J, Vogt J. Employer-recommended strategies to increase opportunities for people with disabilities. J Vocat Rehabil. 2014;41(3):237–248. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A claim is checked only against the cited paper’s full text, never its abstract, and none is available for its sources.
In the paper
“Kalef et al. [62] found that hiring people with disabilities in a telecommunications company helped to create an inclusive workplace culture and to improve co-worker partnerships [60].”
§ A systematic review of the benefits of hiring people with disabilities > Inclusive/diverse work culture
What the sources say
- Not checked — no full text of the sourcecites [62] Kuo P-J, Kalargyrou V. Consumers’ perspectives on service staff with disabilities in the hospitality industry. Int J Contemp Hosp Manag. 2014;26(2):164–182. source
- Not checked — no full text of the sourcecites [60] Graffam J, Smith K, Shinkfield A, Polzin U. Employer benefits and costs of employing a person with a disability. J Vocat Rehabil. 2002;17(4):251–263. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Irvine [74] found that people with developmental disabilities were dedicated, hardworking, and efficient.”
§ A systematic review of the benefits of hiring people with disabilities > Work ethic.
What the sources say
- Not checked — no full text of the sourcecites [74] Owen F, Li J, Whittingham L, Hope J, Bishop C, Readhead A, et al. Social return on investment of an innovative employment option for persons with developmental disabilities. Nonprofit Manag Leadersh. 2015;26(2):209–228. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Zivolich and Weiner-Zivolich [49] reported an increase in community recognition and an improved corporate culture from hiring people with disabilities.”
§ A systematic review of the benefits of hiring people with disabilities > Increased ability awareness
What the sources say
- Not checked — no full text of the sourcecites [49] Kalargyrou V. Gaining a competitive advantage with disability inclusion initiatives. J Hum Resour Hosp Tour. 2014;13(2):120–145. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Owen et al. [75] noted that having people with developmental disabilities in the workforce facilitated the enhancement of social inclusion and workplace well-being.”
§ A systematic review of the benefits of hiring people with disabilities > Inclusive/diverse work culture
What the sources say
- Not checked — no full text of the sourcecites [75] Solovieva TI, Walls RT, Hendricks DJ, Dowler DL. Cost of workplace accommodations for individuals with disabilities: with or without personal assistance services. Disabil Health J. 2009;2(4):196–205. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Similarly, Friedner [65] found that employees with hearing impairments had strong work ethic, performing beyond their job functions.”
§ A systematic review of the benefits of hiring people with disabilities > Work ethic.
What the sources say
- Not checked — no full text of the sourcecites [65] Morgan RL, Alexander M. The employer’s perception: employment of individuals with developmental disabilities. J Vocat Rehabil. 2005;23(1):39–49. source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
None of the sources cited for this claim have been checked yet.
In the paper
“Companies hiring individuals with intellectual disabilities reported improvements in workplace social connection, in the company's public image and diversity, and in employees' acceptance of and knowledge about people with disabilities [63,82].”
§ A systematic review of the benefits of hiring people with disabilities > Discussion and conclusions
What the sources say
- Not matchedcites [63] Kaletta JP, Binks DJ, Robinson R. Creating an inclusive workplace: integrating employees with disabilities into a distribution center environment. Prof Saf. 2012;57(6):62–71.
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
- Not checked — no full text of the sourcecites [82] Nota L, Santilli S, Ginevra MC, Soresi S. Employer attitudes towards the work inclusion of people with disability. J Appl Res Intellect Disabil. 2014;27(6):511–520. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Most of the studies had heterogeneous samples and did not specify the types of disability, sample demographic characteristics, or job roles, which could affect the perceived benefits of hiring people with disabilities.”
§ A systematic review of the benefits of hiring people with disabilities > Quality assessment and risk of bias
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The overall scores for the quantitative studies ranged from 0.4 to 0.91 (mean 0.76) ( S3 Table).”
§ A systematic review of the benefits of hiring people with disabilities > Quality assessment and risk of bias
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“For the qualitative studies, the scores ranged from 0.3 to 0.85 (average 0.67) with 85% interrater agreement ( S2 Table).”
§ A systematic review of the benefits of hiring people with disabilities > Quality assessment and risk of bias
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Fourth, most studies did not report effect sizes and did not have comparison groups.”
§ A systematic review of the benefits of hiring people with disabilities > Limitations.
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Third, the mean age of the sample and other important demographic characteristics, such as type, severity and cause of disability (e.g., acquired, workrelated injury) and age at onset, were not provided.”
§ A systematic review of the benefits of hiring people with disabilities > Limitations.
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Fifth, of the studies that reported on the type of job held by people with disabilities, they mainly consisted of entry-level (minimum wage) positions.”
§ A systematic review of the benefits of hiring people with disabilities > Future research.
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
In the paper
“Kalargyrou [57] suggested that the loyalty of people with disabilities is because they are often not given many opportunities to work and to live an independent life.”
§ A systematic review of the benefits of hiring people with disabilities > Employee loyalty.
What the sources say
- Not checked — no full text of the sourcecites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“They attributed this improvement to having a pool of loyal employees that exceeded expectations, had lower turnover rates, and performed better in terms of attendance and employee engagement [57].”
§ A systematic review of the benefits of hiring people with disabilities > Competitive advantage.
What the sources say
- Not checked — no full text of the sourcecites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. It may state two separate claims as one.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“Although our search was comprehensive, it is possible that eligible studies were missed.”
§ A systematic review of the benefits of hiring people with disabilities > Risk of bias across the studies
hedged- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“Reasons for improved profitability and lower turnover rates included the sense of accomplishment and satisfaction employees with disabilities received from employment and the sense of loyalty they felt towards the companies that invested in recruiting and training them [57].”
§ A systematic review of the benefits of hiring people with disabilities > Discussion and conclusions
What the sources say
- Not checked — no full text of the sourcecites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Our findings show that hiring people with disabilities can enhance competitive advantage (e.g., diverse customers, customer loyalty and satisfaction, innovation, productivity, work ethic, safety) in certain industries such as hospitality, food service, and retail as well as in other various industries.”
§ A systematic review of the benefits of hiring people with disabilities > Discussion and conclusions
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.
In the paper
“Siperstein et al. [68] reported on a national study showing that 92% of consumers felt more favorable towards companies hiring individuals with disabilities and that 87% would prefer to give their business to organizations employing individuals with disabilities.”
§ A systematic review of the benefits of hiring people with disabilities > Discussion and conclusions
What the sources say
- Not matchedcites [68] Wolfensberger W. Social role valorization: a proposed new term for the principle of normalization. Mental Retard. 1983;21(6):234–239.
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
In the paper
“Employees with various disabilities were reported to be more punctual, reliable, and conscientious in their work which translated to increased productivity and, ultimately, improved company profitability [8].”
§ A systematic review of the benefits of hiring people with disabilities > Discussion and conclusions
What the sources say
- Not checked — no full text of the sourcecites [8] Hartnett HP, Stuart H, Thurman H, Loy B, Batiste LC. Employers’ perceptions of the benefits of workplace accommodations: reasons to hire, retain and promote people with disabilities. J Vocat Rehabil. 2011;34(1):17–23. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Rests on an assumption: The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Some studies had small samples sizes or were limited to specific industries; thus, their findings are not generalizable.”
§ A systematic review of the benefits of hiring people with disabilities > Quality assessment and risk of bias
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Disability inclusion and awareness is important in employment because this helps employers to effectively manage and work with people with disabilities and normalizes an employment model of hiring individuals of all abilities [57].”
§ A systematic review of the benefits of hiring people with disabilities > Discussion and conclusions
What the sources say
- Not checked — no full text of the sourcecites [57] Cimera RE. National cost efficiency of supported employees with intellectual disabilities: 2002 to 2007. Am J Intellect Dev Disabil. 2010;115(1):19–29. source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“For inter-rater agreement, reviewers assigned the same overall score to 80% of the studies.”
§ A systematic review of the benefits of hiring people with disabilities > Quality assessment and risk of bias
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“First, not all of the studies contributed equally to the overall summary of the findings.”
§ A systematic review of the benefits of hiring people with disabilities > Risk of bias across the studies
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“Houtenville and Kalargyrou [63] stated that human capital (e.g., loyalty, training, relationships) is one of the main sources of competitive advantage for a company and its reputation among customers, suppliers, and employees, which could explain the increase in competitive advantage in these studies.”
§ A systematic review of the benefits of hiring people with disabilities > Discussion and conclusions
What the sources say
- Not matchedcites [63] Kaletta JP, Binks DJ, Robinson R. Creating an inclusive workplace: integrating employees with disabilities into a distribution center environment. Prof Saf. 2012;57(6):62–71.
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
- Not matched
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Our findings suggest that hiring people with disabilities can create a more inclusive work culture and increase ability awareness.”
§ A systematic review of the benefits of hiring people with disabilities > Discussion and conclusions
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Second, the studies included in this review involved various types of disability and caution should be taken in generalizing the findings.”
§ A systematic review of the benefits of hiring people with disabilities > Risk of bias across the studies
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“Finally, we only chose studies published in English and in peerreviewed journals; thus, some publications may have been missed.”
§ A systematic review of the benefits of hiring people with disabilities > Limitations.
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“(Dis)ability awareness and sensitivity training can help with this [85].”
§ A systematic review of the benefits of hiring people with disabilities > Discussion and conclusions
What the sources say
- Not checked — no full text of the sourcecites [85] Ramos R, Jenny G, Bauer G. Age-related effects of job characteristics on burnout and work engagement. Occup Med. 2016;66(3):230–237. source
plainconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“Such factors can affect engagement in employment [86] (e.g., younger samples may still be in school and not have as much time to work).”
§ A systematic review of the benefits of hiring people with disabilities > Limitations.
What the sources say
- Not matchedcites [86]
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plainconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“We did, however, design our search in consultation with an experienced librarian and experts in the field.”
§ A systematic review of the benefits of hiring people with disabilities > Limitations.
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“First, the specific databases and search terms that we selected for our search strategy may have limited our ability to find relevant publications.”
§ A systematic review of the benefits of hiring people with disabilities > Limitations.
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
The paper relies on this without support.
The benefits reported by the included studies reflect actual effects of hiring people with disabilities rather than only perceptions, confounding, or other explanations.
“Further, most studies focused on perceived benefits rather than actual benefits.”
“Findings show that benefits of hiring people with disabilities included improvements in profitability”
The paper relies on this without support.
The heterogeneous studies and outcome measures included in the review can be meaningfully synthesized into the review's benefit categories despite the inability to conduct a meta-analysis.
“A meta-analysis was not feasible for this review because of the heterogeneity of the studies reviewed (i.e., range of disability types, study populations, and outcome measures).”
“Therefore, we synthesized our findings according to the guidelines for narrative synthesis [37].”
The paper relies on this without support.
Including all studies regardless of their quality scores does not materially undermine the review's synthesized conclusions.
“We did not exclude any studies from our review based on quality.”
“The overall scores for the quantitative studies ranged from 0.4 to 0.91 (mean 0.76) ( S3 Table).”
The paper relies on this without support.
Policies, tax incentives, and societal attitudes toward disabled people differ substantially across countries and over time.
“Second, policies, tax incentives, and societal attitudes towards people with disabilities vary greatly by country and across time.”
The paper relies on this without support.
The amount of workplace support disabled people receive likely differs substantially across countries.
“nor the extent of supports they may have received within their job, which likely vary greatly by country.”
The paper relies on this without support.
Education, job experience, and hours worked are important determinants of employment outcomes.
“which are important factors in employment outcomes.”
Self-check
Percentages, sums and reported differences re-computed from the paper’s own numbers.
Each contradiction between two passages listed here was confirmed by an independent check.
Rated minor: it would not touch a result — a value no result rests on, a p-value that stays on the same side of the significance level, or a conflict that is clerical, resolved elsewhere in the paper, or outside its own findings.
In the paper
§ A systematic review of the benefits of hiring people with disabilities > Search strategy and data sources
“We searched for articles published between 1997 and May 2017.”
§ A systematic review of the benefits of hiring people with disabilities > Additional information
“10 limit 9 to (english language and humans and yr="1995 -Current") (668)”
Rated minor: it would not touch a result — a value no result rests on, a p-value that stays on the same side of the significance level, or a conflict that is clerical, resolved elsewhere in the paper, or outside its own findings.
In the paper
“Schartz et al. [39] 1 2 1 2 2 0 0 0 1 0 10/20 (0.50)”
§ A systematic review of the benefits of hiring people with disabilities > Additional information
Reported 10 · recomputed 9
Rated minor: it would not touch a result — a value no result rests on, a p-value that stays on the same side of the significance level, or a conflict that is clerical, resolved elsewhere in the paper, or outside its own findings.
In the paper
§ A systematic review of the benefits of hiring people with disabilities > Profitability
“Hartnett et al. [8] and Schartz et al. [47] both found that perceived benefits of workplace accommodations for people with various types of disabilities helped to increase profits”
§ A systematic review of the benefits of hiring people with disabilities > References
“8. Burke J, Bezyak J, Fraser RT, Pete J, Ditchman N, Chan F. Employers' attitudes towards hiring and retaining people with disabilities: A review of the literature. The Australian Journal of Rehabilitation Counselling 2013; 19(1):21-38.”
Rated minor: it would not touch a result — a value no result rests on, a p-value that stays on the same side of the significance level, or a conflict that is clerical, resolved elsewhere in the paper, or outside its own findings.
In the paper
“Kuo & Kalargyrou [59] 2 2 1 2 0 n/a n/a 1 1 1 2 0 1 1 18/24 (0.75)”
§ A systematic review of the benefits of hiring people with disabilities > Limitations.
Reported 18 · recomputed 14
Rated minor: it would not touch a result — a value no result rests on, a p-value that stays on the same side of the significance level, or a conflict that is clerical, resolved elsewhere in the paper, or outside its own findings.
In the paper
“Freidner [57] 2 1 2 0 2 n/a n/a 2 2 1 12/18 (0.75)”
§ A systematic review of the benefits of hiring people with disabilities > Additional information
Reported 0.75 · recomputed 0.666667
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Cited by
Sorted by citations
Disclosure and workplace accommodations for people with autism: a systematic review
Lindsay, S., Osten, V., Rezai, M., & Bui, S. (2021) · Disability and Rehabilitation · doi:10.1080/09638288.2019.1635658 · Cited by 176
Disability, fairness, and algorithmic bias in AI recruitment
Tilmes, N. (2022) · Ethics and Information Technology · doi:10.1007/s10676-022-09633-2 · Cited by 194
“…people by combining anonymized data with public records (Emam et al., 2011). on many aspects of employability (Houtenville & Kalargy-rou, 2015; Lindsay et al., 2018), automated interviews often place great stock in easily measured factors such as a measured tone and eye contact (Whittaker et…”
BackgroundLindsay, S., Fuentes, K., Ragunathan, S., Lamaj, L., & Dyson, J. (2022) · Disability and Rehabilitation · doi:10.1080/09638288.2022.2107086 · Cited by 127
Self-citationDisability disclosure and workplace accommodations among youth with disabilities
Lindsay, S., Cagliostro, E., Leck, J., Shen, W., & Stinson, J. (2018) · Disability and Rehabilitation · doi:10.1080/09638288.2018.1451926 · Cited by 96
“After conducting a comprehensive systematic review of the literature on disclosure and accommodations among youth with disabilities [3], we found that there were very few relevant theories that were being applied to this topic.”
BackgroundInfluentialSelf-citationLindsay, S., & Fuentes, K. (2022) · Disabilities · doi:10.3390/disabilities2020014 · Cited by 106
“Employers who have experience working with people who have a disability tend to have more positive attitudes towards them [70,71].”
BackgroundSelf-citationLindsay, S., Fuentes, K., Tomas, V., & Hsu, S. (2022) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-022-10049-4 · Cited by 107
“Having a diverse workforce is essential for a successful global economy [1].”
BackgroundSelf-citationNagtegaal, R., de Boer, N., van Berkel, R., Derks, B., & Tummers, L. G. (2023) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-022-10076-1 · Cited by 113
“Other reviews have focused on either the negative side [18] or the positive side [19] of hiring people with disabilities, or both [20, 21].”
BackgroundNarayanan, S., & Terris, E. (2020) · Manufacturing & Service Operations Management · doi:10.1287/msom.2020.0940 · Cited by 73
Jesus, T. S., Landry, M. D., & Jacobs, K. (2020) · Work · doi:10.3233/wor-203250 · Cited by 75
“Even though a systematic review found a myriad of primary benefits for employers that hire people with disabilities [45], many people with disabilities continue to face challenges in finding and securing employment [7, 46].”
BackgroundFuentes, K., Hsu, S., Patel, S., & Lindsay, S. (2023) · Disability and Rehabilitation · doi:10.1080/09638288.2023.2173315 · Cited by 69
Self-citationDeterminants of corporate credit ratings: Does ESG matter?
Michalski, L., & Low, R. K. Y. (2024) · International Review of Financial Analysis · doi:10.1016/j.irfa.2024.103228 · Cited by 48
Randall, K. N., Johnson, F., Adams, S. E., Kiss, C. W., & Ryan, J. B. (2019) · Journal of Special Education Technology · doi:10.1177/0162643419836410 · Cited by 48
Guilcher, S. J. T., Craven, B. C., Bassett-Gunter, R. L., Cimino, S. R., & Hitzig, S. L. (2019) · Disability and Rehabilitation · doi:10.1080/09638288.2019.1616328 · Cited by 53
“A recent systematic review has highlighted significant benefits to employers as well as persons with disabilities, including improvements in profitability, inclusive work culture, and improved quality of life for persons with disabilities, enhanced selfconfidence, increased social networks, and stronger sense of commu…”
BackgroundMeasures of workplace inclusion: A systematic review using the COSMIN methodology
Rezai, M., Kolne, K., Bui, S., & Lindsay, S. (2020) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-020-09872-4 · Cited by 49
Self-citationA framework for developing employer’s disability confidence
Lindsay, S., Leck, J., Shen, W., Cagliostro, E., & Stinson, J. (2019) · Equality Diversity and Inclusion An International Journal · doi:10.1108/edi-05-2018-0085 · Cited by 48
“Therefore, developing employers’ disability confidence may help to improve employment opportunities for people with disabilities (Geisen, 6 2011; Ruhindwa et al., 2016) while also addressing labour shortages (Buckup, 2009; Lindsay et al., 2017a; Lindsay et al., 2017b; Ruhindwa et al., 2016) .”
BackgroundResultInfluentialSelf-citationIncreasing the independence of vulnerable consumers through social support
Beatson, A., Riedel, A. S., Chamorro‐Koc, M., Marston, G., & Stafford, L. (2020) · Journal of Services Marketing · doi:10.1108/jsm-09-2019-0327 · Cited by 42
Career aspirations and workplace expectations among youth with physical disabilities
Lindsay, S., Cagliostro, E., Leck, J., & Stinson, J. (2019) · Disability and Rehabilitation · doi:10.1080/09638288.2019.1671505 · Cited by 43
“Clinicians and educators should continue to advocate for youths while also helping to educate them on workplace rights and build their self-advocacy skills so they can understand their strengths and weaknesses [81,91].”
BackgroundSelf-citationThe value of competitive employment: In‐depth accounts of people with intellectual disabilities
Voermans, M. A. C., Taminiau, E. F., Giesbers, S. A. H., & Embregts, P. J. C. M. (2020) · Journal of Applied Research in Intellectual Disabilities · doi:10.1111/jar.12802 · Cited by 44
Duplaga, M., & Szulc, K. (2019) · International Journal of Environmental Research and Public Health · doi:10.3390/ijerph16183252 · Cited by 43
“confirmed that the benefits from remaining employed for people with disabilities, apart from improved income, included a higher quality of life, enhanced self-confidence, an expanded social network and a sense of community [54].”
BackgroundReturn-to-work with long COVID: An Episodic Disability and Total Worker Health® analysis
Stelson, E., Dash, D., McCorkell, L., Wilson, C., Assaf, G., Re’em, Y., & Wei, H. (2023) · Social Science & Medicine · doi:10.1016/j.socscimed.2023.116336 · Cited by 40
Gupta, S., Sukhai, M. A., & Wittich, W. (2021) · PLoS ONE · doi:10.1371/journal.pone.0260160 · Cited by 36
“Despite significant research and policy attention given to employment concerns of people with disabilities, there is not much known about the employment outcomes and experiences of people with seeing disabilities (those who are blind or partially sighted) in Canada [25, 26].”
BackgroundInclusive organizations: developmental reciprocity through authentic leader-employee relationships
Moore, J., Maxey, E. C., Waite, A. M., & Wendover, J. D. (2020) · Journal of Management Development · doi:10.1108/jmd-05-2019-0211 · Cited by 35
Gupta, S., Jaiswal, A., Sukhai, M. A., & Wittich, W. (2022) · Disability and Rehabilitation · doi:10.1080/09638288.2022.2076938 · Cited by 34
Disability Employment in the Hospitality Industry: A Systematic Literature Review
Manoharan, A., Hutchinson, C. L., Treuren, G., & Madera, J. M. (2023) · Cornell Hospitality Quarterly · doi:10.1177/19389655231214744 · Cited by 41
“First, increasing employment in this sector widens the recruitment pool and could lead to a sustainable competitive advantage (Lindsay et al., 2018).”
Hiring People with Disabilities As a Csr Strategy in the Tourism Industry
Köseoğlu, M. A., Hon, A. H. Y., Kalargyrou, V., & Okumuş, F. (2020) · Tourism Analysis · doi:10.3727/108354220x15758302602547 · Cited by 33
Diversity for Justice vs. Diversity for Performance: Philosophical and Empirical Tensions
Brennan, J. (2022) · Journal of Business Ethics · doi:10.1007/s10551-022-05278-9 · Cited by 33
Hwang, J., Kim, J. J., & Lee, S. (2020) · Sustainability · doi:10.3390/su12156235 · Cited by 31
“[62] reviewed articles involving disabled people at the workplace published from 1997 to 2017, and their findings showed various benefits of hiring people with disabilities such as profitability based on reliability and punctuality, competitive advantage related to customer loyalty, and inclusive work culture.”
BackgroundJohnson, K. R. (2022) · New Horizons in Adult Education and Human Resource Development · doi:10.1002/nha3.20321 · Cited by 29
“Research has indicated that individuals with ASD who have attended postsecondary institutions report increased self-determination, self-confidence, financial gain, and economic independence (Hart et al., 2010; Lindsay et al., 2018) that further equips them for work and life, in general.”
BackgroundInfluentialResearch in nonprofit human resource management from 2015 to 2018
Cooper, E., Phelps, A. D., & Rogers, S. E. (2020) · Employee Relations · doi:10.1108/er-04-2019-0166 · Cited by 27
Roncancio, M. V. P., & Caicedo, N. R. (2022) · International Journal of Environmental Research and Public Health · doi:10.3390/ijerph19095654 · Cited by 27
“Such advantages include those identified by a systematic review, for example, improvements in profitability and cost-effectiveness, as well as competitive advantages, including customer loyalty and satisfaction and having an inclusive work environment [35].”
BackgroundAccounting for disability and work inclusion in tourism
Bellucci, M., Biggeri, M., Nitti, C., & Terenzi, L. (2022) · Annals of Tourism Research · doi:10.1016/j.annals.2022.103526 · Cited by 27
McCausland, D., McCallion, P., Brennan, D., & McCarron, M. (2019) · Journal of Applied Research in Intellectual Disabilities · doi:10.1111/jar.12681 · Cited by 26
Hon, A. H. Y., & Gamor, E. (2021) · International Journal of Tourism Research · doi:10.1002/jtr.2495 · Cited by 27
Manual assembly learning, disability, and instructions: an industrial experiment
Peltokorpi, J., Hoedt, S., Colman, T., Rutten, K., Aghezzaf, E., & Cottyn, J. (2023) · International Journal of Production Research · doi:10.1080/00207543.2023.2195957 · Cited by 28
“In theUnited States, only 33%ofworking-age people with disabilities are employed, and two-thirds of the unemployed ones are willing to work but cannot find a job (Lindsay et al. 2018).”
BackgroundInfluentialHuyck, J. J., Anbuhl, K. L., Buran, B. N., Adler, H. J., Atcherson, S. R., Cakmak, O., Dwyer, R. T., Eddolls, M. S., May, F. E., Fraenzer, J.-T., et al. (2021) · Frontiers in Education · doi:10.3389/feduc.2021.755457 · Cited by 25
“This experience translates to valuable attributes such as better communication skills, persistence, empathy, planning, creativity, and adaptability (Hewlett, 2017; Accenture, 2018; Kristjansdottir et al., 2018; Lindsay et al., 2018; DeFelice, 2019; Kulkarni, 2020).”
BackgroundMiethlich, B., & Šlahor, Ľ. (2018) · CBU International Conference Proceedings · doi:10.12955/cbup.v6.1181 · Cited by 25
Dimensions of Belonging for Individuals with Intellectual and Developmental Disabilities
Carter, E. W. (2021) · Emerging issues in family and individual resilience · doi:10.1007/978-3-030-81277-5_2 · Cited by 22
Impact of the COVID-19 pandemic on daily life, mood, and behavior of adults with Down syndrome
Hartley, S. L., Fleming, V., Piro‐Gambetti, B., et al. (2022) · Disability and health journal · doi:10.1016/j.dhjo.2022.101278 · Cited by 22
Dolce, J. N., & Bates, F. M. (2018) · Journal of Vocational Rehabilitation · doi:10.3233/jvr-180990 · Cited by 22
Hyseni, F., Kruse, D. L., Schur, L. A., & Blanck, P. (2023) · Journal of Participation and Employee Ownership · doi:10.1108/jpeo-10-2022-0017 · Cited by 22
PEMENUHAN HAK PENYANDANG DISABILITAS DALAM MENDAPATKAN PEKERJAAN DI BUMN
Susiana, S., & Wardah, W. (2019) · LAW REFORM · doi:10.14710/lr.v15i2.26181 · Cited by 22
Doan, T., Kim, P. B., Mooney, S., & Vo, H.-Y. T. (2020) · Cornell Hospitality Quarterly · doi:10.1177/1938965520968065 · Cited by 20
The employment of people with lived experience of disability in Australian disability services
Mellifont, D., Smith‐Merry, J., & Bulkeley, K. (2023) · Social Policy and Administration · doi:10.1111/spol.12898 · Cited by 19
Disability inclusion in workplaces, firm performance, and reputation
Jurado-Caraballo, M. Á., & García, C. Q. (2024) · European Management Journal · doi:10.1016/j.emj.2024.08.001 · Cited by 33
Percepção de desempenho de pessoas com deficiência e desenho do trabalho
de Carvalho‐Freitas, M. N., Tette, R. P. G., de Souza, G. C., Bentivi, D. R. C., & de Oliveira, M. S. (2019) · Revista Psicologia Organizações e Trabalho · doi:10.17652/rpot/2019.4.17381 · Cited by 18
Planning accessible cities: Lessons from high quality barrier removal plans
Eisenberg, Y., Heider, A., Labbé, D., Gould, R., & Jones, R. (2024) · Cities · doi:10.1016/j.cities.2024.104837 · Cited by 21
Case study on the effects of a disability inclusive mindset in a large biotechnology company
Ochrach, C. M., Thomas, K. N., Phillips, B. N., Mpofu, N., Tansey, T., & Castillo, S. (2021) · Journal of Work-Applied Management · doi:10.1108/jwam-06-2021-0045 · Cited by 17
Aksnes, S. Y., & Ulstein, J. (2024) · Scandinavian Journal of Disability Research · doi:10.16993/sjdr.1089 · Cited by 17
Dean, E. E., Garrels, V., Sigstad, H. M. H., et al. (2022) · Journal of Vocational Rehabilitation · doi:10.3233/jvr-221201 · Cited by 16
Soft skills for success for job seekers with autism spectrum disorder
Herrick, S. J., Lu, W., Oursler, J. D., Beninato, J., Gbadamosi, S., Durante, A., & Meyers, E. (2022) · Journal of Vocational Rehabilitation · doi:10.3233/jvr-221203 · Cited by 16
A Social Robot for Improving Interruptions Tolerance and Employability in Adults with ASD
Ramnauth, R., Adéníran, E., Adamson, T., Lewkowicz, M. A., Giridharan, R., Reiner, C., & Scassellati, B. M. (2022) · ACM/IEEE International Conference on Human-Robot Interaction (HRI) · doi:10.1109/hri53351.2022.9889383 · Cited by 18
“Furthermore, many individuals with ASD have unique strengths and abilities, such as attention to detail and consistent work ethic, that are underutilized and in high-demand in numerous employment sectors [29], [43].”
BackgroundWho Requests and Receives Workplace Accommodations? An Intersectional Analysis
Hyseni, F., Goodman, N. J., & Blanck, P. (2024) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-024-10172-4 · Cited by 15
“Work can serve as a pathway to self-empow-erment and community integration as well as overall better quality of life [1].”
BackgroundLackey, S., Hyatt, G. W., Batorowicz, B., Engelen, S. V., Li, S., Pinder, S. D., & Davies, T. C. (2023) · Augmentative and Alternative Communication · doi:10.1080/07434618.2023.2170277 · Cited by 16
“Implementing accommodations has been found to reduce social, physical, and attitudinal barriers to employment faced by people with disabilities (Lindsay et al., 2018; Padkapayeva et al., 2017; Solovieva & Walls, 2013).”
BackgroundWorking women with disabilities: evidence from the Jordanian public sector
Ababneh, R. I., & AlShaik, A. (2020) · International journal of organizational analysis · doi:10.1108/ijoa-12-2019-1970 · Cited by 14
Mahasneh, R., Randle, M., Gordon, R., Algie, J. A., & Dolničar, S. (2023) · Journal of Social Marketing · doi:10.1108/jsocm-08-2022-0174 · Cited by 27
Miethlich, B., & Oldenburg, A. G. (2019) · doi:10.33543/16002.62536267 · Cited by 15
“Customers: The employment of PWD is in itself an opportunity to attract and retain socially responsible customers and customers with disabilities (Lindsay et al., 2018; Gröschl, 2007) and increases the chance to gain a lasting customer base (ODEP, 2009).”
BackgroundInfluentialCorporate Credit Rating Feature Importance: Does ESG Matter?Preprint
Michalski, L., & Low, R. K. Y. (2021) · SSRN Electronic Journal · doi:10.2139/ssrn.3788037 · Cited by 14
Echarti, N., Schüring, E., & O’Donoghue, C. (2019) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-019-09866-x · Cited by 13
Readhead, A., & Owen, F. A. (2020) · Current Developmental Disorders Reports · doi:10.1007/s40474-020-00202-0 · Cited by 13
Kalargyrou, V., Pettinico, W., & Chen, P. (2021) · Journal of Vocational Rehabilitation · doi:10.3233/jvr-201124 · Cited by 13
“Luck (2011) found that people who had personal experience with disability were more compassionate than those without such experience.”
BackgroundOrganizational Practices for the Inclusion of People with Disabilities. A Scoping Review
van Berkel, R., & Breit, E. (2024) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-024-10228-5 · Cited by 15
“First, whereas most existing reviews used a more narrow approach and focused on studies that looked at people with specific disabilities [6, 7], addressed specific organizational practices [8–11] or used specific methodological approaches [12–14], our review adopted a broad approach.”
Employers’ attitude, intention, skills and barriers in relation to employment of vulnerable workers
Hulsegge, G., Otten, W., van de Ven, H. A., Hazelzet, A. M., & Blonk, R. W. B. (2022) · Work · doi:10.3233/wor-210898 · Cited by 18
“, diverse customers, customer loyalty and satisfaction, and innovation) [4].”
BackgroundSetting the bar of social enterprise research high. Learning from medical science
Agafonow, A. (2018) · Social Science & Medicine · doi:10.1016/j.socscimed.2018.08.020 · Cited by 13
Market reactions to the inclusion of people with disabilities
Hernandez, C. A. (2021) · Equality Diversity and Inclusion An International Journal · doi:10.1108/edi-01-2021-0025 · Cited by 13
Kim, J. (2022) · Journal of Vocational Rehabilitation · doi:10.3233/jvr-221213 · Cited by 12
“…on the needs of business showed that diversity and inclusivity in the workforce contributed to business profitability by structuring a safe work environment, improving work morale, and promoting a positive reputation of the corporation in the public (Gelashvili et al., 2015; Lindsay et al., 2018).”
Carter, E. W., Bendetson, S., & Guiden, C. H. (2018) · Research and Practice for Persons with Severe Disabilities · doi:10.1177/1540796918778293 · Cited by 12
Challenges and solutions for autism in academic geosciences
Taylor, N. C., & Johnson, J. H. (2020) · Advances in geosciences · doi:10.5194/adgeo-53-33-2020 · Cited by 12
“Companies who consciously employed disabled people have reported a competitive advantage, with increased employee reliability, punctuality, productivity and retention (Lindsay et al., 2018).”
BackgroundFactors and key interactions influencing successful employment outcomes for people with disabilities
Ikutegbe, P., Randle, M., Sheridan, L. M., Gordon, R. A., & Dolničar, S. (2023) · Asia Pacific Journal of Human Resources · doi:10.1111/1744-7941.12377 · Cited by 17
Garcia-Sabater, J. P., Maheut, J., Ruiz, A. B., et al. (2020) · Sustainability · doi:10.3390/su12229713 · Cited by 11
“As their main activity, SECs produce their own products [16] or provide services to customer companies [13], like cleaning [17] or logistics services [18,19], or even manufacturing subassemblies [20].”
BackgroundMiethlich, B., & Oldenburg, A. G. (2019) · doi:10.33543/16002/71467158 · Cited by 13
Heron, L. M., Agarwal, R., González, I., Tan, L., Garcia, S. J., Maddux, M., Attong, N., & Burke, S. L. (2020) · International Journal of Disability Management · doi:10.1017/idm.2020.1 · Cited by 12
“There are many benefits to hiring individuals with disabilities, including increased profitability, competitive advantage, inclusive culture, and ability awareness (Lindsay et al., 2018), and several cited benefits specifically for the IDD population, including increased attention to detail and work ethic (Scott et al.”
BackgroundEmployers’ perceptions of supports provided to their employees with disabilities
Almalky, H. A., & Alasmari, A. N. (2024) · Research in Developmental Disabilities · doi:10.1016/j.ridd.2024.104750 · Cited by 11
Reims, N., & Tisch, A. (2022) · Work · doi:10.3233/wor-205046 · Cited by 11
“firm profitability, work culture and competitiveness [3].”
Young, K., & Rooney, D. (2023) · British Journal of Special Education · doi:10.1111/1467-8578.12484 · Cited by 10
Lindsay, S., Cagliostro, E., Stinson, J., & Leck, J. (2019) · JMIR Pediatrics and Parenting · doi:10.2196/12653 · Cited by 10
“There is a growing literature highlighting the benefits of having a diverse workforce and, particularly, hiring people with disabilities [1].”
BackgroundSelf-citationMilbourn, B. T., Mahoney, N., Trimboli, C., et al. (2019) · Australian Occupational Therapy Journal · doi:10.1111/1440-1630.12630 · Cited by 10
Peijen, R., & Wilthagen, T. (2020) · International Journal of Disability Development and Education · doi:10.1080/1034912x.2020.1802648 · Cited by 10
Managers’ Conceptions and Their Effects on the Perception of Employees with Disabilities
Marques, A. L., Romeo, M., Matalinares, M., & Baldó, M. Y. I. (2020) · International Journal of Environmental Research and Public Health · doi:10.3390/ijerph17197039 · Cited by 10
“Consequently, over the past two decades, there has been a significant increase in the inclusion of PWDs in the labor market, and the benefits for the individual, society, and organizations have been highlighted [20].”
BackgroundOn-the-Job Treatment of Employees With Disabilities: A Grounded Theory Investigation
Koch, L. C., Glade, R., Manno, C. M., Zaandam, A., Simon, L., Rumrill, P. D., & Rosen, C. C. (2021) · Rehabilitation Counseling Bulletin · doi:10.1177/0034355221993571 · Cited by 10
“In a systematic review of employer practices that indicate a commitment to hiring and retaining workers with disabilities, Lindsay et al. (2018) found that employees with disabilities benefit from inclusive practices by experiencing an improved quality of life, greater income, enhanced selfesteem,…”
BackgroundEffects of disability employment on guest perceptions and behavioral intentions in the hotel sector
Kim, B., Liu, A., & Ling, E. C. (2024) · International Journal of Hospitality Management · doi:10.1016/j.ijhm.2024.103993 · Cited by 13
Bowman, L. R., McDougall, C., D’Alessandro, D., et al. (2022) · Disability and Rehabilitation · doi:10.1080/09638288.2022.2140846 · Cited by 9
“Additionally, families are given information on the current landscape of employment in the province, and the business case for diversity and inclusion in the work-place (relating to item 3.3 “Employer level outreach, coaching, and capacity building” below) [5,32,33].”
BackgroundInfluentialInserción laboral de personas con discapacidad: estudio de caso
Peñafiel, Y. B., & Sánchez, B. A. N. (2022) · INNOVA Research Journal · doi:10.33890/innova.v7.n3.2.2022.2171 · Cited by 9
Vocational Rehabilitation in Small and Medium-sized Enterprises
Miethlich, B. (2022) · Logos Verlag Berlin eBooks · doi:10.30819/5572 · Cited by 9
Developing a Work Accommodation Operating Model for Workplaces and Work Ability Support Services
Nevala, N., Pehkonen, I., Virtanen, M., Mattila‐Holappa, P., & Juvonen-Posti, P. (2024) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-024-10193-z · Cited by 8
López‐Gavira, R., Orozco, I., & López, A. V. P. (2025) · Higher Education · doi:10.1007/s10734-025-01446-8 · Cited by 9
Kudla, A., Dinelli, E. J., Capraro, P., Crown, D., Sheth, M., Trierweiler, R., Munsell, E. G. S., Wong, J., & Heinemann, A. W. (2024) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-024-10245-4 · Cited by 8
“Lindsay and colleagues’ systematic review concluded that employment was associated with improved quality of life and income, enhanced self-confidence, expanded social network, and a sense of community [13].”
Developing a Multilevel Scale to Assess Retention of Workers with Disabilities
Krisi, M., Eckhaus, E., & Nagar, R. (2021) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-021-09984-5 · Cited by 13
Disability Employment Quotas: Effects of Laws and Nudges
Duryea, S., Martínez, C., & Smith, R. (2024) · doi:10.18235/0005522 · Cited by 8
Ableism and Structural Ableism in Health Care Workplaces
Iezzoni, L. I. (2024) · JAMA Network Open · doi:10.1001/jamanetworkopen.2024.30315 · Cited by 7
An integrated practical placement programme for students with disability: A pilot study
Kiegaldie, D., Shaw, L., Hunter, S., Davis, J., Siddel, H., & O’Brien, M. A. (2022) · Journal of Intellectual Disabilities · doi:10.1177/17446295221114490 · Cited by 7
“It can increase a company ’ s pro fi tability, enhance competitive advantage, and has been shown to improve workplace culture (Lindsay et al., 2018).”
BackgroundThomas, J. A., Ditchman, N., Breting, L. M. G., & Narayanan, J. (2024) · Epilepsy & Behavior · doi:10.1016/j.yebeh.2024.109664 · Cited by 8
Marín, G. S., Reina, G. L., Peláez-León, J. D., & Castillo, M. Á. S. (2024) · Management Decision · doi:10.1108/md-07-2023-1158 · Cited by 9
Bergman, J., Ratcliffe, S. E., Harvey-Smith, L., & Williams, L. A. (2024) · doi:10.31219/osf.io/zmvjn · Cited by 7
Ip, P. S. Y., & Hui, A. N. N. (2023) · Journal of Employment Counseling · doi:10.1002/joec.12218 · Cited by 7
Chan, J., & McGinley, S. P. (2024) · International Journal of Contemporary Hospitality Management · doi:10.1108/ijchm-02-2024-0204 · Cited by 6
Disability inclusiveness in Covid-19 pandemic policies in West Africa: “Are we left behind?”
Aboagye, E. M., Mensah, F., Owusu, N. O., Effah, K. O., & Erzuah, M. (2022) · Cogent Social Sciences · doi:10.1080/23311886.2022.2079803 · Cited by 6
“PwDs are heterogeneous; thus, disabilities include Attention Deficit Disorder, Blindness, Brain Injuries, Hard of Hearing, Learning Disabilities, Medical Disabilities, Physical Disabilities, and Speech and Language Disabilities (Crow, 2008; Lindsay et al., 2018; Sinclair & Xiang, 2008).”
BackgroundDiversity from the customer's perspective: Good or bad? The case of disability
Essa, M. (2023) · Italian Journal of Marketing · doi:10.1007/s43039-023-00064-5 · Cited by 6
“A broader article pool could be considered by future reviews that could include relevant studies (Colella & Varma, 2001; Krefting & Brief, 1976; Lindsay et al., 2018), which could provide a broader overview of how disability could impact other stakeholders (employees, managers, etc.”
BackgroundDoes Employment Complexity Promote Healthy Cognitive Aging in Down Syndrome?
Piro‐Gambetti, B., Schworer, E. K., Handen, B. L., Glukhovskaya, M., & Hartley, S. L. (2023) · Journal of Intellectual Disabilities · doi:10.1177/17446295231169379 · Cited by 8
“…have been documented to have numerous bene fi ts for people with intellectual disabilities including increased feelings of self-determination (Lindsay et al., 2018; Shogren et al., 2015; Vicente et al., 2020), better psychological well-being, and a higher self-reported quality of life…”
BackgroundAl-Hendawi, M., Hussein, E., & Ismail, F. (2024) · Societies · doi:10.3390/soc14110243 · Cited by 9
Exploring the Challenges and Opportunities of Employing Persons with Disabilities
Aichner, T., Cologna, A., Cvilak, L., & Zacca, R. (2024) · F1000Research · doi:10.12688/f1000research.141322.1 · Cited by 6
Metadata
- Authors
- Lindsay, S., Cagliostro, E., Albarico, M., Mortaji, N., & Karon, L.
- Affiliations
- University of Toronto (CA)
- Holland Bloorview Kids Rehabilitation Hospital (CA)
- Corresponding author
- Lindsay, Sally
- Venue
- Journal of Occupational Rehabilitation
- Published
- 2018-02-01
- Volume
- 28
- Issue
- 4
- Pages
- 634-655
- ISSN
- 1053-0487 (ISSN-L)
- 1573-3688
- OpenAlex
- W2789644460
- Cited by
- 361
- References
- 80
- Citations by year
- 2026: 62 · 2025: 67 · 2024: 63 · 2023: 54 · 2022: 37 · 2021: 27 · 2020: 26 · 2019: 18 · 2018: 7
- FWCI
- 5.42
- Type
- journal article
- Language
- en
- Open access
- green
- hdl.handle.net
- Licence
- www.springer.com/tdm (tdm)
- Locations
- Journal of Occupational Rehabilitation (publishedVersion)
- PubMed (publishedVersion)
- TSpace (University of Toronto) (submittedVersion)
- Funders
- Ontario Ministry of Research and Innovation
- Topics
- Social Sciences › Education › Disability Education and Employment
- Social Sciences › Demography › Retirement, Disability, and Employment
- Social Sciences › Sociology and Political Science › Disability Rights and Representation
- Keywords
- employment of people with disabilities, competitive employment, workplace inclusion, profitability, inclusive work culture, employee loyalty, customer loyalty, productivity, quality of life, self-confidence, disability awareness, employer benefits
- MeSH terms
- Economic Competition, Efficiency, Employment, Persons with Disabilities, Humans, Income, Personnel Loyalty, Personnel Management, Personnel Selection, Personnel Turnover, Quality of Life, Organizational Culture, Self Efficacy
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
A language model drew the claims from the paper on 2026-10-04, under version 3 of the claim definition (model deepseek-v4.1-flash, prompt extract-v3).
A second model labelled each claim on 2026-10-04 (model jev-1.13-20260917, definition revision gold-guideline-v0.2).
Cited sources are checked with a language model’s help (gpt-6-sol).
Statistics and arithmetic are recomputed, not judged.
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