Hiring discrimination against people with disabilities under the ADA: characteristics of employers.
BACKGROUND
This article describes findings from a causal comparative study of the characteristics of employers against whom allegations of hiring discrimination were filed with the U.S. Equal Employment Opportunity Commission (EEOC) under Title I of the Americans with Disabilities Act (ADA) between 1992 and 2005.


METHODS
Employer 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 industry classification, size of workforce, and location.


RESULTS
As compared to non-hiring allegations, hiring allegations were more likely to be filed against employers with 15-100 employees, in the West U.S. Census track region, or in industries including educational services; public administration; transportation and warehousing; professional, scientific, and technical services; agriculture, forestry, fishing, and hunting; and construction.


CONCLUSIONS
More outreach regarding ADA responsibilities appears indicated for those employers who share the aforementioned characteristics.
McMahon
Brian T
BT
Department of Rehabilitation Counseling, Virginia Commonwealth University, P.O. Box 980330, Richmond, VA 23298-0330, USA. BMcBull@vcu.edu
Rumrill
Philip D
PD
Roessler
Richard
R
Hurley
Jessica E
JE
West
Steven L
SL
Chan
Fong
F
Carlson
Linnea
L
D002961:Civil Rights / Q000331:legislation & jurisprudence*; D006233:Persons with Disabilities / Q000331:legislation & jurisprudence*; D004651:Employment / Q000331:legislation & jurisprudence*; D006801:Humans; D011287:Prejudice; D014481:United States