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towards individuals with IDD and made a conscious effort to refrain from inserting
personal bias in conducting the research.
Second, participants in the survey, checklist, and interview activities understood
that their information would help promote strategies to increase employment
of individuals with IDD. Third, participants felt comfortable and valued as the
researchers left enough time for participants to answer each question fully during the
interviews. Finally, the researchers kept detailed records describing the process and
reflections during the interview data collection using both the notes and recordings
to ensure credibility.
To ensure transferability, the researchers utilized methods to promote
generalization of the results to other settings and groups. To increase transferability,
the researchers provided clear descriptions of the background information and
characteristics of participants. Dependability shows in the documentation of the
study process, including a clear explanation of steps for completing the study as
well as its analysis. This study accurately described the steps used in collecting and
analyzing the data.

Results and Discussion
Research Question 1 was “What are employers’ perceptions of strategies that can
be utilized to provide a positive view of individuals with IDD in the workplace?”
This question examined the positive aspects of hiring an individual with IDD and
how these characteristics influenced employers’ hiring decisions. Three survey
questions investigated employers’ positive views of individuals with IDD, including
the hire-ability of the individual, the likelihood of the person becoming a quality
employee, and the participant’s ability to promote the individual. Out of the four
scenarios depicting an applicant with IDD, 91% of employers indicated they were
either definitely likely, likely, or slightly likely to hire the individual. These positive
responses demonstrated the participants’ positive attitudes toward hiring individuals
with IDD.
Five true-or-false statements on the checklists highlighted the positive aspects
of hiring an individual with IDD. Five of these items revolved around the work
ethic, societal contribution, skills, training, and accomplishment of an individual
with IDD. Eighty-seven percent of the responses supported statements portraying
the individual with IDD in a positive manner.
The five virtual-interview participants stated that having the individual possess
the abilities to do the job was more important than his or her disability. Equality
and work experience were the second most-mentioned requirements in the virtual
interviews. At least two of the participants also indicated that one’s work ethic,
friendly attitude, and determination were significant when hiring an individual.
Participant 1 revealed becoming “passionate about hiring individuals with IDD after
completing a school-business partnership tour of the district’s Vocational Training
Center. The tour opened my eyes to the potential for quality individuals attending the
Center who would make great employees for my business” (Participant 1, personal
communication, February 24, 2021).
Research Question 2 was “What reservations do employers have with employing
an individual with IDD?” This question focused on the hesitations and reservations
an employer might consciously or unconsciously possess when hiring an individual
with IDD. In the end, this question documented that, although employers might
have some reservations, these did not outweigh the positives in the participants’

18 The Delta Kappa Gamma Bulletin: International Journal for Professional Educators