People with disabilities have low employment and wage levels, and some studies suggest employer discrimination is a contributing factor. Following the method of Bertrand and Mullainathan (2003), new evidence is presented from a field experiment that sent applications in response to 6,016 advertised accounting positions from well-qualified fictional applicants, with one-third of cover letters disclosing that the applicant has a spinal cord injury, one-third disclosing the presence of Asperger's Syndrome, and one-third not mentioning disability. These specific disabilities were chosen because they would not be expected to limit productivity in accounting, helping rule out productivity-based explanations for any differences in employer responses. Half of the resumes portrayed a novice accountant, and half portrayed an experienced one. The fictional applicants with disabilities received 26% fewer expressions of employer interest than those without disabilities, with little difference between the two types of disability. The disability gap was concentrated among more experienced applicants, and among private companies with fewer than 15 employees that are not covered by the ADA, although comparable state statutes cover about half of them. Comparisons above and below disability law coverage thresholds point to a possible positive effect of the ADA on employer responses to applicants with disabilities, but no clear effects of state laws. The overall pattern of findings is consistent with the idea that disability discrimination continues to impede employment prospects of people with disabilities, and more attention needs to be paid to employer behavior and the demand side of the labor market for people with disabilities.

Efforts to recruit and retain employees with disabilities are often tempered by employers' concerns over potential workplace accommodation costs. This study reports on accommodations requested and granted in intensive case studies of eight companies, based on more than 5,000 employee and manager surveys, and interviews and focus groups with 128 managers and employees with disabilities. Two unique contributions are that we analyze accommodations for employees without disabilities as well as for those with disabilities, and compare perspectives on accommodation costs and benefits among employees, their coworkers, and their managers. We find people with disabilities are more likely than those without disabilities to request accommodations, but the types of accommodations requested and the reported costs and benefits are similar for disability and non-disability accommodations. In particular, fears of high accommodation costs and negative reactions of coworkers are not realized; all groups tend to report generally positive coworker reactions. Multilevel models indicate granting accommodations has positive spillover effects on attitudes of coworkers, as well as a positive effect on attitudes of requesting employees, but only when coworkers are supportive. Consistent with recent theorizing and other studies, our results suggest the benefits from a corporate culture of flexibility and attention to the individualized needs of employees.

Objective. We examine whether people with disabilities are part of the political mainstream, or remain outsiders in important respects, by studying political participation and the underexplored topic of how disability relates to attitudes toward politics. Method. We analyze new disability measures on the 2008 and 2010 Current Population Surveys voting supplements, and two other nationally representative surveys for 2006 and 2007. Results. Citizens with disabilities remain less likely than nondisabled citizens to vote. While there are few differences in political preferences and party affiliations, people with disabilities tend to favor a greater government role in employment and healthcare, and give lower ratings on government responsiveness and trustworthiness. Conclusion. People with disabilities continue to be sidelined in important ways. Fully closing the disability gap would have led to 3.0 million more voters in 2008 and 3.2 million more voters in 2010, potentially affecting many races and subsequent public policies.

Background Modern health worries (MHW) are concerns related to modern or technological features of daily life (e.g., air pollution, x-rays, food additives, etc.), and have been associated with subjective health complaints (SHC) and health care use. Purpose The MHW scale was expected to predict aspects of health status in healthy individuals (e.g., health care visits, health perceptions, and medication use). SHC was thought to mediate the relationship between MHW and health care use. Likewise, negative affect was considered to mediate the relationship between MHW and SHC. Method University students (n=432) completed assessments for MHW, SHC, perceptions of health, medication use, and health care visits. Results MHW were positively related to the number of subjective health complaints with negative affect partially driving this relationship. MHW were negatively related to reports of present health and medication use. MHW were marginally related, whereas SHC were significantly associated with health care utilization. Conclusion Concerns over modern technology appear to influence symptom reporting, perceptions of current health, medication use, and, to a degree, visits to health care providers even in young healthy samples.

Objective. Polling place inaccessibility may contribute to the disability gap in voter turnout, both directly by making voting more difficult for people with disabilities, and indirectly by sending the message that people with disabilities are not expected to participate in the political sphere. We explore the role of polling place inaccessibility by examining voter turnout and reports of voting difficulties among people with and without disabilities in the 2012 elections. Method. We use the Census Bureau's Voting and Registration Supplement (VRS) and a newly constructed national household survey following the 2012 elections. Results. Consistent with past findings, the disability turnout gap is reduced but not eliminated when controlling for standard predictors of voter turnout. Nearly, one-third (30 percent) of voters with disabilities reported difficulty in voting at a polling place in 2012, compared to only 8 percent of voters without disabilities. We find that difficulties in voting predict lower perceptions of the influence people with disabilities have in the political process. This in turn is a significant predictor of voter turnout among people with disabilities, supporting the idea that voting difficulties depress turnout. Majorities of people both with and without disabilities said they would prefer voting in person in a polling place in the next election. Conclusion. The results point to the potential role of polling place accessibility in voter turnout, and the gains from wider adoption of best practices to reduce barriers and make the voting process more fully accessible.

People with disabilities have low employment and wage levels, and some studies suggest employer discrimination is a contributing factor. Following the method of Bertrand and Mullainathan (2003), new evidence is presented from a field experiment that sent applications in response to 6,016 advertised accounting positions from well-qualified fictional applicants, with one-third of cover letters disclosing that the applicant has a spinal cord injury, one-third disclosing the presence of Asperger's Syndrome, and one-third not mentioning disability. These specific disabilities were chosen because they would not be expected to limit productivity in accounting, helping rule out productivity-based explanations for any differences in employer responses. Half of the resumes portrayed a novice accountant, and half portrayed an experienced one. The fictional applicants with disabilities received 26% fewer expressions of employer interest than those without disabilities, with little difference between the two types of disability. The disability gap was concentrated among more experienced applicants, and among private companies with fewer than 15 employees that are not covered by the ADA, although comparable state statutes cover about half of them. Comparisons above and below disability law coverage thresholds point to a possible positive effect of the ADA on employer responses to applicants with disabilities, but no clear effects of state laws. The overall pattern of findings is consistent with the idea that disability discrimination continues to impede employment prospects of people with disabilities, and more attention needs to be paid to employer behavior and the demand side of the labor market for people with disabilities.

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Corporate culture reflects an organization's value system and impacts the recruitment, retention, and promotion of employees. Individuals with disabilities are positively impacted by a corporate culture that espouses and establishes a diverse workforce as a priority. This article provides an overview of corporate culture and the employment of individuals with disabilities, and presents a case example of the corporate culture of a large not-for-profit disability service organization. With an in-depth understanding of corporate culture and disability issues, social workers can be particularly helpful to applicants and employees with disabilities as well as employers.