Abstract
Suggests less emphasis be placed on numbers employed and more on attention given to their equitable distribution within organizations; proposes an occupational-oriented model of affirmative action categorizing jobs as "non-able body dominated" and "able-body dominated", in which latter case affirmative action should be applied if the representation of job-ready persons with disabilities is below a certain threshold; distinguishes types of disability and focuses on reducing structural barriers to employment of the disabled.