Patterns of discrimination in hiring job applicants with disabilities: The role of disability type, job complexity, and public contact.

Gouvier, William Drew; Sytsma-Jordan, Sara; Mayville, Stephen B.

doi:10.1037/0090-5550.48.3.175

Cited by 86 publications

(99 citation statements)

References 9 publications

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“…Most of the literature on the topic has revealed that people with disabilities are often viewed negatively (Barnes, 1992;Jayasooria et al, 1997;Gouvier et al, 2003;Haq, 2003;Brown et al, 2009). There is also a bias against meeting with them due to the prejudices and misconceptions prevalent among the public regarding their ability to perform and compete in the job market.…”

Section: Literature Reviewmentioning

confidence: 99%

Challenges Faced by Malaysians with Disabilities in the World of Employment

Ta¹,

Leng

2013

DCID

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Section: Literature Reviewmentioning

confidence: 99%

Challenges Faced by Malaysians with Disabilities in the World of Employment

Ta¹,

Leng

2013

DCID

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“…Arvey (1979) suggested that forced ranks are more sensitive than ratings to subtle biases. Research findings support Arvey's position (Dipboye et al, 1975;Gouvier et al, 2003). The present study attempted to avoid these and other methodological pitfalls by using both ratings and ranking of written resumés specifically with HR recruitment professionals.…”

Section: Methodological Considerations In Resumé Evaluation Researchmentioning

confidence: 67%

“…Furthermore, the majority of studies of gender and ethnicity effects on resumé evaluations have used participants' ratings as the dependent measure, although some studies have incorporated forced-choice ranking of resumés (Ding & Stillman, 2005;Gouvier et al, 2003;Marlowe et al, 1996). Arvey (1979) suggested that forced ranks are more sensitive than ratings to subtle biases.…”

Section: Methodological Considerations In Resumé Evaluation Researchmentioning

confidence: 99%

“…Finally, in response to evidence suggesting that forced ranks are more sensitive than ratings to subtle biases (Arvey, 1979;Ding & Stillman, 2005;Gouvier et al, 2003;Marlowe et al, 1996), we sought to investigate whether participant attitudes and gender have a differential effect on male and female Indigenous and non-Indigenous applicants' resumé ratings and rankings.…”

Section: The Present Studymentioning

confidence: 99%

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Effects of Non-Indigenous Australian Human Resource Managers' Gender and Attitudes and Applicants' Ethnicity and Gender on Resumé Evaluations

Hughes

Davidson

2011

Journal of Pacific Rim Psychology

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I n this web-based survey, 60 non-Indigenous Australian human resource (HR) professionals reviewed four fictitious job resumés for an Indigenous male, Indigenous female, non-Indigenous male and nonIndigenous female. Participants rated the resumés against five key selection criteria and then ranked them in terms of suitability for a HR position, team fit (TF) with participants' current HR team, and suitability for a customer service (CS) position. Finally, participants completed a modified Attitude toward Indigenous Australians scale. Although participants' gender and attitudes and applicants' gender and ethnicity did not have an effect on resumé ratings, rank differences for the HR position and TF for the whole sample were significantly different, with the non-Indigenous male applicant being preferred to the Indigenous male and female applicants. Participants holding a negative attitude toward Indigenous people consistently ranked the non-Indigenous male applicant more favourably than the Indigenous male and female applicants and the non-Indigenous female applicant more favourably than the Indigenous male applicant. Female participants ranked the non-Indigenous male applicant more favourably than the Indigenous male and female applicants for the HR position and TF. Implications for Indigenous Australian employment disadvantage are examined with reference to social identity and contemporary racism theories.

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“…Furthermore, reliance on traditional statistical approaches such as analysis of variance has limited the capacity to examine within-person effects of factors like perceived cost and necessity on the decision to grant (e.g., Florey & Harrison, 2000;Gouvier et al, 2003). Finally, some existing studies have relied on student samples rather than using managers and HR professionals who are required to make accommodation requests as part of their job (e.g., Gouvier et al, 2003;Hazer & Bedell, 2000).…”

Section: Introductionmentioning

confidence: 99%

Workplace Accommodations for Employees with Disabilities: A Multilevel Model of Employer Decision-Making

Telwatte¹,

Anglim²,

Wynton³

et al. 2017

Preprint

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Purpose: Existing research suggests that the decision to grant or deny workplace accommodations for people with disabilities is influenced by a range of legal and non-legal factors. However, less is known about how these factors operate at the within-person level. Thus, we proposed and tested a multilevel model of the accommodation decision-making process, which we applied to better understand why people with psychological disabilities often experience greater challenges in obtaining accommodations. Method: A sample of 159 Australian adults, composed mostly of managers and HR professionals, read 12 vignettes involving requests for accommodations from existing employees. The requests differed in whether they were for psychological or physical disabilities. For each vignette, participants rated their empathy with the employee, the legitimacy of the employee's disability, the necessity for productivity, the perceived cost, and the reasonableness, and indicated whether they would grant the accommodation. Results: Multilevel modeling indicated that greater empathy, legitimacy, and necessity, and lower perceived cost predicted perceptions of greater reasonableness and greater granting. Accommodation requests from employees with psychological disabilities were seen as less reasonable and were less likely to be granted; much of this effect seemed to be driven by perceptions that such accommodations were less necessary for productivity. Ratings on accommodations were influenced both by general between-person tendencies and within-person appraisals of particular scenarios. Conclusions: The study points to a need for organizations to more clearly establish guidelines for how decision-makers should fairly evaluate accommodation requests for employees with psychological disabilities and disability more broadly.1 APA owns the copyright to this work. This article may not exactly replicate the authoritative document published in the APA journal. It is not the copy of record. The link provided by the above doi links to the copy of record.2 Apsara Telwatte, Jeromy Anglim, Sarah K. A. Wynton, and Richard Moulding School of Psychology, Deakin University, Geelong, Australia. Correspondence concerning this article should be addressed to Jeromy Anglim, School of Psychology, Deakin University, Locked Bag 20000, Geelong, 3220 Australia. Email: jeromy.anglim@deakin.edu.au WORKPLACE ACCOMMODATIONS 2 Keywords: accommodations, disability, psychological disability, discrimination, vignettes Impact (Point 1) Only limited research has examined employer decision-making behavior when evaluating workplace accommodations and less is known about the disability and accommodation characteristics that influence the employer decisionmaking process. This current study offers several advances over existing research including (a) a non-student sample of human resource professionals and managers, (b) responses in relation to a large number of accommodation scenarios, (c) measurement of employer characteristics, and (d) a multilevel modeling approac...

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Patterns of discrimination in hiring job applicants with disabilities: The role of disability type, job complexity, and public contact.

Cited by 86 publications

References 9 publications

Challenges Faced by Malaysians with Disabilities in the World of Employment

Challenges Faced by Malaysians with Disabilities in the World of Employment

Effects of Non-Indigenous Australian Human Resource Managers' Gender and Attitudes and Applicants' Ethnicity and Gender on Resumé Evaluations

Workplace Accommodations for Employees with Disabilities: A Multilevel Model of Employer Decision-Making

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