Study Indicates Presence of Workplace Discrimination Against People With Disabilities

Summary

A study sent out 6,001 identical resumes with varying disclosures of disability status in cover letters to examine employer interest. The surprising result showed that applicants with disabilities received 26% fewer callbacks, especially experienced ones, mainly from small firms. This suggests a stigma towards disability, with employers perceiving them as higher risk and costly. The study highlights the need for broader coverage of the Americans with Disabilities Act and emphasizes the importance of diversity in hiring practices.

Takeaways

• 📊 Conducted a study with over 6,000 resumes to examine employer interest in job applicants with disabilities.
• 🔍 Resumes were identical except for the indication of disability status in the cover letters.
• 🤔 Found that 26% of applicants with disabilities received expressions of employer interest, compared to those without.
• 📉 Experienced applicants with disabilities were less likely to get callbacks, particularly from small-sized firms.
• 📈 Medium and large-sized firms seemed to adhere more closely to the mandates of the Americans with Disabilities Act (ADA).
• 🏢 Small-sized firms, not covered by ADA, showed a higher likelihood of discrimination against applicants with disabilities.
• 💡 Suggests that social desirability bias might be reduced by sending out resumes rather than surveys to employers.
• 🔑 The study builds on previous research that found racial discrimination in hiring practices by using similar methodology.
• 🤝 Believes that there is still a stigma attached to disability that affects hiring decisions.
• 💼 Employers may perceive experienced applicants with disabilities as riskier due to potential accommodations and liabilities.
• 🌐 Long-term implications include expanding ADA coverage and raising awareness about the importance of disability diversity in hiring.

Q & A

What was the purpose of constructing fake resumes in the study?

The purpose was to explore whether job applicants with disabilities received fewer expressions of employer interest compared to those without disabilities.

How were the resumes and cover letters structured to test for discrimination?

The resumes were identical, and the cover letters disclosed the applicant's condition in three different ways: one third indicated a spinal cord injury, one third indicated Asperger's syndrome, and one third did not disclose any disability.

What was the surprising finding regarding the callback rates for applicants with disabilities?

It was found that 26% of applicants with disabilities received expressions of employer interest, which was a lower rate compared to those without disabilities.

Why were high-experience applicants less likely to receive callbacks, and what does this suggest about employer perceptions?

High-experience applicants received fewer callbacks, possibly because employers perceive them as riskier due to potential higher pay demands and the assumption that they might require accommodations, which could lead to increased liability and unpredictability in work performance.

How does this study differ from previous research on disability employment?

Unlike surveys that might be affected by social desirability bias, this study used a field experiment approach by sending out resumes to see actual employer responses, eliminating the bias of what employers think the researchers want to hear.

What is social desirability bias, and why is it a concern in surveys about employer attitudes?

Social desirability bias is the tendency of respondents to answer questions in a manner that will be viewed favorably by others, which can lead to inaccurate responses about attitudes and behaviors towards individuals with disabilities.

How does the study's methodology relate to a famous research study involving resumes with black-sounding names?

The methodology is similar in that both studies used identical resumes and varied only one factor to observe the impact on callback rates, highlighting potential discrimination.

What was the role of small-sized firms in the study's findings regarding discrimination?

Small-sized firms were more likely not to give callbacks, suggesting they might not have a robust HR infrastructure or may not be familiar with the Americans with Disabilities Act (ADA).

What surprised the researchers about the callback rates for experienced applicants?

The researchers were surprised to find that experienced applicants, particularly those with a CPA and a stellar record, received fewer callbacks than expected, indicating a potential stigma attached to disability.

What are some implications of the study's findings for the ADA and employment practices?

The findings suggest that the ADA might be working for larger firms but could benefit from expanding its coverage to include smaller firms and raising awareness about the Act among all employers.

What long-term implications does the study suggest for improving employment opportunities for people with disabilities?

The study implies the need for broader coverage of the ADA, increased awareness among small businesses, and a broader conversation about the importance of diversity, including disability diversity, in the workplace.

Outlines

00:00

🔍 Employment Discrimination Study

This paragraph discusses a study conducted to investigate the level of employer interest in job applicants with disabilities compared to those without. The study involved sending out over 6,000 identical resumes, with some indicating a spinal cord injury, Asperger's syndrome, or no disability at all. The results showed that applicants with disabilities received 26% fewer expressions of interest from employers, particularly from small-sized firms. The study aimed to eliminate social desirability bias by mimicking a previous study where resumes with 'black-sounding' names received fewer callbacks. The findings suggest that there is still stigma attached to disability, and employers may perceive experienced applicants with disabilities as riskier due to potential accommodation demands and liability concerns. The study's implications highlight the need for better awareness and adherence to the Americans with Disabilities Act, especially among smaller firms.

05:01

🌟 Addressing Disability Diversity in Employment

The second paragraph emphasizes the importance of bringing disability diversity to the forefront, especially in light of ongoing societal discussions, such as the presidential election mentioned. The speaker acknowledges the study's contribution to the existing body of literature on the disability movement and thanks the participants for their involvement. The paragraph suggests that studies like these are crucial in addressing and understanding the challenges faced by people with disabilities in the job market, and it calls for a broader conversation on the value of diversity in employment.

Keywords

💡Fake resumes

Fake resumes refer to artificially created documents that mimic real resumes but are used for research purposes, such as testing employer responses to certain conditions. In the video's theme, they were used to investigate the impact of disclosing disabilities on job applicant interest. The script mentions that 'we constructed fake resumes' to explore employer interest in applicants with disabilities.

💡Spinal cord injury

Spinal cord injury is a medical condition resulting from damage to the spinal cord, often leading to loss of movement or sensation. It is one of the disabilities mentioned in the cover letters of the fake resumes. The video discusses how applicants indicating a spinal cord injury received fewer expressions of employer interest.

💡Asperger's syndrome

Asperger's syndrome, now commonly referred to as Autism Spectrum Disorder, is a developmental disorder characterized by difficulties in social interaction and nonverbal communication. It is another disability disclosed in the cover letters to examine its effect on job application outcomes, as highlighted in the script.

💡Disability disclosure

Disability disclosure is the act of revealing one's disability status, which can be a sensitive issue for job applicants. The video's research focused on whether disclosing a disability in a cover letter affects the likelihood of receiving callbacks from employers.

💡Employer interest

Employer interest refers to the level of attention or consideration given by employers to job applicants, often indicated by callbacks or follow-up communications. The script reveals that '26% of people with disabilities are applicants received expressions of employer interests,' which is a key finding of the study.

💡Social desirability bias

Social desirability bias is a psychological phenomenon where individuals present themselves in the most favorable light, potentially skewing survey results. The video discusses how sending out resumes, rather than relying on surveys, helps to eliminate this bias in the research.

💡Field experimentation

Field experimentation is a research method where tests are conducted in real-world settings. The script describes the study as a form of field experimentation, where mock applicants' profiles were sent out to gauge employer reactions without their knowledge.

💡Americans with Disabilities Act (ADA)

The Americans with Disabilities Act is a U.S. federal law that prohibits discrimination against individuals with disabilities in all areas of public life. The video discusses the implications of the ADA in relation to the study's findings, particularly concerning small firms not covered by the Act.

💡Discrimination

Discrimination refers to unfair treatment based on certain characteristics, such as disability. The script explores how the research reveals discrimination in the job application process, with small-sized firms showing a tendency to discriminate legally.

💡Risk perception

Risk perception is the subjective judgment of the likelihood and severity of a risk. The video suggests that employers perceive experienced applicants with disabilities as riskier, potentially due to concerns about accommodations and unpredictability in work performance.

💡Accommodation

Accommodation in the context of employment refers to the adjustments made to enable individuals with disabilities to perform their job duties. The script implies that employers may be concerned about the need to provide accommodations, which could be a factor in their hiring decisions.

💡Legal threshold

Legal threshold refers to the minimum requirements that must be met for certain laws to apply. The video discusses the possibility of lowering the ADA's employee threshold to include smaller firms, which currently may not be aware of their obligations under disability law.

Highlights

A study was conducted using 6,001 fake resumes to explore the treatment of job applicants with disabilities.

Resumes were divided into three groups: those indicating spinal cord injury, those indicating Asperger's syndrome, and those without disability disclosure.

The disability status was mentioned in cover letters, not on the resumes, which were identical for all applicants.

The study aimed to determine if applicants with disabilities received fewer expressions of employer interest.

Results showed that 26% of applicants with disabilities received expressions of interest compared to those without disabilities.

High-experience applicants with disabilities were less likely to get callbacks, particularly from small-sized firms.

Previous research relied on surveys that could be influenced by social desirability bias.

The study's method of sending out resumes eliminates social desirability bias by not revealing the mock applicants.

A similar study with resumes having 'black-sounding' names found fewer callbacks, indicating discrimination.

Field experimentation was used to mimic real-world hiring practices without employer awareness.

The study suggests a stigma still attached to disability affecting employment opportunities.

Employers may view experienced disabled candidates as riskier due to potential accommodations and liabilities.

Small-sized firms were more likely not to give callbacks, possibly due to lack of HR infrastructure or ADA awareness.

The study implies that the Americans with Disabilities Act (ADA) may need to lower its threshold for coverage.

Expanding ADA coverage could be a step towards addressing discrimination in hiring practices.

The study emphasizes the importance of diversity, including disability diversity, in the hiring process.

The research contributes to the body of literature on disability movement and employment.

Transcripts

we constructed fake resumes over

6-thousand and one third indicated that

the applicant had a spinal cord injury

one third indicated they had Asperger's

syndrome and one third did not disclose

a disability and this was in the cover

letters not in the resumes all the

resumes were identical and do you want

to take it yes oh we just wanted to

explore whether job applicants with

disabilities received fewer expressions

of employer interest than those without

disabilities and and what we found was

fairly interesting 26% of people with

disabilities are applicants receive -

your expressions of employer interests

and those without disabilities and our

applicants who had high experience were

the ones that didn't get a call back and

this was mostly centralized around small

sized firms right how does this research

differ from previous research on

disability employment well there have

been surveys asking employers about

their attitudes and behavior towards job

applicants and employees with

disabilities but you always have to

worry there that something called social

desirability bias where they're telling

you what they think you want to hear and

this way by actually sending out resumes

you eliminate that problem it's

reminiscent of a famous research study

done years ago

now that with the identical resumes but

one had black sounding name whatever and

and the result was that those people got

fewer callbacks exactly and we use that

study as kind of a jumping-off place for

our study how does this type of research

into discrimination get at

discrimination in a way that other

studies couldn't well in terms of

implications when you look at field

experimentation what we're doing is

we're sending out mock applicants into

the field but employers don't know that

so as they're screening through these

profiles they're assuming that these are

tried-and-true applicants can you

extract from this information why

well that's really interesting we could

not interview any of the employers but

we believe that there is still a lot of

stigma attached to disability and what

really surprised us as Mason mentioned

was that the experienced applicants had

fewer callbacks than the novice

applicants now that goes against what we

expected because we thought listen if

you have a CPA this was for accountant

positions if you have a CPA you have a

stellar record you have six years of

experience we thought they'd do better

but we think that employers see these

candidates as riskier they'd have to pay

them more and they don't want to take

that risk on they see disability and

they think oh my goodness they're going

to demand an accommodation there's going

to be liability we're not going to be

able to predict how they're going to

work and that's how you think it relates

to the whole employment picture for

people with disabilities we think it's a

big piece of it certainly of course when

we when we identified that small sized

firms amongst our sample size of six

thousand and sixteen were more likely to

not give us a call back in terms of

implications at major speed that these

small sized firms don't have a robust HR

infrastructure or aren't even familiar

with the Americans with Disabilities Act

although they're not necessarily

mandated by the Act what surprised you

the most about this well as far as the

story itself and really the narration of

the data is its two-pronged on one side

you see that medium and large sized

firms are for what it's worth abiding by

the mandate the ad a on the flip side it

seems as though that small size firms

are more likely to commit to legal

discrimination at least that's one

implication right that we can assume and

as far as implications for the Act well

the Act is working but perhaps we should

lower the threshold and include some of

those small sized firms just can I just

jump in here for a second so we found

there was a big difference between

companies with less than 15 employees

who are not covered by the ad a and

those that were bigger than had more

than 15 employees and that's where we

really saw a large difference what are

the long-term implications of this how

do you make this work the world if you

will well there's several things as

Mason said one thing would be to

and coverage of the ad a so that you

don't have to have that 15 employee

threshold in order to be covered by the

law it seems as if perhaps the smaller

companies aren't even aware of what they

should be doing they might not know that

maybe they have a state law that covers

them they we don't know but expanding

coverage of the ad a would definitely be

a first step go ahead well I think it's

also a conversation of diversity right

and how diversity matters and given the

climate in terms of just the

presidential election coming up and and

so on and whatnot it ultimately we need

to bring diversity as far as disability

diversity to the forefront and studies

of this nature are really going to

address something that we have known in

the body of literature that is a

disability movement thank you for being

with us thank you thank you