EXPLORING THE FUTURE OF WORK

No. 5 – 2003

SHRM Research

Disability in a Technology-Driven Workplace
New Internet and Web-based technology applications have meant significant cost and time effi-

Workplace Visions explores
developments in society,economics, science andtechnology, politics andgovernment, and the law
to stimulate thought anddiscussion on new issues
and trends affecting thehuman resource
profession. Material for the
newsletter is gathered
through contacting experts
in the field and conducting
extensive literature
reviews.
Questions or comments
should be directed toJennifer Schramm,
Manager Workplace
Trends and Forecasting.
E-Mail:trends@shrm.org
Internet:www.shrm.org/trends
Authors:
Susanne M. Bruyère, Ph.D.
William E. Erickson
Jennifer Schramm
Published five times ayear by the Society for
Human Resource
Management, 1800 Duke
Street, Alexandria, VA
22314-3499, USA,
Tel: (800) 283-7476,+1 (703) 548-3440,
Fax: +1 (703) 535-6432

ciencies to many American businesses. However, many employers have not yet fully grasped theimpact of these new information and communication technologies on applicants and employeeswith certain disabilities such as vision impairments, hearing problems or limited dexterity.
Although not all applicants and employees who have a disability may experience IT-access problems, to select groups it can pose a needless barrier. The increasing dominance of IT in the workplace presents both a challenge and an opportunity for workers with disabilities and theiremployers. It will be up to HR professionals to ensure that Web-based HR processes and workplacetechnologies are accessible to their employees with disabilities.

A Growing Digital Divide for Workers With Disabilities
The employment rate of individuals with disabilities has not shown improvement over the last
decade and could continue to stagnate unless steps are taken to harness the power of technology to enable participation in the workforce. Research shows a sharp digital divide between individuals with and without disabilities and this divide will only grow worse if employers do not
move quickly to address the barriers technology can present.

A Potential Rise in the Number of Workers With Disabilities
Due to an Aging Workforce
Addressing barriers for individuals with disabilities will take on added significance as the workforce ages. Because the risk of disability rises with age, the aging workforce is likely to mean anincrease in workers with disabilities. This will give employers further incentive to make surethat technology is accessible to all employees.

HR’s Role in Bridging the Divide
HR will play an absolutely critical role in increasing access to technology for workers and job
applicants with disabilities. Enabling full participation in a technology-driven workplace will be
critical for maintaining a diverse workforce, making efficient use of human capital and complying with antidiscrimination legislation.

Barriers to Access
A key barrier to access for employees with disabilities is a false perception among some employers that accessibility problems are too difficult to address, together with a lack of awareness oftechnologies and resources that make access possible.

Copyright 2003.
Reprints by permission only.

Preparing for Tomorrow by Promoting Accessibility Today
It will continue to be up to HR practitioners to ensure that their organizations comply with theAmericans With Disabilities Act of 1990 (ADA) requirement to make reasonable accommodations
for applicants and employees with disabilities. As enabling technology changes, so too will theperception of what is and is not a reasonable accommodation and employers are likely to be held
to a higher standard than they are today. The good news is that many of the most common adjustments required are easier to implement than many HR practitioners may currently believe.
03-0491

A Growing Digital Divide for Workers
With Disabilities

also provide insight for the general workforce. Due to the aging ofIn the fall of 1998, there were about 3 million World Wide Web

rise, as the risk of disability grows with age. According to U.S.

sites available to Internet users; by early 2002, there were nearly 40

Census projections, those portions of the U.S. population between

million (Zakon, 2003). In addition, Web applications have grown

the ages of 45 and 64 are projected to account for nearly half (44enormously in HR functions, particularly recruiting. In a January

percent) of the working-age population (aged 20-64) by the year

2001 SHRM poll, 88 percent of the HR managers surveyed

2010. As the workforce ages, work limitations due to disabilities also

reported using Internet job postings, just slightly lower than theincrease. According to the 2000 March Current Population Survey

proportion using personal contact/networking (95 percent),(CPS), 6.7 percent of those aged 25-34 reported a work limitation. For

newspaper advertisements (96 percent) and employee referrals

ages 45-54, the proportion of those reporting work limitations(91 percent).

increased to nearly one out of 10 (9.8 percent) and to 16.1 percent ofHowever, this increase in the use of technology for recruitment

the population, the number of people with disabilities is expected tothose aged 55-61 (Burkhauser & Houtenville, 2001).

and in the workplace represents a major new barrier for persons

Though the increase in work limitations, coupled with a rapidly

with disabilities because this rapid growth in computer andgrowing population of older workers, greatly increases theInternet use has not provided the same access to individuals withpopulation that may require workplace accommodation assistance,

disabilities. A report by the U.S. Department of Commerce (2002)

particularly in the computer and IT areas, there are many options

found that 63.1 percent of people aged 25-60 without disabilities

for increasing accessibility. By addressing these issues today, HR

had used the Internet, while people with disabilities in that age

professionals can help their organizations prepare for thisrange were much less likely to have accessed the Internet (ranging

demographic shift.

from 30.3 percent of those with multiple disabilities to 54.8 percentof those who were deaf or had a severe hearing impairment).

HR’s Role in Bridging the Divide

Compounding this lack of access to technology is the fact that

A vast number of HR transactions currently occur online, andmany Internet sites themselves are not accessible to those withaccording to all reports this number will continue to increase. It isvision impairments, hearing problems or limited dexterity. A recent

vital to gain an understanding of the accessibility of e-HR to beCornell University review of e-recruiting sites found that only aprepared to cope with a Web-based revolution in the workplace, as

third of the job boards and a quarter of the corporate e-recruiting

the Web will become central to the essential functions of many jobs

sites were accessible throughout the entire application process

in the near future.

(Erickson, 2002).

Given that so many HR functions and much of the employment

Though the employment rates of the persons with disabilities

process are increasingly being delivered by Web-based approaches,

have always been lower than those of individuals without

knowledge of how to access and navigate the Internet is essential

disabilities, there has been little change in these rates even as

for all job seekers and incumbents. The need to be able to accesstechnology has developed that enables many people withthese online opportunities is equally important to people withdisabilities to work. Ironically, technology could represent a newdisabilities. IT can offer people with disabilities a window on thebarrier for individuals with disabilities even though more and more

world and access to jobs that previously have not been available totechnology is concurrently being developed that enables them tothem. However, the inaccessibility of most Web sites, as well as the

carry out work tasks more easily.

lack of adequate preparation offered to many youth and older
individuals with disabilities to deal with this medium, may widen

A Potential Rise in the Number of Workers
With Disabilities Due to an Aging Workforce

the already-existing disparity in employment opportunities for

To try to understand this apparent contradiction and its potential

The HR function is the architect of workplace policies andimpact on people with disabilities, Cornell University, inpractices governing the employment process. Also, HR pro-collaboration with SHRM, recently designed and implemented a

fessionals, working with supervisors, often play a critical role instudy (Bruyère, Erickson, & VanLooy, 2003) that examined

responding to requests for workplace accommodations for

employers’ perceptions of technology and disability in theemployees with disabilities. HR professionals can create a more

workplace. The results from this research underscore the pivotal roledisability-friendly environment by putting in place policies andHR plays in ensuring that an increasingly technology-driven

procedures that minimize, if not eliminate, needless discrimination

workplace is accessible to employees with disabilities. The findings

against applicants and employees with disabilities. These disability-

2

SHRM Researchpeople with disabilities.

nondiscrimination polices and practices must be applied to

employees generally, and in particular of some of the most common

employment-process functions on the Internet. HR professionals

technologies and resources that remove many of these barriers.

can assist their workplace settings to fully realize the potential
discriminatory impact of these e-HR applications, and work to

Barriers to Accessmake sure that they are equipped to proactively eliminate thisA lack of awareness means that in many cases, the real problem isneedless barrier to the workplace and the employment process.

not the technology itself—which frequently stands out as more of a

They will have to do this not only to adjust to a changing working

solution than a cause of access problems—but rather inaction based

population and because it is the right thing to do, but also because

on false perceptions of how difficult it is to make adjustments toemployment-nondiscrimination laws require reasonable accommo-

ensure access. Significant education will be needed to overcome

dation in all areas of the employment process.

this problem.

The ADA requires employers to make reasonable accom-

One of the most important issues to emerge from the Cornell/modations for applicants and employees with disabilities,

SHRM research is the great extent of computer use by employees inincluding providing accessible computer technology. The idea of

all industries. Technology-based functions are such an integral partwhat constitutes a reasonable accommodation is likely to shift asof today’s workplace that barriers to these will effectively shut out

technology improves and makes it easier to make changes toindividuals with certain types of disabilities from the workplace.

computers, software and workstations. As these improvements are

The majority of HR professionals in all of the industries reported

made, employers are likely to be held to a higher standard thanthat employees used computers at least part of the time. Fewer thanthey may be today. Therefore, employers need to start by being

one out of 10 employees in finance, insurance and high-tech/aware of barriers that computers can create and then becomecomputer/telecommunications do not use computers at all, andfamiliar with the types of assistive technologies available, receive

fewer than one out of five do not use computers in the publictraining in Internet and computer accessibility, and know what

administration and service industries. Actual time spent using

resource organizations are available to provide technical assistance.

computers is extensive in all industries. Even in the industries with

Such proactive efforts toward removing technology barriers will go

the lowest computer use (transportation/utilities, manufacturing

far to reduce the likelihood that claims of IT-accessibility

and retail/wholesale trade), two out of five employees spend at

discrimination will occur. Unfortunately, the Cornell/SHRM

least half the workday on computers.

research revealed a worrying lack of awareness among HR

In the decades to come, technology will be even more pervasive

practitioners of many of the key barriers and issues that could cause

in all work processes. HR processes are no exception. Today the HRaccessibility problems for applicants with disabilities andfunction makes extensive use of IT for transactional processes andFigure 1

Organizations’ Use of Online Technology■ A Great Deal (1)Online employee training

Online benefits
self-service

Online benefits
information dissemination

Online job postings

4%■ Some (2, 3, 4)■ Not at All (5)

59%

18%

37%

39%

25%

43%

57%

44%

18%

45%

11%

Note: Percent of all respondents (n=433) excluding “don’t know/refused” responses.
Source: Accessible IT for People With Disabilities: HR Considerations. Cornell University, 2003

SHRM Research3here again barriers to access for persons with disabilities have aissue, aside from an overall lack of awareness, is the perception thatcritical impact. HR technologies, such as online employee training,making such adjustments is too difficult and costly. Fortunately

self-service benefits, benefits information dissemination and job

research indicates that in most cases this perception appears to be

postings, all rely on users having access to IT systems. (See Figure 1.)

false. A recent SHRM survey on employer incentives for hiring

Larger companies are significantly more likely to use these HR

individuals with disabilities revealed that the majority oftechnologies than smaller companies, and to use them more

accommodations cost less than $1,000 with 38 percent ofheavily. This could change in the future as technologicaladjustments costing nothing at all. This is in line with the findings

applications become more affordable and available—and indeed aof the Cornell/SHRM study, which showed that most HR

sizable proportion of organizations in the survey that did notpractitioners who reported making such changes were able to do socurrently use such technologies expected to begin doing so within

successfully. In making alterations to allow for computer use, only

the next 12 months. This makes it even more imperative that

1 percent reported being unable to accommodate! The most frequentorganizations and the designers of these kinds of e-HR applications

adaptation appears to be the alteration of the workstation by

begin now to build accessibility into program design. The longer

making it accessible to wheelchair users or those with problems

they wait to do this, the more vulnerable they are to the charge thatsuch as carpal tunnel syndrome, or adding items such as screen

they have allowed unnecessary and discriminatory barriers into

magnifiers, large screens, screen readers, Braille readers or special

their HR and recruitment processes.

computer input apparatus such as mice, keyboards, pointing
devices and voice-recognition software. (See Figure 2.)

False Perceptions of the Difficulty in AdaptingTechnologies to Enable Access

Low Awareness of Assistive Technologies

As stated earlier, perhaps the biggest reason for inaction on thisWith so many adaptive technologies available, it is not surprisingthat most people are not aware of all of them. But the ability to use

Figure 2

Computer Adaptations
Made for Employees With Disabilities

technology effectively is one of the key HR competencies it will be(of those who made adaptations: n=180)

technological awareness includes knowledge of how technology

essential to master in the coming years. An important part of thisinteracts with a diverse workforce, including employees withdisabilities. New technologies are continuously being developed toBraille reader

enable employees with disabilities to use IT, and it is essential that6%

HR professionals increase their awareness of these kinds ofScreen reader

technologies. A lack of awareness by many HR practitioners of even8%

the most common assistive technologies used to adapt computers
or IT applications is a significant part of the problem of the growing

Large screen

digital divide between workers with disabilities and other workers

16%(see Figure 3). In the Cornell/SHRM research, less than half werefamiliar with screen magnifiers—software or equipment that

Voice recognition

allows enlarging an area of the screen for those with low vision—

20%

and only a third reported being familiar with speech-recognition
Computer input (special mouse, keyboard, etc.)

31%

software, which enables a user who cannot use a keyboard tocontrol a computer with verbal commands. Video captioning, mostoften used to make media such as training videos accessible to

Screen magnifier

individuals with hearing disabilities, was familiar to only one out
41%

of four respondents. Assistive technologies designed for blind
individuals were unfamiliar to the majority of respondents. BrailleWorkstation alteration47%

readers, which use computer software to render text from thescreen as Braille dots on a special display, were familiar to only oneout of five respondents, while only 16 percent of respondents were

Source: Accessible IT for People With Disabilities: HR Considerations.
Cornell University, 2003

familiar with screen readers (software that reads computer text
aloud).

4

SHRM ResearchConsidering the number of organizations utilizing Web-based

Most organizations will have internal resources that could be

HR processes, this low level of familiarity highlights an area of realconsulted to help address computer-/Web-accessibility issues forconcern. The good news is that experience in making adjustments

employees with disabilities. It will be crucial that these internal

seems to have a transformative effect on awareness and perceptions

resources be aware of these issues and equipped to help. For

of difficulty, with positive results. HR professionals are most likely

example, health and safety/ergonomics staff may be more aware

to be aware of barriers to access and new assistive technologies

based on their prior experience in making IT accommodations forafter having themselves made adaptations for employees withparticular employees. In addition, awareness levels may grow indisabilities.

procurement and IT departments in the years to come, as so much

One issue that remains a problem for both those with andof the equipment required for making adaptations will be

without experience in making adjustments is the company Web

obtained through these departments. But HR will lead the way

site. Most organizations have not evaluated their Web sites forthrough its recruitment and employment processes and inaccessibility, but there will be increasing pressure to do so. It isestablishing training needs.

interesting to note that the public administration respondents

Employees with disabilities will themselves be one of the main

were more likely to say their sites had been evaluated than thosesources of knowledge and will play a crucial role in educatingin other industries. This may reflect a greater awareness of

their employers on what kinds of adjustments are needed andgovernmental legislation regarding accessibility, mainly Section

which new forms of technology can help them in their daily

508, which requires that IT and electronic technology developed,

working lives. HR professionals are already aware of this, given

procured, maintained or used by the federal government bethat an employee is often the most knowledgeable about his or her

accessible to people with disabilities. This could soon begin tosituation and has a vested interest in ease of accessibility on thehave a more widespread effect.

job. This kind of collaboration between HR and other departments

Figure 3

Familiarity With Assistive Technologies■ Familiar (1,2)

Guidelines for Web design

Screen readers

Braille readersVideo captioning

Speech-recognition
softwareScreen magnifiers

13%■ Neither (3)■ Unfamiliar (4, 5)

14%

16%

73%

14%

21%

70%

19%

25%

60%

20%

32%

55%

23%

44%

45%

22%

32%

Note: Percent of all respondents (n=433) excluding “don’t know/refused” responses.
Source: Accessible IT for People With Disabilities: HR Considerations. Cornell University, 2003

SHRM Research5with employees with disabilities is the key to developing

emphasized as a critical component of national workforce

workable and successful solutions. As the workforce becomesdevelopment efforts.

more and more diverse, this kind of collaboration will be part of a

5. Information about resources that can assist in addressing IT-

greater trend toward creating individual solutions to a diverse

access questions should be made readily available

range of unique employee needs.

throughout the organization.

Lack of Training in Web and Computer Accessibility
A big part of creating these solutions will involve training andOrganizational Commitment to
Accessible Employment and HR Processes

education. The number of organizations not testing their Web

The use of the Web for business purposes has expanded rapidly,

sites for accessibility or making changes to their technology to

but many easily addressed yet critical features that would makeallow for better access is not surprising, given that the vastjob-board and employer-recruiting sites accessible have not beenmajority do not train any staff in either Internet accessibility or inbuilt into most company Web sites’ overall design, thereby

making computers accessible to persons with disabilities. In the

precluding applicants with certain disabilities from being able toCornell/SHRM research only 15 percent of the respondents

use these sites to submit job applications.

reported that any of their employees had received training in

It is essential that there be an articulated commitment from top

Internet accessibility for persons with disabilities though moremanagement regarding organizational accessibility for people

reported that organizational staff had received training in making

with disabilities, including Web/IT accessibility. Such leadershipcomputers accessible for people with disabilities.

is needed if all staff contributing to the design, implementation

Here again it is those who had experience adapting computers

and maintenance of IT applications are to take accessibility

for employees with disabilities who were nearly three times moreconsiderations seriously. This includes technical and HR staff

likely to have staff trained in Internet accessibility and over five

involved in the acquisition, design and implementation oftimes more likely to have staff trained in making computers

applications used in HR processes, as well as supervisors andaccessible for persons with disabilities. Those with experience

technical staff implementing new applications in work processes.

have the double benefit of learning through doing and being more

Such policies and practices might include the development andlikely to be given training opportunities. This shows why raisingpromotion of specific accessibility guidelines, which can be usedawareness and rising to the challenge of adjusting for accessibility

across the organization’s computer and Web-based application

is so important. Each time adjustments are made, success builds

designs and equipment procurement. Such guidelines are readily

on success, confidence is raised, knowledge is gained and theavailable including those promoted by Section 508 for the federal

digital divide narrows.

government and the World Wide Web Consortium.

Preparing for Tomorrow by Promoting
Accessibility Today

Applicant/Employee With a Disability as Key
IT-Accommodation Resource

Workplace policies and practices will need to focus attention on

It is important that HR professionals and others involved in theaccessibility of businesses’ technology and Web-based HR

accommodation problem-solving process interact directly with theprocesses. There is also an overall need for greater preparation ofindividual with a disability, as that person is often the mostpeople with disabilities for an increasingly computerizedknowledgeable about his or her needs. Such an approach is also

workplace. To meet these challenges it will be crucial to focus onconsistent with the intent of the ADA, which calls for thethe following five key areas:accommodation process to be an informal, interactive, problem-

1. Top-management commitment is necessary to assure thatsolving approach between the employer and the individual with

online/Web-based applications used in HR processes willa disability. Even in situations where the technology or process

be designed and implemented with accessibility in mind

may also be new to the person with the disability, for best resultsfrom initial concept through system maintenance.

it is still important that he or she is closely involved in the process.

2. The person with the disability should be a key resource infinding solutions to IT-accessibility concerns.
3. HR and selected personnel should be trained in ITaccessibility considerations.
4. Technology training for people with disabilities must be

6

SHRM Research

Because organizations that have made IT accommodations in
the past view barriers for employees with disabilities as moremanageable and/or less significant than those that have nevermade such changes, greater exposure to available accommodation
technologies could well lead to a more realistic assessment of therequired assistive technologies. The more people familiar with thework environment, unless people with disabilities get the needed

requirements for making these changes, the more the digitaltraining to become and stay competitive.

divide will narrow.

For this reason, it is important that initiatives such as those inexistence under the Workforce Investment Act include people

Training in IT Accessibility

with disabilities in their mandate and implementation; forTraining in IT accessibility needs to be extended to a wider variety

example, training and technology initiatives targeting people withof potentially affected groups within the organization. Along withdisabilities, and equipping one-stop career centers to accom-

IT staff and the employee with a disability, health andmodate job seekers with disabilities. Technology training is ansafety/ergonomics staff or disability case management staff canappropriate part of the New Freedom Initiative for persons withalso be helpful in addressing computer and accessibility issues.

disabilities. This also means making certain that implementation

Most accessibility training is aimed at IT staff even though

at the local level takes into account the unique training needs ofaccommodation requests often come to HR professionals andlocal industries and the populations of persons with disabilities insupervisors. Because of this, it is vital that these groups also havea specific community. Local incentive programs for collaboration

information on appropriate responses and resources. Some of the

between employers, organizations promoting employment for

topics that might be covered in such training include:

persons with disabilities, and technology training programs will

• The general employment disability nondiscrimination
requirements of the ADA.

assist in promoting useful partnerships to address these issues ina meaningful and effective way.

• The reasonable accommodation process.
• Web/IT-accessibility guidelines.

Knowledge of External Resources• Computer workstation accommodations.

Knowledge of various assistive technologies for computer users• Common computer and software accommodations forwith disabilities is currently low among HR professionals andindividuals with specific disabilities, such as visual or fine-

employers, but this will hopefully begin to change as more

motor disabilities.

organizations gain experience in making accommodations and• Available resources to find further information to respondto accommodation requests.

enabling technology develops and is made more widely available.
Getting the word out about the great number of existing IT
resources, some of which are listed on the next page, and adap-

Employment Training Policy Implications

tations that can be made will improve the ability of employers toComputer-skills training for all Americans is a critical part ofaccommodate their existing employees with disabilities, as well as

general workforce preparation planning. Few workplaces do notchange their attitudes toward potential employees withuse computers at all. Even in “low-computer use” industries adisabilities, thereby increasing the likelihood of hiring.

majority of workers use a computer, many of whom use one

This creates a positive cycle of individuals with disabilities

throughout most of the working day. This applies to companies ofbeing able to work leading to a better understanding of andall sizes, and is even more pronounced in small companies. This

response to accessibility issues, which in turn will remove barriers

trend has significant implications for employees with disabilities.

for even more individuals with disabilities. This is one area where

As we move into a knowledge-based and technology-driven

HR professionals can, and no doubt will, not only make a hugeeconomy, a lack of requisite skills, experience and training will bedifference to their organizations, but also to individuals withthe major barriers to employment and advancement for people

disabilities and society overall. The time to act is now, before thewith disabilities (Brannick & Bruyère, 1999). These barriers will

digital divide grows too wide.

become even more pronounced in an increasingly computerized

Further information on the 2003 Cornell-SHRM collaborative study Accessible IT for People With Disabilities: HR Considerations by
S. Bruyère, W. Erickson and S. VanLooy is available from the School of Industrial and Labor Relations Extension Division, Ithaca,
NY 15853-3901; e-mail: smb23@cornell.edu; phone: (607) 255-9536; Web: www.ilr.cornell.edu/ped. This research was funded by afour-year grant from the U.S. Department of Education, National Institute on Disability and Rehabilitation Research to Cornell
University (Grant No. H133A70005).

SHRM Research7

Resources
ADA Technical Assistance Program
The National Institute on Disability and Rehabilitation
Research (NIDRR) has established 10 regional centers toprovide information, training and technical assistance toemployers, people with disabilities and other entities withresponsibilities under the ADA. The centers also provide
information on IT-accessible issues. Call (800) 949-4232,
or go to www.adata.org.
The Job Accommodation Network (JAN)
The Job Accommodation Network (JAN) is a freeconsulting service that provides information about job
accommodations, the ADA, and the employability ofpeople with disabilities. Visit http://janweb.icdi.wvu.edu/
or call (800) 526-7234 for more information.
The Center for Information Technology Accommodation(CITA) Section 508 Resources
The Center for Information Technology Accommodation(CITA), in the U.S. General Services Administration’s Officeof Government-Wide Policy, has a Web site where federal
employees and the public can access resources forunderstanding and implementing the requirements ofSection 508. Go to www.section508.gov for more
information.
The World Wide Web Consortium (W3C)
The W3C develops interoperable technologies (specifications, guidelines, software and tools) to lead the Web toits full potential. See www.w3c.org/ for further
information.
Hrtips.org
A Cornell University Web site to help HR professionals
build inclusive workplaces.
U.S. Equal Employment Opportunity Commission
For more information, go to www.adata.org.
U.S. Department of Labor Office of Disability and
Employment Policy
For more information, go to www.dol.gov/odep/programs/workforc.htm.
Workforce Investment Act
For more information, go to www.doleta.gov/usworkforce/wia.asp.
New Freedom Initiative
For more information, go to www.whitehouse.gov/news/freedominitiative/freedominitiative.html.

8

SHRM Research

Brannick, A., & Bruyère, S. (1999). The ADA at work:
Implementation of the employment provisions of theAmericans With Disabilities Act. Alexandria, VA: Society for
Human Resource Management.
Bruyère, S., Erickson, W., & VanLooy, S. (2003). Accessible ITfor people with disabilities: HR considerations. Ithaca, NY:
Cornell University, School of Industrial and Labor
Relations Extension Division, Program on Employment andDisability.
Burkhauser, R. V., & Houtenville, A. J. (2001). Employment
among working-age people with disabilities: What current
data can tell us. In Work and disability: Issues andstrategies for career development and job placement (2nded.), by Edna Mora Szymanski and Randall Parker (Eds.).
Census Population Survey (2000).
Collison, J., Gaunt, P., & Lengnick-Hall, M. (2003). Employer
incentives for hiring individuals with disabilities. SHRM
Research.
Erickson, W. (2002). A review of selected e-recruiting
websites: Disability accessibility considerations. Ithaca, NY:
Cornell University Program on Employment and Disability.
Society for Human Resource Management. (2001). Search
Tactics Poll. Alexandria, VA, www.shrm.org/hrresources/surveys_published
U.S. Department of Commerce. (2002). A nation online:
How Americans are expanding their use of the Internet.
Washington, DC.
Zakon, R. (2003). Hobbes’ Internet timeline. Available fromwww.zakon.org/robert/internet/timeline