Workplace discrimination and the perception of disability

• Published in: Rehabilitation counseling bulletin Vol. 55; no. 1; pp. 29 - 37
• Main Authors: Draper, William R, Reid, Christine A, McMahon, Brian T
• Format: Journal Article
• Language: English
• Published: Los Angeles, CA SAGE Publications 01.10.2011; SAGE Publications and Hammill Institute on Disabilities; SAGE PUBLICATIONS, INC
• Subjects: Arbeitgeber; Arbeitswelt; Arbitration; Attitudes toward Disabilities; Behinderter; Behinderung; Disabilities; Disability Discrimination; Diskriminierung; Employment discrimination; Employment Potential; Employment Practices; Employment Statistics; Equal Opportunities (Jobs); Grievance Procedures; Individual Characteristics; Institutional Characteristics; Kündigung; Personalauswahl; Rechtsstellung; Severity (of Disability); Social Bias; Stereotyp; USA; Vorurteil; Wahrnehmung; Work Environment; perceived disabilities; workplace discrimination; implicit bias
• ISSN: 1538-4853; 0034-3552; 1538-4853
• DOI: 10.1177/0034355210392792

"This article documents the employment discrimination experienced by Americans 'regarded as' disabled (but not medically verified as such), using the Integrated Mission System of the U.S. Equal Employment Opportunity Commission (EEOC). Claimants who were perceived as disabled, as contrasted with those with documented disabilities, were more likely to file charges of discrimination based on the issues of discharge or hiring. Decisions by the EEOC in favor of claimants perceived to have disabilities disproportionately exceeded those in favor of claimants with documented disabilities. This finding lends support to the assertion that unconscious/implicit bias is persistent in the workplace." (Author's abstract, IAB-Doku). Die Untersuchung enthält quantitative Daten. Forschungsmethode: empirisch-quantitativ; empirisch; Längsschnitt. Die Untersuchung bezieht sich auf den Zeitraum 1992 bis 2008.