Article

Hiring discrimination against people with disabilities under the ADA: characteristics of charging parties.

Department of Rehabilitation Counseling, Virginia Commonwealth University, PO Box 980330, Richmond, VA 23298-0330, USA.
Journal of Occupational Rehabilitation (Impact Factor: 2.8). 07/2008; 18(2):122-32. DOI: 10.1007/s10926-008-9133-4
Source: PubMed

ABSTRACT This article describes findings from a causal comparative study of the characteristics of Charging Parties who filed allegations of Hiring discrimination with the U.S. Equal Employment Opportunity Commission (EEOC) under Title I of the Americans with Disabilities Act (ADA) between 1992 and 2005.
Charging Party Characteristics derived from 19,527 closed Hiring allegations are compared and contrasted to 259,680 closed allegations aggregated from six other prevalent forms of discrimination including Discharge and Constructive Discharge, Reasonable Accommodation, Disability Harassment and Intimidation, and Terms and Conditions of Employment. Tests of Proportion distributed as chi-square are used to form comparisons along a variety of factors including age, gender, impairment, and ethnicity.
Most allegations of ADA job discrimination fall into the realm of job retention and career advancement as opposed to job acquisition. Hiring allegations, however, tend to be filed by Charging Parties who are disproportionately male, younger or older applicants, white, and coping with physical or sensory disabilities.
Prevailing theories about stigma suggest that negative attitudes are more prevalent toward persons with behavioral disabilities. However, this study provides clear evidence that one behavioral manifestation of negative attitudes, Hiring discrimination, is more often directed at persons with physical or sensory impairments. More outreach regarding ADA rights appears indicated for individuals who share the aforementioned characteristics.

0 Bookmarks
 · 
187 Views
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: Hiring discrimination in the workplace is defined as failure or refusal by an employer to engage a qualified applicant as an employee due to the existence or consequence of disability. The specific intent of this study is to determine what differentiates an allegation (perception of discrimination) from an actual discriminatory event (Merit Resolution). Researchers used a data-mining approach, the Chi-square Automatic Interaction Detector (CHAID), to examine 19,527 resolved allegations of hiring discrimination in order to differentiate between Merit Resolution and Non-Merit Resolution outcomes. CHAID analysis confirmed that hiring discrimination is a complex matter with a variety of influences. Primary among these is the age of the Charging Party, with younger applicants (16-34) prevailing in their allegations 34% of the time. Within this subgroup, the sequence of predictor variables involves the Charging Party's impairment, followed by the Employer's industry classification. Behavioral disabilities, even among the young, result in generally lower Merit Resolution rates in hiring discrimination. Providers of training and technical assistance regarding hiring and disability may be able to adjust their services accordingly on the basis of findings such as these.
    Journal of Occupational Rehabilitation 07/2008; 18(2):133-9. · 2.80 Impact Factor
  • [Show abstract] [Hide abstract]
    ABSTRACT: Purpose – A review of the academic literature on managerial promotions reveals that there has been a limited number of studies conducted on this subject. This study aims to identify key determinants used by managers in making managerial promotion decisions via Bayesian networks. It also seeks to explore the effects these determinants have on managerial promotion outcomes. Design/methodology/approach – The researchers surveyed MBA students with significant work experience to assess the effect levels for 13 managerial promotion factors derived from a research study by Service and Lockamy. The participants were asked to assign a percentage effect level to these factors. Factor analysis was used to determine the most influential factors, and Bayesian networks were constructed to determine the probability of receiving a promotion based on these factors. Findings – The results indicate that there are five key determinants which have the most influence on managerial promotions. They also indicate that managerial promotion outcomes were not significantly influenced by either the promoting manager's years of work experience, or the number of promotions witnessed. Originality/value – The paper focuses on managerial and professional career advancement research, managerial promotion processes, and personnel development.
    Journal of Management Development 04/2011; 30(4):381-401.
  • [Show abstract] [Hide abstract]
    ABSTRACT: Relatively little is known about the first employment experiences and skill development of youth with disabilities. The purpose of this study is to explore the skills gained by adolescents with disabilities who have completed an employment-training program. In-depth, qualitative semi-structured interviews were conducted with 18 adolescents with a physical and/or mobility-related disability. The youth and their parents also completed a brief questionnaire about their experience in the program and we reviewed their self- and staff-assessments that were completed throughout the program. The findings highlight how adolescents with disabilities developed several practical, social and communication skills, and self-confidence over the course of an employment-training program. Despite personal gains, youth reported challenges in their post-program search for employment. Youth valued involvement in the workforce and perceived that through their participation they developed important life skills.
    Disability and Rehabilitation 01/2012; 34(3):228-37. · 1.54 Impact Factor

Full-text

Download
96 Downloads
Available from
May 16, 2014