Interaction of persons with severe mental retardation and their nondisabled co-workers in integrated work settings.

Gaylord-Ross et al. (1995) watched workers with severe intellectual disability on the job. They compared how coworkers treated disabled and nondisabled employees doing the same work. The team tracked who got training, work tips, and friendly chat.

Disabled workers were left out. They heard less job information and got fewer teaching moments. Coworkers also talked to them less often and less warmly.

English et al. (1995) saw the same exclusion in neighborhood settings. Adults with developmental disability living on their own still spent most time with other disabled adults, not neighbors.

Raslear et al. (1992) shows the fix works in schools. When typical students planned and ran lunch-time chats, friendships with disabled classmates grew.

Jones et al. (2010) gives the adult version. Equal-status teamwork, shared goals, and boss support predicted positive coworker attitudes and real social ties.

Placement in a regular job is not enough. Without planned contact, coworkers ignore or avoid your client. Use peer-mediated lunch groups like G et al. or build equal-status projects and supervisor cheer-leading like Jones et al. (2010). Structure the social piece, not just the work task.