Characteristics of Successful Job Placement Programs for Special Needs Adults
Introduction

Involvement in employment activities is deemed across the globe as one of the significant transition results for young adults with disabilities. The capability to partake in stable employment is considered a prosperous school to work environment transition outcome. Notably, persons with learning disabilities can make a significant contribution to the economy (Harun et al., 2019). Nonetheless, obtaining employment opportunities continues to be a major problem for disabled persons across the globe. Disabled persons constitute one of the biggest diversity groups within the workplace environment. However, regardless of the progressions in diversity and inclusion practices at work, the placement and career advancement for disabled persons continue to be problematic without a doubt. Numerous employers cling on to stereotypical philosophies lacking evidence and poorly perceive persons with disabilities (Bonaccio et al., 2019). There is a major disparity in job placements for disabled persons compared to persons without disabilities. The goal of this research is to extensively examine the characteristics of successful job placement programs for adults with special needs.

Research Problem or Issue

Almost everyone in the world will experience difficulties at one point or another in their lives. Nonetheless, people with special needs face every greater and more sustained challenge than anyone else. Successful job placement programs aimed at special needs adults are a major challenge in the present day (Alias, 2014). Job placement programs for persons with special needs are recognized to bring forth opportunities and prospects for persons learning disabilities to gain work experience in an actual work environment. The program provides training activities and also a chance to go for an internship or full-time employment to gain work experience (Alias, 2014). People with special needs experience numerous barriers in attaining a job. Gaining entry into work and finding a suitable job position is a major challenge for this group.

Following WHO, some of the factors giving rise to these challenges include a lack of adequate training and education, the work environment, discrimination, and also marginalization. Therefore, successful job placement programs for persons with disabilities consider these factors (Rozali et al., 2017). Bonaccio et al. (2019) indicate that despite the legislations put in place regarding diversity within the workplace setting, persons with disabilities and special needs still face challenges in work opportunities and work prospects as their counterparts without disabilities. Obtaining a job opportunity for an adult with disabilities is a major problem, based on the inclination of employers opting not to hire those with special needs (Alias, 2014). Disabled persons are not always handed the prospects to attain work experience and make the most out of their potential in the workplace environment. In spite the fact that several disabled persons have the fundamental learning skills and the capability to acquire vocational competencies through training, employment chances afforded to them are largely restricted. This is linked to the need for extensive work experience as a key employment criterion. However, with the lack of job placement and work opportunities, this even worsens the chances of becoming employed (Alias, 2014).

Who or What is affected by this Problem or Issue

People with special needs are largely affected by this problem. Following Harun et al. (2019), employment opportunities or job placement for persons with disabilities are traditionally perceived as an act of charity and consequently stereotyped into instances of welfare. The downside of this is that handing out job opportunities to disabled persons is considered to be a sort of favor. For the most part, persons with disabilities experience marginalization are deemed to have fewer productivity levels. Similarly, Bonaccio et al. (2019) showed that a key reason for the diminished rates of participation and low employment for persons with disabilities is that employers usually possess negative and cynical perspectives regarding the work-related capabilities of these persons. For numerous people with special needs, finding and sustaining work prospects is a problem. For instance, statistics indicate that in the United States, solely 35 percent of persons with special needs obtain job placements contrasted to 76 percent of their colleagues without disabilities (Harun et al., 2019). Therefore, this demonstrates the significant need for successful job placement programs for persons with special needs.

This inequality seems to be mounted over time. Corresponding employment gaps have been noted in other developed nations. For example, in Canada, adults with disabilities only have an employment rate of 49 percent, whereas, for persons devoid of disability, the rate is 79 percent (Harun et al., 2019). In the same manner, within the European region, these statistics are 47.3 percent for disabled persons and 66.9 percent for persons without a disability. Even though it is perceptible that there are varying employment rates across nations, at the end of the day, across the globe, a disabled individual has a lesser likelihood to obtain employment as compared to someone without a disability (Harun et al., 2019).

Research Addressing this Problem or Issue

Numerous research studies have addressed this specific issue of the features of fruitful placement programs for special needs adults. Job placement and attainment for persons with special needs such as learning disabilities is a major problem because employers tend not to offer opportunities to people who have special needs (Alias, 2014). For the most part, they are not given a chance to gain work expertise and make the most of their potential in the corporate world. This is, even though some of them have fundamental learning competencies and can gain vocational proficiencies through education and training (Aliza, 2013). Research indicates that employment prospects for individuals with special need are exceedingly limited...…the chance to be helped in the acquisition of skills and proficiencies necessitated for attaining working experiences. The author further indicates that these processes play a fundamental role in handing these persons guiding principles and instructions to be prosperous in transitioning into the workplace.

Research indicates that successful placement programs are those that improve individual characteristics like motivation, self-efficacy, and coping mechanisms. This ensures that persons with special needs are highly motivated to work and have positive interrelations within the workplace. Furthermore, this placement process should be beneficial to the persons with special needs, as they pinpoint the desired outcomes, design experience, and facilitate the acquisition of knowledge and skills to meet these goals (Butcher and Wilton, 2008). Alias (2014) further indicates that these programs should enable such persons with special needs to adjust to the work setting properly, interrelate with co-workers, and have positive experiences. Bonaccio et al. (2019) indicate that to guarantee that qualified persons with special needs are included in applicant pools for job placements, the recruitment process mustn't create obstacles. The application process for these individuals usually unconsciously dissuades participation. Therefore, to achieve success, employers need to advertise job placement opportunities extensively and in a manner that indicates that the employer is diversity-friendly.

Lindstrom et al. (2011) assert that transition programs ought to lay emphasis on the working experiences and personal individualities of persons with disabilities. It enables them to comprehend how to hand the incessant transformations and demand of the workplace setting. The positive interrelations they have with colleagues at work can aid in instituting meaningful mentoring association and eventually give rise to career progression. Harun et al. (2019) indicates that community-associated factors can impact transition results for young adults with disabilities. These take into account the delivery of government program and legislature for transition services, obtainability of effective and efficacious transition programs, and delivery of adult services to support the transition process of disabled persons. A wide-ranging transition program for persons with disabilities is pivotal to guarantee a more constructive outcome.

Conclusions

This essay investigated characteristics of successful job placement programs for adults with special needs. Research findings demonstrate the significant need for transition programs. Specifically, there is a substantial need to emphasize persons with special needs while at school, particularly in education programs that provide competencies like career transition programs. These job transition programs amongst persons with disabilities emphasize their progress in the process of transition from the educational level to the career level. These programs are designed to help them accomplish their education, career, and life endeavors independently. In this regard, persons with disabilities will be able to acquire work experience in different fields, attain educational prospects that are ideal to their proficiencies and potential, and also achieve training on programs that focus on skills.