Hiring decisions for disabled workers: The hidden bias.

Drehmer, David E.; Bordieri, James E.

doi:10.1037/0090-5550.30.3.157

Cited by 18 publications

(30 citation statements)

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“…The present study provides further support to previous research that has found a leniency bias towards job applicants with a disability (Cesare et al, 1990;Christman & Branson, 1990;Christman & Slaten, 1991;Drehmer & Bordieri, 1985;Nordstrom et al, 1998). However, more importantly, it provides support for a solution to this problem-one that yields a more accurate and fair employment selection decision.…”

Section: Theoretical Implicationssupporting

confidence: 87%

“…Other research has also found such a bias (Cesare et al, 1990;Christman & Branson, 1990;Christman & Slaten, 1991;Drehmer & Bordieri, 1985;Nordstrom et al, 1998). While definitely possible, there is no clear evidence that this leniency bias occurs because interviewers feel sorry for such candidates.…”

Section: Limitations and Future Directionsmentioning

confidence: 86%

“…Therefore, they are in a better position to rate job applicants in that position opposed to other positions and compared to other potential raters who have not had recent exposure to teachers. Furthermore, other studies where the participants had experience reviewing applications or making hiring decisions also found a leniency bias towards a job applicant with a disability (e.g., Drehmer & Bordieri, 1985;Christman & Branson, 1990;Christman & Slaten, 1991;Nordstrom et al, 1998). Future research may wish to use samples of more experienced decision makers and to explore actual organizational hiring patterns and practices for applicants with disabilities.…”

Section: Limitations and Future Directionsmentioning

confidence: 93%

“…In a study by Drehmer and Bordieri (1985), supervisors and midlevel managers reviewing resumes rated an applicant described as having a physical handicap as more favorable than a comparable applicant without a disability. Studies using videotapes of mock employment interviews also found more positive ratings for applicants with a physical disability than for equally-qualified applicants without a physical disability (Cesare, Tannenbaum, & Dalessio, 1990;Christman & Branson, 1990;Christman & Slaten, 1991;Nordstrom, Huffaker, & Williams, 1998).…”

mentioning

confidence: 96%

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The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

Brecher

Bragger

Kutcher

2006

Employ Respons Rights J

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Research shows that the traditional job interview is a poor indication of a candidate's potential. However, when employers structure the interview process, they are more effective at predicting success, forming consistent evaluations, and reducing discrimination. The current study tested whether the structured interview also serves to reduce biases involved in interviewing applicants who have a physical disability. In the non-structured interview, results showed that there was a leniency bias, where raters evaluated disabled candidates more positively than equally qualified non-disabled candidates. Structured interviews reduced this effect. These findings add to the support for the structured interview as a way of increasing fairness in employee selection.

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Section: Theoretical Implicationssupporting

confidence: 87%

Section: Limitations and Future Directionsmentioning

confidence: 86%

Section: Limitations and Future Directionsmentioning

confidence: 93%

mentioning

confidence: 96%

See 2 more Smart Citations

The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

Brecher

Bragger

Kutcher

2006

Employ Respons Rights J

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“…Even if hired, employers are reluctant to offer them higher than entry level jobs. Studies have shown that people with mental illness are significantly less likely to receive a job placement than a physically disabled or a non-disabled person despite identical job qualifications and work histories (Drehmer, 1985).…”

Section: Information Communication Technologies and Vocational Rehabimentioning

confidence: 99%

Bias Misinformation and Disinformation: Mental Health Employment and Human Computer Interaction

Martin¹,

McKay

Shankar³

2006

InSITE Conference

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This paper explores the design and application of information communication technologies and human computer interaction for people recovering from severe mental illness wishing to gain employment. It is argued bias, misinformation and disinformation limit opportunities for people recovering from mental illness who are seeking employment. Issues of bias are explored in relation to systems design as well as dominant socially constructed paradigms of 'mental health' and 'mental illness' and employment. Misinformation is discussed according to the contemporary dominant paradigm of 'recovery' as well as web resources, discrimination and employment. Disinformation is considered in terms of media myths and stereotypes and vocational rehabilitation. Multidisciplinary collaboration is required to meet the ICT needs of this diverse group.

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A Comparison of EEOC Closures Involving Hiring Versus Other Prevalent Discrimination Issues Under the Americans with Disabilities Act

et al. 2008

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Hiring is not an unusual discrimination issue in that the overwhelming majority of allegations are still closed in favor of the Employer. However, it is counterintuitive that hiring has a higher merit resolution rate than other prevalent issues. This finding contradicts the assumption that hiring is an "invisible process." Considering that the EEOC makes merit determinations at a competitive rate, it is clear that hiring is sufficiently transparent.

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Hiring decisions for disabled workers: The hidden bias.

Cited by 18 publications

References 0 publications

The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

Bias Misinformation and Disinformation: Mental Health Employment and Human Computer Interaction

A Comparison of EEOC Closures Involving Hiring Versus Other Prevalent Discrimination Issues Under the Americans with Disabilities Act

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