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Disability Saliency and Discrimination in Hiring

Author

Listed:
  • Philip Armour
  • Patrick Button
  • Simon Hollands

Abstract

Theory suggests that disability discrimination protections may adversely affect the hiring of individuals with disabilities by making them more expensive. Using SIPP data, we explore how the ADA Amendments Act (ADAAA), which expanded disability discrimination protections, affected the relative hiring rate of individuals with disabilities. We employ new categorizations of disability type: salient physical conditions, non-salient physical conditions, mental retardation and developmental disability, and other mental conditions. We find that the ADAAA had no effect other than increasing hiring for those with non-salient physical conditions. These results suggest that condition saliency may mediate the effects of discrimination protections on hiring.

Suggested Citation

  • Philip Armour & Patrick Button & Simon Hollands, 2018. "Disability Saliency and Discrimination in Hiring," AEA Papers and Proceedings, American Economic Association, vol. 108, pages 262-266, May.
    • Handle: RePEc:aea:apandp:v:108:y:2018:p:262-66
    Note: DOI: 10.1257/pandp.20181045
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    Citations

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    Cited by:

    1. Gugushvili, Alexi & Grue, Jan & Dokken, Therese & Finnvold, Jon Erik, 2023. "No evidence that social-democratic welfare states equalize valued outcomes for individuals with disabilities," Social Science & Medicine, Elsevier, vol. 339(C).
    2. L'Horty, Yannick & Mahmoudi, Naomie & Petit, Pascale & Wolff, François-Charles, 2022. "Is disability more discriminatory in hiring than ethnicity, address or gender? Evidence from a multi-criteria correspondence experiment," Social Science & Medicine, Elsevier, vol. 303(C).
    3. Joanna N. Lahey & Douglas R. Oxley, 2021. "Discrimination at the Intersection of Age, Race, and Gender: Evidence from an Eye‐Tracking Experiment," Journal of Policy Analysis and Management, John Wiley & Sons, Ltd., vol. 40(4), pages 1083-1119, September.

    More about this item

    JEL classification:

    • J14 - Labor and Demographic Economics - - Demographic Economics - - - Economics of the Elderly; Economics of the Handicapped; Non-Labor Market Discrimination
    • J23 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Demand
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • K31 - Law and Economics - - Other Substantive Areas of Law - - - Labor Law
    • K38 - Law and Economics - - Other Substantive Areas of Law - - - Human Rights Law; Gender Law; Animal Rights Law
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions

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