Abstract
This paper examines various issues which confront people with disabilities, further noting that women with disabilities face the same challenges in higher numbers, and are disappointingly underrepresented in research, training and health policies. Despite this, opportunities have opened the doors for females with disabilities to gain participation and access to services. The paper concludes by noting that there is still work to be done.

From the Paper
"People with disabilities face limited admission to health care, education, social activities and employment. Specifically, women with disabilities face the same criteria in higher regards and are disappointingly underrepresented in research, training and health policies. Although few advances have been made in terms of the Americans with Disabilities Act and medical/assistive technology, opportunities have opened doors for females with disabilities to participate in and gain access to services but there is still work to be done. This research paper examines women with disabilities facing challenges of finding employment specifically in..."

Tags:disability, women, employment

Abstract
In this article, the writer notes that people with disabilities face limited admission to health care, education, social activities and employment. Specifically, the writer points out that women with disabilities face the same criteria in higher regards and are disappointingly underrepresented in research, training and health policies. The writer maintains that although few advances have been made in terms of the Americans with Disabilities Act and medical/assistive technology, opportunities have opened doors for females with disabilities to participate in and gain access to services but there is still work to be done. This research paper examines women with disabilities facing challenges of finding employment specifically in Ontario, Canada.

From the Paper
"Disabled women who could not take the struggle received social assistance or began some kind of training that would benefit their disability and work at the same time. In one situation, a woman who suffers from arthritis had to go to a chiropractor almost three times a week and was too tired to go to work, which became a barrier. Since employers expect their employees to work eight or more hours a day.
"In another situation, a woman with cerebral palsy became an occupational therapist. During a summer program as a ninth grader, she assisted students with severe disabilities along with a speech therapist and an occupational therapist. She was advised not to enter the field of occupational therapy because of lifting and feeding the disabled children. However due to this incredible challenge to fight and help children, she became a pediatric occupational therapist after finishing college."

Tags:illness, employment, support, positions

Abstract
This paper discusses whether veterans returning from Iraq with disabilities, such as post-traumatic stress disorder, should receive preferential treatment in securing employment. This paper further provides a comparison of the affirmative action programs for veterans, minorities and women, followed by an analysis of the deontological and utilitarian aspects of these human resource initiatives. The author concludes that affirmative action for veterans is weak compared to other programs for women and minorities.

Outline:
Introduction
Review and Discussion
Utilitarian and Deontological Considerations
Conclusions

From the Paper
"By sharp contrast, affirmative action programs for women and minorities are of fairly recent origin. According to Cohen and Sterba (2003), less than two months after assuming office, President John F. Kennedy issued Executive Order 10925 in March 1961 that established the President's Committee on Equal Employment Opportunity; the goal of this initiative was to end discrimination in employment by the federal government and its contractors. This presidential mandate, which is still in effect today, requires every federal contract from that time forward to include the following pledge: "The Contractor will not discriminate against any employee or applicant for employment because of race, creed, color, or national origin. The Contractor will take affirmative action, to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin" (Executive Order 10925, 1961, cited in Cohen & Sterba, 2003, p. 12). While these words had been used in federal legislation in the past such as the National Labor Relations Act of 1935, it was the mandate of President Kennedy that created the national commitment to "affirmative action" to take those steps necessary to eliminate all preference by race (Cohen & Sterba, 2003). Affirmative action programs for women and minorities assume a large variety of forms today, ranging from conducting more aggressive recruiting efforts in ethnic communities to mandating a specific number of positions be set aside specifically for female and minority candidates (Beckwith & Jones, 1997). Many states have established comparable affirmative action programs for women, minorities and disabled veterans that have recently been confirmed as constitutional as well (Muhl, 1999). "

Tags:disabled, veterans, PTSD, Iraq, war, Affirmative, Action

Abstract
This paper discusses affirmative action issues in the US, particularly as they pertain to the hiring and promoting decisions that come along with minorities, women and veterans. The paper focuses on the Disabled Veterans Affirmative Action Program (DVAAP) and looks at how affirmative action relates to discrimination in both hiring and promoting.

Table of Contents:
Introduction
Too Much Action - Reverse Discrimination
Getting Around The Guidelines
Changing The Status Quo
The Specifics Of Law
Conclusion

From the Paper
"The main ethical principle here should not be a deontological argument, but rather should be utilitarianism. The greatest number of people will actually be helped by ensuring that discrimination of any type (including the issue of reverse discrimination) does not continue in the United States. It is therefore very important to use the arguments that one can make to show why reverse discrimination will harm a large number of people, including those who it is designed to protect and care for. This harm can come from aggravation that others feel when they notice the reverse discrimination, but it can also come from employers and institutions that are being forced to hire or admit people who are clearly not qualified on the basis of their race or gender or handicap, or what they have done for the country in the past. Only when those characteristics are completely irrelevant will everyone really be 'equal' in the quest for employment. While disabled veterans should certainly be given the same opportunities as everyone else and be free from discriminatory practices based on their disabilities, they should not receive preferential treatment to the point that they are hired over individuals who are clearly more qualified."

Tags:employment discrimination disabilities, equal opportunity

Abstract
This paper shall talk about the developmental barriers faced by women who are afflicted with learning disability in the employment arena.

Abstract
The paper discusses how the federal law calls for federal employers to set up a plan of action in order to institute the requirements and specifics with regard to hiring disabled veterans. The paper examines these regulations and their impact on disabled veterans. The paper also discusses the employment of women and minorities and what would constitute an under-utilization of these sectors.

From the Paper
"Meanwhile, the definition of what the federal government has put forward as far as disabled veterans getting opportunities is spelled out in Title 5, the Code of Federal Regulations, Part 720, subpart C, the Disabled Veterans Affirmative Action Program (DVAAP). Let's establish out front that hiring decisions are made on a case-by-case basis in most government and private industry situations. Just because a man or woman walks into a federal work site and is 35% disabled, doesn't guarantee that person a job over another person. It may be that the veteran who is disabled knows nothing whatsoever about technology and computers, and the job requires some competency in those fields - plus no training is available."

Tags:federal, government, employment

Abstract
Employment equity in a human rights issue, and therefore the Commission's defense of affirmative action programs is morally justified. Because workplace norms were developed to serve white, able-bodied men, it is important for the Canadian government to take action to ensure that all citizens have the opportunity to participate in the workforce. It is not enough to espouse the idea of equity: systemic changes must be made so that processes that ostracize people of colour, the people of the First Nations, people with disabilities and women are made obsolete.

From the Paper
The Commission's moral defense of "Affirmative Action" Employment equity in a human rights issue, and therefore the Commission's defense of affirmative action programs is morally justified. Because workplace norms were developed to serve white, able-bodied men, it is important for the Canadian government to take action to ensure that all citizens have the opportunity to participate in the workforce. It is not enough to espouse the idea of equity: systemic changes must be made so that processes that ostracize people of colour, the people of the First Nations, people with disabilities and women are made obsolete. Economic wealth should not be confined to those that fit a pre-determined

Tags:human, rights, equity

Abstract
The paper provides a literature review of career counseling of physically and mentally disabled individuals. The paper also discusses the types of programs that have been implemented and the outcomes of some of the programs. The review shows how career counseling and development for the physically disabled is vitally important in ensuring that these individuals are able to acquire and keep jobs. The paper concludes that programs in the United States have been relatively successful. However, researchers have found lower occurrences of employment amongst women and African Americans that are disabled and have participated in such programs.

Contents:
Introduction
Literature Review
Discussion and Conclusion

From the Paper
"Wadsworth et al (2004) explains that career development is essential to the promotion of a productive life for those with physical and mental disabilities. The authors also point out that most of the current research on the topic of career development for the disabled is focused on occupational choice instead of career development (Rumrill & Roessler, 1999; Wadsworth et al 2004). The authors explain that occupational choice concerns itself with a person's vocational decision at any point in time (Wadsworth et al 2004). On the other hand, career development is concerned with the sustained developmental process that integrates both personal and environmental information (Wadsworth et al 2004). In addition the authors assert that career development is a unique process that forces individuals to engage in the unending analysis, and combination of information about the workforce and self (Wadsworth et al 2004)."

Tags:physical, mental, rehabilitation, occupational

Abstract
This paper uses two legal cases to illustrate disparate treatment in business: Monica M. Garcia v. Woman's Hospital Of Texas, which concerned health issues due to pregnancy, and Meacham v. Knolls Atomic Power Lab, which concerned older workers. The author points out that Office Depot, to avoid charges of disparate treatment, provides chairs at the register for pregnant employees who are customer service representatives and has a community-supporting policy of seeking older employees. The paper concludes that employees have multifaceted rights under federal, state, and local statues; therefore, managers must not make judgments without consulting with their legal advisers and human resources experts.

Table of Contents
Disparate Treatment
Disparate Impact
Monica M. Garcia v. Woman's Hospital of Texas
Ruling and Reasoning of the Court
Implications of the Ruling for Your Employment Environment
Meacham v. Knolls Atomic Power Lab
Ruling and Reasoning of the Court
Implications of the Ruling for Your Employment Environment
Conclusion

From the Paper
"Ms. Garcia became pregnant while working at the Women's Hospital of Texas. Ms Garcia was forced to convalesce at home by her doctor because of health related issues due to the pregnancy. Her doctor released her to return to work after a few weeks, believing she was fit to perform her duties. The hospital administration, consistent with hospital policy, required the doctor to certify on a prepared form that Garcia could perform a variety of ostensibly required tasks. Her doctor certified that Garcia could perform all of the listed tasks with the exception of pushing, pulling or supporting 150 pounds. (Garcia V. Woman's Hospital of Texas, 1996) Consistent with hospital policy, Garcia was not allowed to return to work with the above limitation, and after she was on leave for more than six months the hospital terminated her, again consistent with hospital policy."

Tags:chair, community-supporting, multifaceted, advice, tasks

Abstract
This paper describes legal framework requiring employers to make reasonable accommodations for certain classes of workers such as pregnant women, the disabled worker, and individuals who are members of faith communities requiring specific participation in worship.

From the Paper
"The concept of reasonable accommodation emerges from a variety of laws and regulations promulgated in order to eliminate discrimination in the workplace that is based on for example an employee's age religion disability ..."

Tags:reasonable accommodation, employment law, disabled workers, religion