Employment of People with Disabilities Following the ADA

Studies finding a negative effect of the Americans with Disabilities Act (ADA) on the employment of people with disabilities have used the work disability measure, which has several potential problems in measuring employment trends. Using Survey of Income and Program Participation (SIPP) data that p...

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Published inIndustrial relations (Berkeley) Vol. 42; no. 1; pp. 31 - 66
Main Authors Kruse, Douglas, Schur, Lisa
Format Journal Article
LanguageEnglish
Published Oxford, UK Blackwell Publishing Ltd 01.01.2003
Wiley Subscription Services, Inc
Subjects
Americans with Disabilities Act 1990-US
Case studies
Civil Rights
Disability
Discrimination
Employment
Employment Opportunities
Handicapped
Industrial relations
Labor Market
Legal aspects
Legislation
Measurement
People with disabilities
Statistical analysis
Studies
Trends
U.S.A
United States of America
Workers with disabilities
United States > US
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Summary:Studies finding a negative effect of the Americans with Disabilities Act (ADA) on the employment of people with disabilities have used the work disability measure, which has several potential problems in measuring employment trends. Using Survey of Income and Program Participation (SIPP) data that permit alternative measures of disability, this study finds decreased employment among those reporting work disabilities in the first few years after the ADA was passed but increased employment when using a more probably appropriate measure of ADA coverage (functional and activity limitations that do not prevent work). State‐by‐state variation in labor market tightness is used to find that people with disabilities may have especially procyclical employment, but the contrary results in overall employment trends remain after accounting for labor market tightness. Given the problems in measuring who is covered by the ADA, there is reason to be cautious of both positive and negative findings.
Bibliography:istex:8FA1C96B9643E0075596291C05E100F66AED9AD3
ark:/67375/WNG-LX023CV7-7
ArticleID:IREL275
lschur@rci.rutgers.edu.
This paper was presented at the Industrial Relations Research Association Conference in New Orleans in January 2001 and at the Employment and Disability Policy Institute, sponsored by Cornell University, in Washington, D.C., in October 2001. Helpful comments have been provided by David Stapleton, Carol Petersen, David Wittenburg, and Peter David Blanck. The authors are responsible for any remaining errors and omissions.
School of Management and Labor Relations, Rutgers University, Piscataway, NJ 08854. E‐mail
and
dkruse@rci.rutgers.edu
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ISSN:0019-8676
1468-232X
DOI:10.1111/1468-232X.00275