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Focuses on institutional discrimination in employment and explains why anti‐discrimination legislation is the most likely solution. Defines institutional discrimination against disabled people, then provides substantive quantitative evidence of institutional discrimination in employment. Examines the main factors which cause that discrimination, and finally evaluates government policies relating to disabled people’s employment.

Contemporary interest in vulnerable employment groups has focused on women, ethnic minorities and the secondary labour market. Social discrimination, marginal employment and low pay are the badges of vulnerability of these groups. As Section 2 shows, labour law's response to employment vulnerability has been piecemeal and tangential with the result that progress towards the enjoyment of basic employment rights by vulnerable workers has been slow and fortuitous. People with disabilities possess many of the traits of vulnerability shared by other disadvantaged groups but receive only a footnote in the pages of labour law. This article records the developing debate on the employment rights of disabled people and places it in the context of the current analysis of employment vulnerability.

This study examines whether disabled workers perceive negative workplace experiences in terms of discrimination. The purpose of this paper is to study the effects of perceived distributive injustice at work, regarding three dimensions – job assignment, compensation and career development opportunities – on perceived discrimination and explore the mediation role of perceived discrimination in the relationship between perceived distributive injustice and the job dissatisfaction.

Research hypotheses are tested with a questionnaire administered to 107 disabled employees working in public and private Spanish organisations.

The results indicate that physically disabled people perceive distributive injustice and discrimination at work regarding job assignment, compensation and career development opportunities in Andalusian organisations, and this perception of discrimination leads to feel dissatisfaction. This study confirms the triple dimensionality of two of the variables studied: perceived distributive injustice at work and perceived discrimination at work.

Few studies have focussed on disability-related issues from a human resource management viewpoint. This study focusses on job assignments, compensation and career development and shows that the perception of discrimination mediates the relation between the perception of distributive injustice at work, and job dissatisfaction. That is, perceived distributive injustice in the organisation leads physically disabled employees to compare their situation with that of their non-disabled peers and thus to perceive discrimination regarding job assignment, compensation and career development opportunities. As a result, they become dissatisfied with their jobs. The results obtained allow us to extend the organisational justice framework, achieving a more thorough understanding of the perception of both injustice and discrimination.

Discusses the results of a research project investigating public library compliance with the Disability Discrimination Act, 1995 (DDA). Gives an overview of the DDA and discusses public library responses to Part III of the Act, covering access to services. Describes the results of the research, which took a case study approach, focusing on public library responses in the three key areas of policies and practices, access and communications. Concludes that standards of service for people with disabilities varies considerably between public library authorities and that, although most libraries are beginning to respond to the DDA, progress is slow and concentrated on the needs of certain groups of disabled people.

This paper aims to explore the intersection of disability and accounting employment.

The paper uses oral history accounts of 12 disabled accountants. The authors investigate narrators' experiences of being disabled people and professional accountants, identify the barriers they encounter in professional employment, and how they (re)negotiate professional work.

The narrators' accounts are complex and diverse. The narratives record a discourse of success, offset by the consistent identification of social and environmental barriers relating to limited opportunities, resources, and support.

The paper develops the limited research on the relationship between disability and the accounting profession, expands the limited literature on disabled professionals' experience of work, provides voice for disabled accountants, adds to the limited oral histories available within accounting, and augments the accumulated literature considering the accounting profession and minorities.

‘The first requirement of disabled people in participating as equal citizens within the community is a home which is suited to them’ (Swain et al., 1993). Disabled people are marginalised in housing and their housing opportunities reflect and compound their general social exclusion. The RNIB has produced a guide to overcoming disability discrimination especially for social landlords. This article introduces and gives an outline of that guidance.

The aim of this paper is to report on a study undertaken into disabled people's experience of the built environment when attempting to access and stay in employment.

Narratives were collected using semi‐structured interviews with 38 disabled people, all of whom had experience of paid and unpaid work.

Analysis of the interview narratives shows that disabled people experience a range of barriers and enablers in the built environment both to gaining employment and to staying in employment, and an accessible environment contributes to a successful employment experience.

This is a small exploratory study of disabled people's experience of the workplace built environment. Future research could focus in more detail on whether specific design features reduce the requirement for reasonable adjustments.

The implications are that disabled people are experiencing discrimination when working environments present barriers and reasonable adjustments, as required by the UK Disability Discrimination Act 1995, and 2005, are not made.

This is exploratory research and provides an insight into the experience of disabled people of the physical workplace environment, presenting examples of good and poor practice.

By comparing the legislative regimes in different states, this paper aims to provide a platform upon which an agenda of “good practice” can be formulated and initiated in relation to the provision of access to the built environment for disabled people.

The paper utilizes a desktop approach to examine the various regimes. Particular focus is placed upon the regimes in the European Union States of the UK, Malta, Ireland and France and these are contrasted with those in the non‐European states of Australia and the USA.

The paper shows how the UK, Malta and possibly Ireland have attempted to take a path of amicable cooperation and negotiation to establish the principle of “reasonable” adjustments to improve access to new and old buildings, whereas France and the USA have tended to adopt a prescriptive course of technical detail and legal compliance to enhance access. The paper also reveals how Australia follows an intermediate route of cooperation and human rights legislation to achieve the same goals.

The paper places new insights into the public domain through the evaluation of the strengths and weakness of each approach.

This paper uniquely recognizes a number of mistakes that have to be avoided in future legislation and makes tangible recommendations on how to make further progress in the quest to make the built environment more accessible to disabled people.

Heritage tourism depends on a physical resource based primarily on listed buildings and scheduled monuments. Visiting or staying in a historic building provides a rich tourism experience, but historic environments date from eras when access for disabled people was not a consideration. Current UK Government policy now promotes social inclusion via an array of equal opportunities, widening participation and anti‐discrimination policies. Historic environments enjoy considerable legislative protection from adverse change, but now need to balance conservation with public access for all. This paper discusses the basis of research being undertaken by The College of Estate Management funded by the Mercers Company of London and the Harold Samuel Trust. It assesses how the 1995 Disability Discrimination Act has changed the legal obligations of owners/operators in managing access to listed buildings in tourism use. It also examines the key stakeholders and power structures in the management of historic buildings and distinguishes other important players in the management process.

The representation of ‘the child’ within children's services and the representations of ‘risk’ and its management have implications for disabled people hoping to qualify for and work within certain professions. This article assesses the relevance for children's services of findings from the Disability Rights Commission's Formal Investigation into the impact of professional regulation on disabled people studying and working within three public sector professions in Britain ‐ nursing, social work and teaching. Many professional regulations include varied and vague requirements for ‘fitness’. These are interpreted and implemented differently, often informed by unexamined negative assumptions around disability. Disabled people, particularly those with ‘hidden disabilities’, can be discouraged from disclosing their conditions. This deprives them of the support and adjustments necessary for them to practise safely and effectively. Professional regulation can thus paradoxically induce a false sense of security. The various professions are urged to review and update their regulations, guidance and policies in order to ensure concordance with recent developments in disability and wider antidiscrimination legislation.