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• W2194137242 abstract "Negative employer attitudes are considered one of the biggest barriers to employment for consumers who are blind or visually impaired (McDonnall, Zhou, & Crudden, 2013; Crudden & McBroom, 1999; Crudden, Williams, McBroom, & Moore, 2002; Kirchner, Johnson, & Harkins, 1997; Salomone & Paige, 1984). The limited amount of research that has been conducted with employers on this topic supports that employers have negative attitudes towards this population (Fuqua, Rathbum, & Gade, 1984; Williams, 1972) and that employers believe it would be difficult to hire people who are blind to work at their business (Gilbride, Stensrud, Ehlers, Evans, & Peterson, 2000; Inglis, 2006). Addressing negative employer attitudes may be challenging, but, because state-federal vocational rehabilitation (VR) agencies are charged with maximizing the employment, personal independence, and community and vocational integration of persons with disabilities across the country (U.S. Department of Education, 2014), the state agency interactions with businesses provide an opportunity to address employer attitudes. In the past decade the importance of VR agencies developing relationships with businesses, as one component of their multiple efforts to promote employment and vocational integration for persons with disabilities, has increased. Although VR agencies have always interacted with businesses to help consumers obtain employment, there is now a greater emphasis on developing long-term relationships, or partnerships, with businesses to help multiple consumers obtain employment with the same business (Anderson et al., 2006). This is referred to as the business relations model (BRM), or dual customer approach, which also emphasizes treating the business as a customer and responding to their needs. Implementation of this model promotes cultivating relationships with larger businesses with the expectation that these relationships can be leveraged to place persons with various disabilities at multiple sites and across a range of occupations. For example, a relationship with a regional or national hotel chain might facilitate placements in multiple cities in various positions throughout the hotels, depending on the needs of the business and the skills of the potential employee. Although smaller employers may not be expected to hire multiple consumers, the BRM supports truly considering the needs of these employers and providing ongoing support to them, as needed. Although this is not anew concept (e.g., Fry, 1997; Gilbride & Stensrud, 1999), VR agencies have recently received encouragement from the Council of State Administrators of Vocational Rehabilitation (CSAVR) to embrace this approach. The recently passed Workforce Innovation and Opportunity Act (WIOA) (P. L. 113-128) made substantial changes to the state-federal VR program, including placing a strong emphasis on business engagement and requiring VR agencies to describe in their state plans how they will work with businesses (U.S. Department of Education, 2014), thus further stressing the importance of developing relationships with businesses. Research with Employers Several authors have conducted studies with employers to discuss the employment of people with disabilities. Most of these studies had a different focus from the present study, such as determining the characteristics of employers open to hiring people with disabilities (Gilbride, Stensrud, Vandergoot, & Golden, 2003), employer perspectives about problems hiring people with disabilities (Stensrud, 2007), or employer experiences with workers with disabilities (Hernandez, McDonald, Divilbiss, Horin, Velcoff & Donoso, 2008). One study had a similar focus as the present study: the development of relationships between VR agencies and employers in Australia (Buys & Rennie, 2001). The authors identified several factors important to building effective partnerships, including making financial incentives available to employers for hiring people with disabilities, treating the employer as a customer by identifying and meeting their needs, and achieving a high level of professional competence and responsiveness among agency staff in relation to client placement and follow-up. …" @default.
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• W2194137242 date "2015-07-01" @default.
• W2194137242 modified "2023-09-24" @default.
• W2194137242 title "Building Relationships with Businesses: Recommendations from Employers concerning Persons Who Are Blind/visually Impaired" @default.
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