Research Database: Article Details
| Citation: | McDonnall, M. C., Cmar, J. L., Antonelli, K., & Markoski, K. (2019). Professionals’ Implicit Attitudes about the Competence of People Who are Blind. Journal of Visual Impairment & Blindness, 113 (4), 341-354. |
| Title: | Professionals’ Implicit Attitudes about the Competence of People Who are Blind |
| Authors: | McDonnall, M. C., Cmar, J. L., Antonelli, K., & Markoski, K. |
| Year: | 2019 |
| Journal/Publication: | Journal of Visual Impairment & Blindness |
| Publisher: | SAGE |
| DOI: | https://doi.org/10.1177/0145482X19865391 |
| Full text: | https://journals.sagepub.com/doi/full/10.1177/0145482X19865391 |
| Peer-reviewed? | Yes |
| NIDILRR-funded? | Yes |
| Research design: | Survey research |
Structured abstract:
| Background: | When it comes to the employment of any individual, competence is usually a high priority on the list of skills needed for any position. But what how is competence determined? Do a person’s abilities determine whether they are considered competent? And if so, how does that affect persons with disabilities? How do employers view the competency of individuals with disabilities, specifically those with blindness or visual impairments? This study sought to answer that question and gain insight on the perceptions and attitudes on hiring individuals with blindness or visual impairments. |
| Data collection and analysis: | Researchers conducted an online survey of 450 employers and 322 professionals who are blind to measure the specific attitudes about the competence of individuals who are blind or visually impaired. |
| Findings: | Employers showed a strong connection between competence and whether a person was considered competent. They tended to consider sight with competence and blind with incompetence. |
| Conclusions: | Employers attitudes about the competence of blind individuals may have a lot to do with their limited knowledge of blind people and also the lack of interaction with blind individuals. Blind professionals may have an increased self-evaluation of their competence with role models who are successful blind professionals. And employers could benefit from more education on how blind individuals perform various tasks and the types of accommodations available to these individuals. |
| Disabilities served: |
Blindness |
| Populations served: |
Gender: Female and Male Homeless Race: American Indian or Alaska Native Race: Asian Race: Black / African American Race: White / Caucasian Race: Native Hawaiian / other Pacific Islander Ethnicity: Hispanic or Latino Ethnicity: Not Hispanic or Latino Post-secondary Rural and remote communities Transition-age youth (14 - 24) Older workers (55+) Veterans Adjudicated adults and youth Culturally diverse populations (e.g., African Americans, Native Americans, and non-English speaking populations) Persons with multiple disabilities (e.g., deaf-blindness, HIV/AIDS, substance abuse) SSI and SSDI recipients Sub-minimum wage employees Adults Adolescents Transition-age students (14 - 22) |
| Interventions: |
Accommodations Assistive technology Training and technical assistance Vocational rehabilitation Accommodations / modifications Systematic instruction |
| Outcomes: |
Employment acquisition Full-time employment |