Differences In Employment Outcomes Research Articles

Customized employment for transition-age youth in state vocational rehabilitation program PY2017 - PY2020: Analysis of service outcomes and related factors

BACKGROUND: Customized employment (CE) is positively correlated with competitive integrated employment (CIE) outcomes and potentially supports transition-age youth in achieving sustainable employment. OBJECTIVE: This study examines the employment outcomes and related factors for transition-age youth with disabilities who received CE services through state vocational rehabilitation agencies (SVRAs) and their vendors from program year 2017 to 2020. METHODS: Employing a combination of descriptive analysis, binary logistic and multiple regression, chi-square tests, and t-tests, the study investigates the demographics, potential barriers, and vocational rehabilitation (VR) services received by the research sample using the RSA-911 dataset. RESULTS: The sample comprised 672 individuals with a mean age of 22.30 years. The most prevalent barrier to employment among CE participants was long-term unemployment, while Supplemental Security Income (SSI) was the most common social security benefit. Furthermore, only 13.2% of transition-age youth achieved CIE status, compared to 30.1% of adults. The key predictors of employment outcomes, including CIE status, weekly earnings, and working hours were identified. CONCLUSION: The research reveals significant differences in employment outcomes between transition-age youth and adult VR consumers. These insights emphasize the necessity for SVRAs to consider a range of factors, including demographics, potential employment barriers, and the effects of various VR services, to increase the CE service effectiveness for transition-age youth.

The Missing Link? Using Linkedin Data to Measure Race, Ethnic, and Gender Differences in Employment Outcomes at Individual Companies

The Missing Link? Using Linkedin Data to Measure Race, Ethnic, and Gender Differences in Employment Outcomes at Individual Companies

Labour Resilience and Vulnerable Groups in Times of Crisis: A Comparative Study in Eleven European Countries

Abstract The financial crisis which hit the world economies in 2008 has had a negative effect across the spectrum of European economies. These impacts have been felt through the fall in economic activity and also by the deterioration of the labour market indicators. However, not all European markets have been hit with the same severity and intensity, causing territorial differences. But, beyond this, the crisis has had a clear impact on the labour force by exacerbating work inequality. Consequently, the concept of labour emerges through the adaptation of labour markets and the different results obtained amongst the collectives who make up the labour force. The present research has the dual goal of both describing and comparing the labour shock caused by the economic crisis in eleven European countries, establishing differences in employment outcomes of youth (15-24yrs of age), older (55-64yrs of age) and migrants workers by comparing key labour market indicators obtained from official statistical sources. Moreover, it reveals a documented analysis of various national reports describing the employment position of these groups. The results show similarities in the labour vulnerability patterns among countries in each of the groups studied. The analysis highlights the existence of certain factors linked to labour resilience of each group including economic, social, occupational, demographic and political factors. The results of this research are under the INSPIRES project, which has been funded by the Seventh Framework Programme of the European Commission.

The intersectionality of race, disability, gender, and employment through the Project SEARCH lens

BACKGROUND: People with intellectual and developmental disabilities (IDD) face chronically low rates of employment and high rates of poverty. These effects are amplified for women and ethnic minorities. Project SEARCH was developed to help address this disparity in employment. OBJECTIVE: This report looks at the demographic make-up of Project SEARCH participants and compares employment outcomes by gender, race and ethnicity, and disability type. METHODS: Authors examined data from 3,773 interns in the United States during the 2018-19 program year. Data were entered by representatives of 523 licensed program sites into the Project SEARCH database, which is accessed via a secure online Member Portal. RESULTS: The demographic make-up of Project SEARCH interns was representative of the U.S. population, but with some overrepresentation of racial and ethnic minorities and underrepresentation of females, consistent with patterns of enrollment in special education. There were no large differences in employment outcomes of Project SEARCH graduates based on race, ethnicity, gender, or disability type. Some small differences were observed, and these will be explored further in future studies. CONCLUSIONS: Project SEARCH serves a diverse population effectively and equitably. However, there are some differences in outcomes that warrant further investigation.

Vocational training and employment outcomes of domestic violence survivors: Evidence from Chihuahua City

This study analyzes the employment outcomes of 116 domestic violence survivors in Chihuahua City who attended vocational training workshops between July 2019 and October 2020. Based on the analysis of a linear probability model, I find that women who attended vocational training courses were about 1.1 times more likely to be employed after. Additional results provide evidence of a decrease in the probability of informal employment among participants, and also documents positive shifts in attitudes related to confidence. The findings also reveal differences in employment outcomes between age groups and women who were interviewed before and during the COVID-19 pandemic.

Human Capital and Employment Outcomes Among Foreign Educated and US Nurses Working in Long Term Care

Employing Foreign Educated Nurses (FENs) helps address Registered Nurse (RN) shortages in long-term care (LTC) in the United States (US). However, examination of factors explaining differences in their employment outcomes relative to US Educated Nurses (USENs) is limited. This study uses 2018 National Sample Survey of Registered Nurses data to compare income, work hours, job satisfaction, and human capital, defined as personal characteristics (knowledge, work experience) and behaviors (job mobility), of FENS and USENs working full-time in LTC. A human capital score, consisting of highest nursing education, skill certifications, state licensures, years of experience, multi-state employment history, and multi-lingual status was constructed. Covariates included nurse demographics, direct care role, and ability to practice to full scope. Covariate-adjusted group differences in employment outcomes and human capital were compared using ANCOVA and logistic regression. Mediation analyses explored whether human capital explained FEN vs USEN differences. FENs earned higher hourly wages (p=0.0169), worked fewer hours annually (p=0.0163), and reported greater human capital (p<.0001) compared to USENs. FENs and USENs, however, had similar annual salaries (p=0.3101) and job satisfaction (p=0.1674). Human capital mediated FEN vs USEN effects on hourly wages but not annual work hours. FENs’ higher levels of human capital partially account for FEN vs USEN differences in hourly wages. Application of the human capital concept advanced our ability to examine differences in employment outcomes and highlight aspects of the value that FENs contribute to LTC settings.

Rural and Urban Counties in Idaho: Differences in Vocational Rehabilitation Service Delivery and Outcomes

The Idaho Division of Vocational Rehabilitation (IDVR) sought to learn whether differences in VR service delivery and employment outcomes were present among consumers residing in urban and rural areas of the state. Case data for participants who had an Individualized Plan for Employment (IPE) signed and in place with the agency between 7/1/2017 and 6/30/2020 were examined to identify differences in employment outcomes and service delivery by county. A total of 7,235 cases were examined, 5,963 (82%) of which were residents of urban areas and 1,272 (18%) were from rural counties. Specific evaluation questions examined differences between these two groups regarding types of services provided to VR participants and length of time between initial IPE signature and service received. Analysis of administrative data indicated that training services were provided at a higher rate to participants in rural counties, whereas job search assistance, assessment, transportation, and maintenance services were provided at a higher rate to participants in urban counties. The overall successful case closure rate for urban (41.42%) and rural participants (41.80%) was comparable.

Who takes the hit? Gender differences in employment outcomes after disasters

AbstractWe estimate the individual labor market outcomes in Indonesia using historical data to isolate the plausibly exogenous variation in local labor market conditions due to unexpected natural hazards. We find that men substitute labor away when there are more unanticipated disasters while women work more. These gender differences in employment elasticities are heterogeneous by land ownership and education. Results imply that policies targeting women, including more flexible workplace arrangements and incentives to finishing secondary school, may be necessary to allow women to substitute away from work when the gains from participation are low.

The contribution of employer characteristics to continued employment of employees with residual work capacity: evidence from register data in The Netherlands.

Objectives:This study aimed to examine the contribution of employer characteristics to continued employment of employees with residual work capacity. Moreover, we examined whether the contribution of employer characteristics differs across types of employers and employees’ types of diseases.Methods:Register data on disability assessments and employment status of N=84 394 long-term sick-listed employees with residual work capacity were obtained from the Dutch Employee Insurance Agency between 2010 and 2017. The dependent variable was continued employment four months after the assessment. We linked employees to their (former) employer to measure sector, firm size, and workforce composition. The average employment outcome of all employees assessed in the same firm and year served as a proxy measure for the extent of implemented disability-related policies and practices. Using multilevel multiple regression analysis, we compared the relative contribution of employer characteristics with employees’ characteristics.Results:Employer characteristics accounted for 10% of the variability in employment outcomes. In comparison, employees’ socio-demographic and disease characteristics accounted for 13% of the variability. The prevalence of continued employment was lowest in smaller firms and construction and low-wage service-orientated sectors. Furthermore, there were sizeable differences in employment outcomes between similar employers in terms of size, sector and workforce-composition, particularly between larger firms and among employees with mental or musculoskeletal disorders compared to other diseases.Conclusions:This study shows substantial differences between employers in facilitating continued employment of employees with residual work capacity. Encouraging firms to invest more in disability-related policies and practices may result in better employment opportunities for these employees.

Rapid or long-term employment? A Scandinavian comparative study of refugee integration policies and employment outcomes

ABSTRACT Although many studies compare national integration policies, analyses connecting these policies to integration outcomes are rare. This study combines longitudinal analysis of employment outcomes for Scandinavian refugees, with analyses of integration measures and policies to explain these differences. Can different usages of integration measures explain cross-national differences in employment outcomes between genders and with increased residence time? Moreover, can the countries’ integration policies explain such differences? Our analyses show substantial cross-national differences. Danish male refugees are employed faster; however, Sweden catches up, and Norway surpasses Danish employment levels with increased residence time. Additionally, Norway has a substantially smaller gender gap in employment than Sweden and particularly Denmark. We demonstrate that different usages of integration measures may explain differences in outcomes. We conjecture that different policies regulating (1) financial benefits and (2) employment and self-sufficiency requirements for obtaining a secure legal status may reinforce differences in programme participation and employment patterns.

Employment Outcomes among Registered Dietitians following Graduation in Manitoba.

Purpose: The study objectives were to (i) describe employment outcomes among Registered Dietitians (RDs) who graduated from the University of Manitoba, (ii) test for differences in employment outcomes according to graduation year, and (iii) compare preferred area of practice and geography prior to employment with past and current employment. Methods: Graduates of the Human Nutritional Sciences program (2006-2015) were invited to participate in an online survey. Data on respondent demographics, education, and employment outcomes were collected. Results: Overall, 133 (68%) respondents self-identified as RDs. RDs who had graduated between 2006 and 2011 were significantly more likely to secure employment within 6 months post-graduation compared with RDs that graduated between 2012 and 2015. Geographically, although 56% of RDs did not wish to gain experience in rural/remote communities upon graduating, 44% of these respondents reported working part- or full-time in a rural/remote location at some point during their career. Conclusion: Findings indicate that a substantial number of RDs in Manitoba are employed in a rural or remote location despite acknowledging that it is not a preferred location. Future research is needed to explore the views and experiences of new and established RDs toward rural or remote practice, including preparedness for practice.

Managing the cancer-work interface: the effect of cancer survivorship on unemployment.

ObjectiveThis study assessed differences in employment outcomes among cancer survivors using data from a nationally representative sample.MethodsThe 2011 Medical Expenditure Panel Survey (MEPS) data and the 2011 MEPS Experiences with Cancer Survivorship Supplement representing 3,360,465 people in the US population were analyzed to evaluate factors associated with unemployment among cancer survivors during the 5 years following diagnosis and treatment. The sample included adults 1) diagnosed with cancer within 5 years prior to survey completion and 2) engaged in paid employment since diagnosis. Individuals diagnosed with nonmelanoma skin cancer (n=33) were excluded from analyses.ResultsData of 221 cancer survivors were used to identify factors associated with employment status at the time respondents were employed (n=155) vs unemployed (n=66). Results of bivariate analyses indicated that unemployed survivors were older, more likely to be women, more likely to be uninsured at the time of cancer diagnosis, and to report lower incomes than cancer survivors who continue to be employed. Unemployed survivors were more likely than employed survivors to have had anxiety about being forced to retire or quit early when they were employed because of cancer and to report cancer-related interference with physical and mental aspects of their job tasks; unemployed survivors also took less paid time off and were less likely to change to a flexible job schedule when they were employed. In multiple logistic regression analyses, worry about being forced to retire (protective), worry that cancer recurrence will interfere with home or work responsibilities (risk), and change to a flexible work schedule (risk) following cancer diagnosis were associated with unemployment after controlling for demographic differences between employed and unemployed cancer survivors.ConclusionFindings of this study highlight the extent to which the challenges of managing the cancer–work interface create challenges to employment among cancer survivors and may lead to long-term unemployment among cancer survivors. Future studies should evaluate the strategies that the survivors could use to manage the cancer–work interface during cancer treatment to attain medical, psychological, social, and employment outcomes.

Still Paying for the Past: Examining Gender Differences in Employment Among Individuals with a Criminal Record

Although many studies have examined employment outcomes of those with criminal convictions, no study to date has examined gender differences in employment outcomes of individuals with criminal convictions using a nationally representative sample of individuals from the United States. In this study, we use data from the 1997 National Longitudinal Survey of Youth to examine differences in employment after a criminal conviction for females and males. Results reveal that for women with a conviction, a drug offense and having dependent children limit the number of weeks of employment. For males, race, education, age at first conviction, and a subsequent conviction predict the number of weeks employed. Implications for policy and future research are discussed.

Measuring labour differences between natives, non-natives, and natives with an ethnic-minority background

Through a field study we measure differences in employment outcomes between natives, non-natives, and natives with an ethnic-minority background. It is suggested that the joint effect of productivity uncertainties and distastes against ethnic-minority groups should be higher for non-natives than for natives with an ethnic-minority background. However, it is revealed that both non-natives and natives with an ethnic-minority background face comparable occupational access constraints and are sorted into similarly lower paid vacancies. An ethnic name regardless of one’s nationality is enough to generate unequal treatments.

A Systematic Review of the Role of Gender in Securing and Maintaining Employment Among Youth and Young Adults with Disabilities.

Purpose There is a critical need for gender-specific vocational supports for young adults with disabilities as they transition to employment. We conducted a systematic review to explore the role of gender in securing and maintaining employment. Methods Systematic searches of seven databases identified 48 studies meeting our inclusion criteria. Using a narrative synthesis approach, these studies were analyzed in terms of the characteristics of the participants, methodology, results, and quality of the evidence. Results Among the 48 studies, 112,473 participants (56% male), mean age (of the total sample) was 21, represented across ten countries. Twenty-one studies reported that young men with disabilities had better employment outcomes than women with disabilities. Eight studies showed that females with disabilities had better employment outcomes than males. Five studies reported that there were no gender differences in employment outcomes for youth with various disabilities. With regards to maintaining employment, men with disabilities often work more hours and have better wages compared to women with disabilities. There are several gender-related barriers and facilitators to maintaining employment including social supports and gender role expectations. Conclusions Our findings highlight that there is a critical need for gender-specific vocational supports for young adults with disabilities.

Measuring Labour Differences between Natives, Non-Natives, and Natives with an Ethnic-Minority Background

Through a field study we measure differences in employment outcomes between natives, non-natives, and natives with an ethnic-minority background. It is suggested that the joint effect of productivity uncertainties and distastes against ethnic-minority groups should be higher for non-natives than for natives with an ethnic-minority background. However, it is revealed that both non-natives and natives with an ethnic-minority background face comparable occupational access constraints and are sorted into similarly lower paid vacancies. An ethnic name regardless of one’s nationality is enough to generate unequal treatments.

Labour Resilience and Vulnerable Groups in Times of Crisis: A Comparative Study in Eleven European Countries

The financial crisis which hit the world economies in 2008 has had a negative effect across the spectrum of European economies. These impacts have been felt through the fall in economic activity and also by the deterioration of the labour market indicators. However, not all European markets have been hit with the same severity and intensity, causing territorial differences. But, beyond this, the crisis has had a clear impact on the labour force by exacerbating work inequality. Consequently, the concept of labour emerges through the adaptation of labour markets and the different results obtained amongst the collectives who make up the labour force. The present research has the dual goal of both describing and comparing the labour shock caused by the economic crisis in eleven European countries, establishing differences in employment outcomes of youth (15-24yrs of age), older (55-64yrs of age) and migrants workers by comparing key labour market indicators obtained from official statistical sources. Moreover, it reveals a documented analysis of various national reports describing the employment position of these groups. The results show similarities in the labour vulnerability patterns among countries in each of the groups studied. The analysis highlights the existence of certain factors linked to labour resilience of each group including economic, social, occupational, demographic and political factors. The results of this research are under the INSPIRES project, which has been funded by the Seventh Framework Programme of the European Commission.

The Effect of Career Mentoring on Employment Outcomes for College Students who Are Legally Blind

Introduction College graduates with visual impairments (that is, those who are blind or have low vision) often face challenges in securing competitive employment after graduation. Working with a mentor who is also visually impaired, and working in the same field, can provide important benefits to overcome these barriers. Methods A nationwide longitudinal study, involving random assignment to an intervention group working with a mentor or a comparison group given traditional career resources, evaluated changes in job-seeking self-efficacy, assertiveness in job hunting, and career adaptability over the course of one year as legally blind college students prepared to graduate and enter the job market. Employment outcomes, job satisfaction, and evaluation of the mentoring program were also measured. Results Those working with mentors demonstrated increased job-seeking self-efficacy, career adaptability, and significant gains in assertiveness in job-hunting compared to those receiving only traditional job-search resources. Although no significant differences were found between groups for employment rate or job satisfaction, participants reported high satisfaction with the program. Discussion Working with a mentor demonstrated positive trends for self-efficacy, career adaptability, and significant increases in job-hunting assertiveness among visually impaired college students with legal blindness. Participants were highly committed and found the program beneficial. Small sample size may have limited the ability to detect significant differences in employment outcomes.

Employment Outcomes among African American and White Women with Disabilities: Examining the Inequalities

Abstract Compared to individuals without disabilities, those with disabilities experience inequalities in finding and sustaining employment that are more profound among women and minorities. The purpose of this study is to examine differences in employment outcomes for African American and white women with disabilities who received vocational rehabilitation (VR) services. The VR data that this study used included 18,602 women, 18-65 years old at entry into the VR system in a Midwestern state. Using logistic regression analyses, we found that, compared to white women, African American women had lower odds of employment. Middleaged women were more likely to find jobs than were younger women, and women of both racial groups who received SSI/SSDI were less likely to be employed. Finally, VR services were significantly associated with employment for both races. We discuss the need to examine VR policies and practices to improve employment outcomes of African American women with disabilities.

Student perceptions of barriers to networking with employers

Purpose – The purpose of this paper is to explore the usefulness of the concept of the “implied graduate” to explain the difficulties which students report when engaging with local employers. Design/methodology/approach – The “implied graduate” is an analytical concept that aims to bring together assumptions about what a graduate should be like. In this paper the concept has been used to analyse interview data collected from students after they took part in an employability project at a small Higher Education (HE) campus in a Further Education (FE) College. Findings – The students in this study reported significant issues with continuing to engage and maintain contact with the employers they met during the project. For many, this was the first time they had met graduate level employers and so felt inexperienced in how to approach networking with them. It seems that some of the offers for future contact made by the employers were aimed at an “implied graduate” and, as such, the students struggled to fulfil those expectations. Originality/value – This paper sheds light on the difficulties that HE in FE students face in engaging with graduate employers. These issues are likely to contribute to the well-established, but unexplained, differences in employment outcomes for students from diverse backgrounds.