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
Items 101–200 of 293
Does the Inclusion of Disabled Employees Affect Firm Performance? Empirical Evidence from China
Jing, J., Xiao-qing, F., Song, J., & Li, B. (2022) · Sustainability · doi:10.3390/su14137835 · Cited by 6
Focus groups on employment related soft skills for transition age youth with disabilities
Lu, W., Oursler, J. D., Gao, N., Herrick, S. J., Mariani, J., Diviney, J., Socha, C., & Beninato, J. (2023) · Journal of Vocational Rehabilitation · doi:10.3233/jvr-230033 · Cited by 6
Miethlich, B. (2018) · doi:10.33543/cer.16001.4347 · Cited by 5
“awareness of disability among employees [8], which in turn promotes innovation [36] and the development of "designed-for-all" products and services [38].”
BackgroundInfluentialA disability disclosure simulation as an educational tool
Lindsay, S., Rezai, M., Shen, W., & Lyons, B. J. (2020) · Equality Diversity and Inclusion An International Journal · doi:10.1108/edi-12-2019-0292 · Cited by 7
Self-citationSmith, M. S., & Stein, M. A. (2020) · Springer eBooks · doi:10.1007/978-981-15-0786-1_13 · Cited by 5
Workplace Accommodations and Employment Outcomes Among Employees With Autism: A Systematic Review
Heinze, C. (2025) · Cureus · doi:10.7759/cureus.99353 · Cited by 11
“Lindsay et al. [94] showed that employing individuals with disabilities translates into organizational gains, such as enhanced workplace culture and innovation.”
InfluentialManagers' Decisions About Informal Accommodation Requests by Employees With and Without Disabilities
Bonaccio, S., Connelly, C. E., McLarnon, M. J. W., & Gellatly, I. R. (2026) · Human Resource Management · doi:10.1002/hrm.70047 · Cited by 5
The Role of the Nonprofit Sector as a Site for Inclusive Employment
Buettgen, A., & Klassen, T. (2020) · Canadian journal of nonprofit and social economy research · doi:10.29173/cjnser.2020v11n2a367 · Cited by 4
Employment and Vocational Skills for Individuals with Autism
LaRue, R. H., Manente, C. J., Maraventano, J. C., Budge, J. L., Butler, C., Hoffmann, M. R., & Kahng, S. (2022) · Autism and child psychopathology series · doi:10.1007/978-3-030-98507-3_21 · Cited by 4
Tucker, B. P., & Nash, E. (2023) · Journal of Accounting Literature · doi:10.1108/jal-01-2023-0013 · Cited by 4
Deafness in academia and the geosciences: challenges and solutions
Mangan, J. M. (2023) · Journal of Geoscience Education · doi:10.1080/10899995.2023.2275548 · Cited by 4
“This type of institutionalized ableism contributes to the most common barrier to disability disclosure: concerns about discrimination (Lindsay et al., 2018).”
van den Bogaard, K. J. H. M., de Beer, M. G. D., Frielink, N., et al. (2023) · Journal of Intellectual & Developmental Disability · doi:10.3109/13668250.2023.2275943 · Cited by 4
“An inclusive culture encourages meaningful participation and collaboration, promoting a sense of belonging and enhancing overall employee satisfaction and well-being (Lindsay et al., 2018).”
Urrejola-Contreras, G. P., Pérez, M. A., Herrera, F., López, B. P., Zambra, B. A. G., & Pérez, K. H. (2024) · Work · doi:10.1177/10519815241289677 · Cited by 5
Milanović‐Dobrota, B., Jelić, S., Buha, N. S., & Japundža‐Milisavljević, M. (2025) · Journal of Applied Research in Intellectual Disabilities · doi:10.1111/jar.70045 · Cited by 4
Career Conversations: Disability and Hiring
Leonard, E. (2019) · Reference & User Services Quarterly · doi:10.5860/rusq.58.4.7144 · Cited by 4
Lindsay, S., & Thiyagarajah, K. (2021) · Journal of occupational rehabilitation · doi:10.1007/s10926-021-09980-9 · Cited by 4
Self-citationOn-the-job training supports for people with intellectual disability employed in aged care
Alexander, J., Gendera, S., Robinson, S., Fisher, K. R., & Howe, K. (2023) · Journal of Intellectual & Developmental Disability · doi:10.3109/13668250.2023.2256075 · Cited by 7
“Employers implementing traineeship programs with people with disability anticipate a range of obstacles, some of which are encountered while others remain unsubstantiated (Lindsay et al., 2018; Riesen & Oertle, 2019).”
BackgroundInfluentialWagner, M., Shirgaokar, M., Misra, A., & Marshall, W. E. (2024) · Journal of the American Planning Association · doi:10.1080/01944363.2024.2343661 · Cited by 3
“Collaborating with people with disabilities also helps employees dismantle implicit bias and aspects of ableism (Derbyshire et al., 2023; Lindsay et al., 2018).”
15 Years of Inclusive Employment in a Down Syndrome Clinic
Reynders, S. S., Lombardo, A. M., Davidson, E. J., et al. (2024) · Work · doi:10.3233/wor-240080 · Cited by 3
Lindsay, S., Dain, N., & Hsu, S. (2024) · PLoS ONE · doi:10.1371/journal.pone.0313295 · Cited by 5
“Having a diverse workforce is essential for a prosperous global economy and employers are increasingly looking to enhance the diversity and inclusion of their staff [1, 2].”
BackgroundSelf-citationPeople With Disability Influencing Sustained Improvements to Employment
Gendera, S., Alexander, J., Burton, J., Fisher, K. R., & Robinson, S. (2025) · Social Policy and Administration · doi:10.1111/spol.70022 · Cited by 4
Carr‐Kirby, K., Horton, S., Sutherland, C. A., Paraschak, V., & Weir, P. L. (2025) · Journal of Applied Research in Intellectual Disabilities · doi:10.1111/jar.70147 · Cited by 3
“…motivated and dependable employees, with lower levels of absenteeism, higher rates of productivity and retention, and the ability to stimulate customer loyalty and workplace morale (Institute for Corporate Productivity [ICP] 2014; Fisher and Connelly 2020; Lindsay et al. 2018; Lysaght et al. 2012).”
Ben‐Amram, M., & Shapira‐Lishchinsky, O. (2025) · International Journal of Training and Development · doi:10.1111/ijtd.70015 · Cited by 3
Baba, N., Tanimura, A., & Ishi, Y. (2023) · Work · doi:10.3233/wor-220144 · Cited by 4
“, profits and cost-effectiveness, turnover and retention, reliability and punctuality, employee loyalty, and corporate image) and benefits for people with disabilities include improved quality of life and income as well as increased self-confidence [19].”
BackgroundNawafleh, S. (2023) · International journal of organizational analysis · doi:10.1108/ijoa-02-2023-3621 · Cited by 3
Conversational skills at work: Teaching small talk via telehealth to individuals with disabilities
Lu, W., Oursler, J. D., Herrick, S. J., Gao, N., Beninato, J., Minor, T. D., Eissenstat, S. J., Harosh, A. S., Wang, K., Diviney, J., et al. (2023) · Journal of Employment Counseling · doi:10.1002/joec.12217 · Cited by 3
Agha, A. A., Nnama‐Okechukwu, C. U., Onalu Chinyere, E., et al. (2024) · Journal of Human Rights and Social Work · doi:10.1007/s41134-023-00289-6 · Cited by 3
“…studies have attempted to popularize the concept of ability in disability maxim and the literature evidence shows that many PWDs are super talented and perform highly in any given task (Abu Hassan et al., 2022; Agha et al., 2023; Dangoisse et al., 2020; Kim & Kutscher, 2021; Lindsay et al., 2018).”
Buettgen, A., Gardiola, A., & Tompa, E. (2024) · Equality Diversity and Inclusion An International Journal · doi:10.1108/edi-12-2023-0457 · Cited by 3
Inclusion of People with Disabilities in the Workplace: A Focus on Germany, Austria, and Switzerland
Glumann, N. V., Schertler, M., & Boehm, S. A. (2025) · Springer eBooks · doi:10.1007/978-3-031-69308-3_18 · Cited by 3
Lindsay, S., Kosareva, P., Sukhai, M. A., Thomson, N., & Stinson, J. (2021) · JMIR Research Protocols · doi:10.2196/20463 · Cited by 3
“…design, and content of our intervention are based on several systematic reviews that focused on the benefits of hiring people with disabilities [1], workplace disclosure and accommodation requests for youth with disabilities [51,52], the role of gender in finding and maintaining employment…”
BackgroundSelf-citationLindsay, S., Kolne, K., Barker, D. J., Colantonio, A., Stinson, J., Moll, S. E., & Thomson, N. (2021) · JMIR Formative Research · doi:10.2196/23568 · Cited by 3
“The initial discussion with participants was informed by needs assessments and systematic reviews conducted by our team, focusing on the role of gender among youth with disabilities [8,9,13,17,61-64] and health care providers [13,64-66].”
BackgroundSelf-citationVulnerable Workers and the Future of Work
Boselie, P., van Berkel, R., van Harten, J., van Os, L., & Haenraets, R. (2021) · Emerald Group Publishing Limited eBooks · doi:10.1108/978-1-80071-298-020211012 · Cited by 4
Didattica speciale e sviluppo delle competenze lavorative e di vita indipendente
Lascioli, A., & Traina, I. (2022) · EDUCATION SCIENCES AND SOCIETY · doi:10.3280/ess2-2022oa14535 · Cited by 3
A Systematic Review to Move Australian Disability Employment Forward for Autistic People
Hayward, S. M., & Flower, R. L. (2023) · Review Journal of Autism and Developmental Disorders · doi:10.1007/s40489-023-00388-0 · Cited by 3
“Autistic people have much to offer organizations (Lindsay et al., 2018; Russell et al., 2019).”
Drożdż, J. (2023) · Wydawnictwo Uniwersytetu Łódzkiego eBooks · doi:10.18778/8331-307-8.06 · Cited by 3
Alves, D. E., Ballo, J. G., Nilsen, W., et al. (2023) · Journal of Youth Studies · doi:10.1080/13676261.2023.2290112 · Cited by 3
Funding employment inclusion for Ontario youth with disabilities: a theoretical cost-benefit model
Hartman, L. R., McDougall, C., Doucet, R., Pooran, B. D., Xu, Y., & Campbell, J. (2024) · Frontiers in Sociology · doi:10.3389/fsoc.2024.1281088 · Cited by 3
Autism Employment Initiative in a Global Business Management Consultancy Firm: A Case Study
Kesselmayer, R. F., Ochrach, C. M., Phillips, B. N., Mpofu, N., Lee, B., Chen, X., Geslak, D. S., & Tansey, T. N. (2022) · Rehabilitation counselors & educators journal · doi:10.52017/001c.32416 · Cited by 3
Barroso, C. L., Mañas-Viniegra, L., Sánchez, J. S., & García, F. G. (2023) · El Profesional de la Informacion · doi:10.3145/epi.2023.nov.04 · Cited by 2
“A company with an inclusive culture, which is able to mainstream diversity and eliminate stigma, is more likely to foster employee engagement and job satisfaction ( Ellinger et al. , 2020; Lindsay et al. , 2018).”
BackgroundTvedalen, T. C., & Braathen, T. N. (2025) · Disability & Society · doi:10.1080/09687599.2025.2494138 · Cited by 2
“…in competitive workplaces give employers experience with employees with disabilities and can promote a change in mindset and competence among employers as well as contribute to increased self-determination and citizenship for people with disabilities (Lindsay et al. 2018; Nagtegaal et al. 2023).”
Intersectional Software Engineering as a Field
Takaoka, A. J. W., Cutrupi, C. M., & Jaccheri, L. (2025) · Software · doi:10.3390/software4030018 · Cited by 2
“Most research about hiring diverse faculty focuses on employer concerns; however, research on the benefits of a diverse workplace has started to emerge [134].”
Kerdar, S. H., Kirchhoff, B. M., Adolph, L., & Bächler, L. (2025) · Journal of Vocational Rehabilitation · doi:10.1177/10522263251376943 · Cited by 2
“In a systematic review on the ben-e fi ts of hiring people with disabilities, Lindsay et al. (2018) identi fi ed advantages both for companies (e.g., increased customer satisfaction, innovation, and productivity) and for employees with disabilities (e.g., enhanced self-esteem, higher income, and…”
Jetha, A., Hossain, S., Navaratnerajah, L., et al. (2025) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-025-10335-x · Cited by 2
Zhou, Y., Upadhyay, S. K., & Viswesvaran, C. (2025) · Journal of Vocational Behavior · doi:10.1016/j.jvb.2025.104205 · Cited by 2
Neurodivergence in Medical Education: Current Landscape and Inclusive Future for Pediatrics
Venkataraman, S., Nguyen, M., Sheets, Z. C., Arnold, J., & Meeks, L. M. (2026) · Pediatric Annals · doi:10.3928/19382359-20260318-03 · Cited by 2
Employment readiness in adults with intellectual disabilities
Milanović‐Dobrota, B., Vidojković, S., Japundža‐Milisavljević, M., & Đurić-Zdravković, A. (2021) · Specijalna edukacija i rehabilitacija · doi:10.5937/specedreh20-30874 · Cited by 2
Thomas, K. N., Ochrach, C. M., Phillips, B. N., & Tansey, T. N. (2021) · Journal of Business Diversity · doi:10.33423/jbd.v21i4.4748 · Cited by 2
Rusdiana, E., Nugroho, A., & Sari, N. (2022) · IJDS Indonesian Journal of Disability Studies · doi:10.21776/ub.ijds.2022.009.01.06 · Cited by 2
Inclusion of People With Disabilities in Marketing
Sani, K. F., & Gbadamosi, A. (2022) · Advances in marketing, customer relationship management, and e-services book series · doi:10.4018/978-1-6684-3590-8.ch005 · Cited by 2
Eckhaus, E., & Krisi, M. (2022) · Work · doi:10.3233/wor-211151 · Cited by 2
“Moreover, PwD were found to be loyal and highly motivated workers [64], and can, therefore, contribute to the company’s success.”
Fidler, D. J., Deusen, K. V., Pinks, M. E., Walsh, M. M., Hepburn, S., Riggs, N. R., Daunhauer, L. A., & Graham, J. E. (2022) · International review of research in developmental disabilities · doi:10.1016/bs.irrdd.2022.09.005 · Cited by 2
Zaelani, D. A., Yusuf, D. S., Mafruhat, A. Y., et al. (2023) · Jurnal Sosial Humaniora · doi:10.12962/j24433527.v15i1.13133 · Cited by 2
Autism Initiative in the Industrial Sector: A Case Study
Phillips, B. N., Tansey, T. N., Lee, D. O., Lee, B., Chen, X., Kesselmayer, R. F., Reyes, A., & Geslak, D. S. (2023) · Rehabilitation counselors & educators journal · doi:10.52017/001c.37780 · Cited by 2
Absolor, J. L. (2023) · International Journal of Social Science and Human Research · doi:10.47191/ijsshr/v6-i3-31 · Cited by 5
Abad, M. V., Barroso, C. L., Mañas-Viniegra, L., & Gómez, I. J. (2023) · Doxa Comunicación Revista interdisciplinar de estudios de comunicación y ciencias sociales · doi:10.31921/doxacom.n37a1917 · Cited by 2
Workforce Members with Disabilities: An Underutilized Talent Pool for Mutual Growth
Jacocks, C. W., & Bell, R. G. (2023) · Springer eBooks · doi:10.1007/978-3-031-35494-6_29 · Cited by 2
Investigating employers’ attitudes and knowledge about employing someone with a spinal cord injury
Barclay, L., Vecchio, A., & Bould, E. (2024) · Disability and Rehabilitation · doi:10.1080/09638288.2024.2310176 · Cited by 2
“People with disability generally take fewer days off, take less sick leave, and stay in jobs longer than other workers, and their workers’ compensation costs are lower than for other employees [25, 26].”
Adenan, A. S., Rahman, M. M., Puteh, S. E. W., et al. (2024) · Scandinavian Journal of Disability Research · doi:10.16993/sjdr.1064 · Cited by 2
Reframing disability in the labour market: narratives of value told by employers
Lundberg, C. S., & Solvang, P. K. (2022) · Alter · doi:10.4000/9ifa · Cited by 2
Breit, E., Bråthen, M., & Sadeghi, T. (2025) · Work · doi:10.1177/10519815251320275 · Cited by 2
Markou, N., & Papakonstantinou, D. (2025) · Disabilities · doi:10.3390/disabilities5020037 · Cited by 3
“…be explained by prejudices and stereotypes that may influence employers’ attitudes about hiring people with disabilities [1–3] and by a lack of knowledge/comprehension regarding the accommodations required to support people with disabilities [35] or the advantages of their work inclusion [42].”
Affirmative Hackathon for Software Developers with Disabilities: An Industry Initiative
da Rocha, T. A., Davila, N., Vaccari, R., et al. (2025) · doi:10.1109/chase66643.2025.00013 · Cited by 2
“As for companies, the benefits of hiring PWD include improvements in profitability, competitive advantage, and an inclusive work culture [4].”
Employment of People with Disabilities and Ergonomic Risk Factors at Workplace
Kaygısız, B. B. (2018) · IntechOpen eBooks · doi:10.5772/intechopen.76721 · Cited by 2
LEADER-MEMBER EXCHANGE FROM THE PERSPECTIVE OF PEOPLE WITH DISABILITIES
Hashim, H. (2021) · Insight Journal · doi:10.24191/doi.org/10.24191/ij.v8i2.81 · Cited by 2
Omar, M. K., Jamaluddin, F., Yaakub, M. N., Saripan, M. I., Puad, M. H. M., Ismail, I. M., & Hussain, M. A. M. (2023) · Studies in systems, decision and control · doi:10.1007/978-3-031-28314-7_47 · Cited by 6
Do Disability Quotas Work? Can we Nudge them?
Duryea, S., Martínez, C., & Smith, R. (2023) · doi:10.18235/0004813 · Cited by 2
Bai, J. (2024) · Springer eBooks · doi:10.1007/978-3-031-32257-0_163-1 · Cited by 2
Cao, S., Strong, D. M., & Loiacono, E. T. (2022) · Hawaii International Conference on System Sciences (HICSS) · doi:10.24251/hicss.2022.834 · Cited by 1
“Through an effective accommodation process, disabled employees can get the support they need, integrate into their work environments, and enjoy the same benefits of employment as others [6][18].”
Kendall, E. A., & McLennan, V. (2021) · Handbook series in occupational health sciences · doi:10.1007/978-3-030-24936-6_28-1 · Cited by 1
The Importance of Economic Participation for Quality of Life
Riches, V. C. (2023) · Springer eBooks · doi:10.1007/978-981-99-6143-6_5 · Cited by 1
Interest and Skill Correlation Model for Career Aligning of Young Persons with Disabilities
Ravindranathan, R., Usha, S. S., Tommy, R., & George, S. R. (2024) · Journal of Intellectual Disability - Diagnosis and Treatment · doi:10.6000/2292-2598.2024.12.04.5 · Cited by 1
Nguyen, H., Alexander, J., & Bellon, M. (2025) · Disabilities · doi:10.3390/disabilities5010010 · Cited by 6
“This finding is echoed by Hsu et al. [63] et al. [59] who identified that the effect of good This finding is echoed by Hsu et al. [63] and Lindsay et al. [59] who identified that the effect of good relations with colleagues relations with colleagues employees with disabilities to thrive.”
Predictors of Employers’ Intention to Hire People With Disability
Mahasneh, R., Randle, M., Gordon, R., et al. (2025) · Social Marketing Quarterly · doi:10.1177/15245004251354829 · Cited by 1
“Bene fi ts for employers include having access to a more diverse talent pool and increased workplace diversity, which leads to higher productivity, lower staff turnover, enhanced corporate image and greater accessibility of the organisation (Lindsay et al., 2018; Schur et al., 2017).”
Effects of the Minimum Wage on Employment of Young Adults With Cognitive Disabilities
Chiswick, B. R., Corman, H., Dave, D., & Reichman, N. E. (2025) · Southern Economic Journal · doi:10.1002/soej.70043 · Cited by 1
de Raposo, J. F., Paulino, D., & Paredes, H. (2024) · International Conference on Software Development and Technologies for Enhancing Accessibility and Fighting Info-exclusion (DSAI) · doi:10.1145/3696593.3696645 · Cited by 3
“We can highlight the studies of Lindsay et al. (2018) [19] and Gewurtz et al. (2016) [12] as some of the earlier bodies of work in neurodiversity and employability, but we also find articles and conference proceedings such as McMahon et al. (2021) [21] , Darrodi et al. (2021) [11] , Ramnauth et al.…”
Kim, J. J., Ok, C. “., Joo, K., & Hwang, J. (2025) · Tourism and Hospitality Research · doi:10.1177/14673584251376634 · Cited by 1
Successful Transition Planning for Students with Intellectual Disability and Extensive Support Needs
Fisher, M. H., Englehart, V., Kam, C., Norwine, L., Patino, K., Patterson, A., Rodríguez, M. D. C., Bouck, E. C., Sung, C., & Taylor, J. (2025) · Springer international handbooks of education · doi:10.1007/978-3-031-60258-0_18 · Cited by 1
The Influence of Employee Voice, Equity, and Inclusion on Responsiveness of Public Organizations
Apalowo, J. T., & Nukpezah, J. A. (2025) · Public Organization Review · doi:10.1007/s11115-025-00908-y · Cited by 1
“Studies indicate that employing people with disabilities posi - tively impacts an organization’s ability to compete (Lindsay et al., 2018).”
Strategies for Supporting Disability-Inclusive Employment in the Future of Work
Hossain, S., Nasir, K., Carolli, A., Gignac, M. A. M., Eerd, D. V., & Jetha, A. (2025) · Journal of Occupational Rehabilitation · doi:10.1007/s10926-025-10339-7 · Cited by 5
Billion, J., Renouf, J., Doussard, C., & Labbé, J. (2025) · International Journal of Entrepreneurial Behaviour & Research · doi:10.1108/ijebr-01-2025-0060 · Cited by 2
Ngai, S. S., Cheung, C., Ng, Y., et al. (2025) · Applied Research in Quality of Life · doi:10.1007/s11482-025-10523-0 · Cited by 1
“…social capital has a significant beneficial effect on the development of YPCDHC, as this group of youth often encounter unique challenges, such as employment difficulties related to societal misunderstanding, health manage - ment, and a lack of personalized resources (Lindsay et al., 2015, 2018).”
Syahril, M., Paramita, W., & Dharmmesta, B. S. (2025) · Asia-Pacific Journal of Business Administration · doi:10.1108/apjba-05-2025-0394 · Cited by 1
Balderman, O. S., & Shalmon, O. (2025) · Qualitative Research in Organizations and Management An International Journal · doi:10.1108/qrom-02-2025-2939 · Cited by 1
Unlocking inclusive hiring: understanding employers’ decisions about hiring people with disabilities
Nagtegaal, R., de Boer, N., van Berkel, R., & Tummers, L. G. (2025) · The International Journal of Human Resource Management · doi:10.1080/09585192.2025.2607539 · Cited by 1
“This is problematic as a lack of inclusion not only has widespread effects on economic inequality and well-being, but also because diversity within organizations can benefit organizational outcomes (Lindsay et al., 2018).”
Çalışma Hayatında Engelli Bireylerin Yaşadıkları Sorunlar: Kırklareli Örneği
AKYILDIZ, Y. (2026) · Sosyal Guvence · doi:10.21441/sosyalguvence.1659096 · Cited by 2
Keays, D. (2026) · International journal of organizational analysis · doi:10.1108/ijoa-06-2025-5611 · Cited by 1
Redesigning Employment Systems for Neurodivergent Inclusion
Yan, C. O. (2026) · IGI Global eBooks · doi:10.4018/979-8-3693-9541-7.ch011 · Cited by 1
Sever, M., & Özdemir, S. (2021) · Analyses of Social Issues and Public Policy · doi:10.1111/asap.12239 · Cited by 1
Gruber, K., & Krautzer, C. (2021) · Management-Reihe Corporate Social Responsibility · doi:10.1007/978-3-662-62114-1_14 · Cited by 1
Andrés‐Gárriz, C., Dean, E. E., Mumbardó‐Adam, C., Farriols, N., Hinojosa, A. M. G., Pretel‐Luque, T., & Shogren, K. A. (2023) · Revista Española de Discapacidad · doi:10.5569/2340-5104.11.02.04 · Cited by 1
The Mediality of Dis/Ability: Producing ‘Disability’ and ‘Ability’ in the Realm of Digital Games
Ledder, S. (2023) · Palgrave games in context · doi:10.1007/978-3-031-34374-2_8 · Cited by 1
O'Leary, L. (2025) · Veterinary Ophthalmology · doi:10.1111/vop.13312 · Cited by 1
McClain, A. L., & Mallary, K. J. (2025) · Adult Education Quarterly · doi:10.1177/07417136251316259 · Cited by 1
“Upon receiving accommodations, students may disclose their needs to instructors, which can cause psychological and social challenges due to perceived discrimination (Hansen & Dawson, 2020; Lindsay et al., 2018).”
Tendencias y Avances en la Inclusión Laboral: Un Análisis Bibliométrico de la Último Vicenio
Pacheco, J. F. G. (2025) · European Public & Social Innovation Review · doi:10.31637/epsir-2026-1632 · Cited by 1
Penempatan SDM Penyandang Disabilitas di Sektor Pariwisata
Kartika, T., Yuniarsih, T., & Hadijah, H. S. (2021) · Jurnal Master Pariwisata (JUMPA) · doi:10.24843/jumpa.2021.v08.i01.p01 · Cited by 1
Kendall, E. A., & McLennan, V. (2022) · Handbook series in occupational health sciences · doi:10.1007/978-3-030-29010-8_28 · Cited by 1
Mushi, G., Athuman, A. P., & Munishi, E. J. (2023) · Springer eBooks · doi:10.1007/978-3-031-25998-2_69 · Cited by 1
Management System for Integration of the Disabled on the Labour Market
Smrčka, F., Musil, M., & Chalupová, M. (2022) · Proceedings of the ... European conference on management, leadership and governance · doi:10.34190/ecmlg.18.1.936 · Cited by 1
Employers’ Implicit Bias Against Wheelchair Users in Recruitment
Krogh, C. (2024) · Employee Responsibilities and Rights Journal · doi:10.1007/s10672-024-09517-1 · Cited by 2
Reid, C. A., Avellone, L., Iwanaga, K., et al. (2025) · Journal of Life Care Planning · doi:10.70385/001c.128041 · Cited by 1
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
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