Article Details

Research Database: Article Details

Citation:  Houtenville, A. & Kalargyrou, V. (2012). People with disabilities: Employers' perspectives on recruitment practices, strategies, and challenges in leisure and hospitality. Cornell Hospitality Quarterly, 53 (1), 40-52.
Title:  People with disabilities: Employers' perspectives on recruitment practices, strategies, and challenges in leisure and hospitality
Authors:  Houtenville, A. & Kalargyrou, V.
Year:  2012
Journal/Publication:  Cornell Hospitality Quarterly
Publisher:  Sage Publications
DOI:  https://doi.org/10.1177/1938965511424151
Full text:  http://journals.sagepub.com/doi/abs/10.1177/1938965511424151   
Peer-reviewed?  Yes
NIDILRR-funded?  Yes
Research design:  Database mining

Structured abstract:

Background:  People with disabilities, makes up the largest minority group in the United States. They are an diverse and untapped source of labor that could benefit the hospitality and leisure industry.
Purpose:  The purpose of this study was to investigate employer views, experiences and perspectives about hiring and retaining workers with disabilities in the leisure and hospitality industry.
Setting:  This study took place in university setting where data from a large national employer survey was extracted and reviewed.
Study sample:  Information from 320 respondents was reviewed. This included about equal numbers for small, medium and larger employers. The title of the most frequent respondent was other at 36.3% followed by manager at 29.4% Years with the company for 65.1% of the respondents was one to ten years. and the number of employees supervised for 63.4% of the respondents was none to ten. The percentage of all the companies that were actively recruiting individuals with disabilities was 15.8% which included 12.4% small employers, 17.7% medium sized employers and 22.8% large employers. Related to employing a person 22.7% of all the companies reported doing so and 14.4% withing this past 12 months.
Intervention:  There was no intervention.
Data collection and analysis:  The data was extracted from a large disability survey conducted by the United States Department of Labors' Office of Disability Employment Policy known as the 2008 Survey on Employer Perspectives on the Employment of People with Disabilities. No new data was collected for this analysis.
Findings:  The most frequent concern reported about hiring people with disabilities was cost, followed by a lack of experience and skills to get the job done. When asked about challenges rather than concerns the nature of the work was identified as the main issue. Small and medium companies focused on cost, while large ones were concerned about workers' compensation. Companies that actively recruit individuals with disabilities are a unique in that they have more experience in employing and accommodating workers with disabilities. Those that do not actively recruit are more likely to cite hiring concerns and challenges. Related to the type of information that would persuade companies to improve recruitment practices satisfactory job performance, attendance and retention was reported as number one by 72.9% of all companies. Yet it was ranked first by small companies, second by medium but seventh for large. Among large companies testimonials from human resource managers was ranked first. Related to strategies to reduced barriers to hiring people employer tax credits and incentives was ranked first followed by flexible work schedule and disability awareness training. Small businesses ranked flexible work schedule as number one, medium ranked employer tax credits and incentives while large ranked mentoring first. Related to potentially helpful hiring strategies among companies that do or do not actively recruit people with disabilities businesses employer tax credits and incentives was ranked number one. For those who actively recruit flexible work schedule was number one and employer tax credits and incentives was ranked one among those companies that did not actively hire people with disabilities.
Conclusions:  Employers may have the wrong information and attitudes that impact the employment of individuals with disabilities. Tax credits and incentives may be a beneficial strategy to improve employment outcomes of people with disabilities. Future research should find ways to reduce employer concern.

Outcomes:  Other