The supply-side approach to providing services without taking into account employer practices has not been effective in achieving meaningful, competitive, and integrated employment outcomes for people with disabilities. This focus neglects the fact that disability and employment is a two-way process with businesses being accountable for such demand-side factors as establishing better hiring, retention, and advancement practices. To initiate the identification of effective employer practices, this article shares the results of two executive focus groups that were conducted in a large health care organization, across four individual hospitals, with a documented success rate of hiring and retaining people with disabilities (PWDs). The purpose of the focus groups was to explore executive perceptions of their organization’s success at integrating PWDs throughout their work force. Results are explored through five identified themes: (a) organizational mission guided decision-making concerning the employment of PWDs, (b) executives living the mission through their daily inclusive behaviors led to employing PWDs, (c) organizational values were important to employing PWDs, (d) the organization benefited from employment of PWDs, and (e) employing PWDs benefited organization staff and the surrounding community. The results of these executive focus groups provide an initial glimpse into the culture and practices of a highly effective organization.

中文翻译：

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医疗保健行政人员对残疾人雇用和保留做法的看法：行政焦点小组的结果

在不考虑雇主实践的情况下提供服务的供应方方法在为残疾人实现有意义的、有竞争力的和综合的就业成果方面并不有效。这种关注忽略了一个事实，即残疾和就业是一个双向过程，企业需要对诸如建立更好的招聘、保留和晋升实践等需求方因素负责。为了开始识别有效的雇主做法，本文分享了在一家大型医疗保健组织中进行的两个执行焦点小组的结果，这些小组跨越四家医院，并记录了雇用和留住残疾人 (PWD) 的成功率。焦点小组的目的是探讨高管们对其组织在将残疾人士融入整个工作队伍方面取得的成功的看法。结果通过五个确定的主题进行探索：(a) 组织使命指导的关于残障人士就业的决策，(b) 高管通过他们的日常包容性行为来实现使命，导致聘用残障人士，(c) 组织价值观对聘用残障人士很重要, (d) 该组织受益于雇用残疾人士，以及 (e) 雇用残疾人士使组织工作人员和周围社区受益。这些高管焦点小组的结果提供了对高效组织文化和实践的初步了解。(a) 以组织使命为导向的有关残障人士就业的决策，(b) 高管通过日常包容性行为来履行使命，导致聘用残障人士，(c) 组织价值观对聘用残障人士很重要，(d) 组织受益于雇用残疾人，以及 (e) 雇用残疾人使组织工作人员和周围社区受益。这些高管焦点小组的结果提供了对高效组织文化和实践的初步了解。(a) 以组织使命为导向的有关残障人士就业的决策，(b) 高管通过日常包容性行为来履行使命，导致聘用残障人士，(c) 组织价值观对聘用残障人士很重要，(d) 组织受益于雇用残疾人，以及 (e) 雇用残疾人使组织工作人员和周围社区受益。这些高管焦点小组的结果提供了对高效组织文化和实践的初步了解。