User:J.carrillo/sandbox

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Occupational Inequality:

Our group had discussed the importance of including a sufficient section on inequality faced by individuals with disabilities. After further reviewing the Wikipedia page on occupational inequality, I understand the severity of this inclusion. The word "disability" and variations thereof (disabilities, disabled) comes up only five times in the whole article, two of which are under pregnancy policies. I would like to contribute more information on the different subsections of disabilities and the prevalence of such discriminatory cases involved annually under each one.

Bibliography

ROZOVSKY, L., & ROZOVSKY, F. (1981). The Disabled and the Law. Canadian Journal of Public Health / Revue Canadienne De Sante'e Publique, 72(3), 159-160. Retrieved from http://www.jstor.org/stable/41987328

WORKERS' COMPENSATION. (1994). Mental and Physical Disability Law Reporter, 18(5), 546-550. Retrieved from http://www.jstor.org/stable/20783635

Employment Discrimination against the Handicapped and Section 504 of the Rehabilitation Act: An Essay on Legal Evasiveness. (1984). Harvard Law Review, 97(4), 997-1015. doi:1. Retrieved from http://www.jstor.org/stable/1341026 doi:1

Ruby's Sandbox

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Physical Disabilities

Demographics: These are demographics from an article I found and my attempt to paraphrase them…

In 2014 the prevalence rate of individuals with disabilities in the United States was 12.6%. As of 2014 “ambulatory disability” [link to definition] :had the highest prevalence (7.1%) in the United States. By contrast, “visual disability” [link] had the lowest prevalence (2.3%). 3.6% of people in :the United States were reported to have had a hearing disability in the same year. Children under 5 years of age with a hearing and/ or visual :disability had a prevalence rate of 0.7%. 5.8% of individuals from ages 16-20 reported having any disability, physical and cognitive. Adults 21 to 64 :had a prevalence of 10.8% with 5.5% being ambulatory disabilities. Ambulatory disability prevalence raised to 15.8% in adults 65-74 years of age. :Adults 75 years and older comprised the highest prevalence with any disability at 50.3%.

Female individuals of all ages reported a total 0.4% higher prevalence rate than males who reported 12.4%.

In the US 17.9% of individuals who identified as indigenous reported having a disability while 4.5% reporting were Asian, these are the two poles of :the prevalence within race.

In the United States 34.6% of people with any disability reported being employed, by comparison; 77.6% of individuals without a disability reported :being employed.

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9.2% of unemployed individuals with a disability reported actively looking for employment, while 22.3% of individuals who were unemployed and did not :have a disability were actively looking for employment.

Additionally, 21.6% of individuals who were of appropriate employment age in the United States and who had a disability were employed full time.J.carrillo (talk) 21:40, 27 October 2016 (UTC)

Acts: There is a section of Disability Policies and Actions but I would like to go into further detail of each act and inspired them + any other acts :that were important but were not mentioned. I would also like to add more information regarding US policies and disabilities. Different acts that :require workplaces to make accommodations for those with physical disabilities.

Disabilities in humans was always a growing concern in society because they weren’t any laws or acts protecting anybody who had disabilities whether :they were physical or mental. In 1990 the United States created the Americans with Disabilities Act of 1990 (link) that prohibited discrimination :against anyone who had a disability. The first draft of the ADA(link) was first proposed in the 1980’s but was official until July 26, 1990, similar :to the Civil Rights Act, the Americans with Disabilities Act of 1990 protected anyone with disabilities from discrimination, not only that but they :also required the employers to accommodate any workers with special needs so that they would be able to do their best in the work environment.

Children with physical disabilities were given a test to determine what disability they had (Link )(ACT Unknown?) and any accommodations that could :be made so that they could be better taken care of.

( ACT ? UNKNOWN ) Companies were allowed to have anyone with disabilities to partake in an examination with a doctor that allowed the employer to :become informed in what work conditions that they person with disability was able to work in. It was important because it allowed the employer to :become aware what was a safe condition for the person with the disability.

Rehabilitation Act of 1973 - discuss more in detail about the transportation that is provided for individuals with disabilities, such as Access

Department of Labor's new (2014) rules for federal contractors percentage of workers that caponis must hire that are disabled. (Jackie)

Mental Disabilities As stated above, studies have illustrated a correlation between disabilities and poverty. To which, the amount of jobs offered to people with disabilities is scarce. For global demographic data on unemployment rates for the disabled, see Disability and poverty. However, there is current programs in place that aid people with Intellectual disabilities (ID) to acquire skills they need in the workforce. Such programs include sheltered workshops and adult day care programs. Sheltered programs consist of daytime activities such as, gardening, manufacturing, and assembling. These activities facilitate routine-oriented tasks, that in turn allow people with ID to gain experience before entering the workforce. Similarly, adult day care programs also include day time activities. However, these activities are based in an educational environment where people with ID are able to engage in educational, physical, and communication based tasks. This educational based environment helps facilitate communication, memory, and general living skills. In addition, adult day care programs arrange opportunities for their students to engage in community activities. Such opportunists are arranged by scheduling field trips to public places (i.e. Disneyland, zoo, and movie theater). Despite, both programs providing essential skills for people with ID prior to entering the workforce researchers have found that people with ID prefer to be involved with community-integrated employment. Community-integrated employment are job opportunities offered to people with ID at minimum wage or a higher rate depending on the position. To which, community-integrated employment comes in a variety of occupations ranging from customer service, clerical, janitorial,hospitality and manufacturing positions. Within their daily tasks community-integrated employees work alongside employees who do not have disabilities, but who are able to assist them with training. All three options allow people with ID to develop and exercise social skills that are vital to everyday life. However, it is not prominent that community-integrated employees receive the same treatment as employees that do not have ID. According to Lindstrom, Hirano, McCarthy, and Alverson, community-integrated employees are less susceptible to receiving raises. In addition, studies conducted in 2013 illustrated only 26% of employees with ID retained full-time status.

Ruby.ortega005 (talk) 13:36, 30 November 2016 (UTC)

Demographics in the United States

Disabled individuals make up one of the most inclusive minority groups in the United States. According to the 2014 Disability status report of the Cornell University Yang Tan Institute the prevalence rate of individuals with disabilities in the United States was 12.6% in that year. As of 2014 ambulatory disability had the highest prevalence (7.1%) in the United States. By contrast, visual disability had the lowest prevalence (2.3%). Additionally, 3.6% of people in the United States were reported to have had an auditory disability in the same year.

5.8% of individuals ages 16-20 reported having any disability, physical and/ or cognitive. Adults 21 to 64 had a prevalence of 10.8% with over half of these (5.5%) being ambulatory disabilities. Ambulatory disability prevalence raised to 15.8% in adults 65-74 years of age. Adults 75 years and older comprised the highest prevalence with any disability at 50.3%.

Female individuals across all ages reported a total 0.4% higher prevalence rate than males who reported 12.4%.

In the U.S. 17.9% of Native American peoples reported having a disability while 4.5% reporting were of Asian descent, these were the two opposing poles of the prevalence rate within race as of 2014.

Although there are acts that have been imposed in order to prevent the discrimination of individuals with disabilities in the workplace, there is still an employment gap that can be seen between those with and without disabilities. In regards to employment the institute’s status report accounts that 34.6% of people with any disability reported being employed. By comparison; 77.6% of individuals, who did not report having a disability, reported having a full-time job in 2014.

For those employed full time, individuals with disabilities on average earned $5,100 less than employees without a disability who were also employed full time. Those affected the most by these differences were people with intellectual disabilities.

References: