Building Employer Capacity to Support Meaningful Employment for Persons with Developmental Disabilities: A Grounded Theory Study of Employment Support Perspectives.

Rashid et al. (2017) talked to employment-support workers. They asked how these staff help bosses hire adults with developmental disabilities.

The team used grounded-theory interviews. They built a model that shows three levers: past boss experiences, company rules, and stigma.

The workers said jobs stick only when they fix the boss first. They calm fears, rewrite policy, and fight stigma before the client clocks in.

The model names concrete moves: share success stories, tweak HR forms, and keep checking in after day one.

Sanders et al. (1989) sketched the first map of supported employment. Rashid et al. (2017) add the boss-side street view.

Kasperzack et al. (2020) also used staff interviews, but with college students who have ID. Both agree paid work is the goal; Marghalara zooms in on the employer.

Steege et al. (1989) showed money matters: every dollar spent returned 75 cents. The new study says the hidden cost is stigma, not wages.

If you write job-coach plans, add an employer column. Script one stigma-busting talk per placement. Track which boss beliefs change, not just client hours worked.