Relationships between employers' attitude toward people with disabilities, awareness of ADA, and willingness to comply

The main purpose of this study was to determine the attitude employers have about people with disabilities, their awareness of the ADA, and their willingness to make reasonable accommodations during the interviewing process. Barriers that may exist for people with disabilities entering and sustaining employment are identified.; Houston employers were surveyed to determine their general attitude toward people with disabilities, their awareness of ADA, and their willingness to make reasonable accommodations during the interview process. The survey instrument consisted of four sections. Section I asked questions about company demographic information. Section II encompassed “Attitudes toward people with disabilities” while Section III addressed the awareness that employers have regarding the ADA. Section IV focused on “Willingness to adjust selection procedures”.; Companies from the Greater Houston area were divided into three groups based on number of employees (15–50, 51–500, over 500) from a computerized database of Houston companies that were members of the Greater Houston area Chamber of Commerce. The web-based surveys were sent to the personnel directors and managers by way of e-mail. A consent form and link to the survey were provided, along with the opportunity for the participant to accept or decline participation. Follow-up e-mails were sent to increase the amount of participation.; The following major findings and conclusions were identified: (1) Employers in larger companies (greater than 500 employees) are more likely to be aware of the Americans with Disabilities Act than smaller companies (20–50 employees). (2) Employers who have a positive attitude toward people with disabilities are more willing to make a reasonable accommodation during the interview process. (3) Employers who have a positive attitude toward people with disabilities and a high awareness of ADA will be more willing to make reasonable accommodations during the interview process. (4) The only factor that accounts for the number of people with disabilities employed in the company is the size of the company. (5) An employers' awareness of ADA is highly correlated with both the employers' attitude toward people with disabilities and their willingness to make reasonable accommodations during an interview process.