Disability Saliency and Discrimination in Hiring
- (pp. 262-66)
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.Citation
Armour, Philip, Patrick Button, and Simon Hollands. 2018. "Disability Saliency and Discrimination in Hiring." AEA Papers and Proceedings, 108: 262-66. DOI: 10.1257/pandp.20181045Additional Materials
JEL Classification
- J14 Economics of the Elderly; Economics of the Handicapped; Non-labor Market Discrimination
- J23 Labor Demand
- J71 Labor Discrimination
- K31 Labor Law
- K38 Human Rights Law; Gender Law
- M51 Personnel Economics: Firm Employment Decisions; Promotions