Is a wide-ranging civil rights law that is intended to protect against discrimination based on disability. Enacted by the U.S. Congress in 1990, it affords similar protections against discrimination to Americans with disabilities as the Civil Rights Act of 1964, which made discrimination based on race, religion, sex, national origin, and other characteristics illegal. In addition, unlike the Civil Rights Act, the ADA also requires covered employers to provide reasonable accommodations to employees with disabilities, and imposes accessibility requirements on public accommodations.
Published in Chapter:
Organizational Diversity: From Workforce Diversity to Workplace Inclusion for Persons With Disabilities
Ben Tran (Alliant International University, USA)
Copyright: © 2017
|Pages: 32
DOI: 10.4018/978-1-5225-2250-8.ch006
Abstract
An employer, according to Tran (2008), must utilize a systematic approach in predicting who is likely to succeed as a potential employee; in so doing, employers must acknowledge that potential employees, person without a disability and person with a disability, are unique individuals and not machines. Employees' performances rely not only on technical skills, knowledge, skills, and abilities (aka KSAs) but on the other characteristics, also known as the “O” in KSAOs that person without a disability and person with a disability bring themselves. Such other characteristics are more credible and reliable in predicting and determining the probability of a potential employee's success. Other characteristics, must not only be identified, but carefully examined and assessed. Validation in focusing on these other characteristics is apparent.