Disability status and perceptions of employability by employers

The study discussed in this article used a correlational design to examine the discrepancies among employers' employability ratings of hypothetical job applicants with different disability statuses. A survey packet was mailed to a random sample of 1,000 employers selected from a national membership list of human resources professionals. The survey included a standardized measure for rating employers' impressions of job applicants' employability with respect to 22 key employment-related traits. Employers were asked to rate the job applicants' suitability for employment in a hypothetical administrative assistant position. Findings show that job applicants without a disability received the highest mean employability ratings. Job applicants with an acquired brain injury were rated substantially the same as those with schizophrenia. Implications for social work practice and research are discussed. Key words: disability; employers; employability; job applicants Research has shown that pre-interview application materials strongly influence employers' perceptions of the job interview, and ultimately, hiring decisions (Howard & Ferris, 1996; Macan & Dipboye, 1994; Macan & Hayes, 1995; Marchioro & Bartels, 1994). Employers evaluate job applicants' employment-related traits, such as motivation, performance, reliability, and effectiveness, in making their hiring decisions (Christman & Slaten, 1991; Moriarity, Walls, & McLaughlin, 1988). Considered together, these traits indicate the job applicant's perceived level of employability. The research on employer perceptions of the employability of job applicants with disabilities has yielded mixed results and presents an ambiguous picture. Whereas some studies found that employers rated job applicants with disabilities more employable than applicants without disabilities (for example, Christman & Slaten, 1991; Nordstrom, Huffaker, & Williams, 1998), other studies found that employers rated job applicants with disabilities as less employable (for example, Bordieri, Drehmer, & Taricone, 1990; Drehmer & Bordieri, 1985; Millington, Szymanski, & Hanley-Maxwell, 1994). To add to the ambiguity of the picture, different types of disabilities were associated with different employability ratings. Physical disabilities generally received the most favorable employability ratings compared with other disability types (for example, Fuqua, Rathbun, & Gade, 1984; Threlkeld & DeJong, 1982), whereas psychiatric disabilities were viewed least favorably (for example, Bordieri, Drehmer & Taylor, 1997; Drehmer & Bordieri, 1985). Consistent with employer perceptions, people with psychiatric disabilities also appear to face the greatest employment discrimination (Garske & Stewart, 1999; West & Parent, 1995). The employment picture for individuals with disabilities overall is consistent and negative. It is estimated that only about 29 percent of people with disabilities are employed, compared with 79 percent of the general population (National Organization on Disabilities [NOD]/Harris, 1998). Nearly 10 percent of U.S. citizens between ages 21 and 64 have a severe disability (McNeil, 1997; NOD/Harris). Among people with severe disabilities of various kinds, only 10 percent are integrated into the U.S. work force (Baer, Martonyl, Simmons, Flexer, & Goebel, 1994; Black & Meyer, 1992; Noble, 1998). Moreover, many people with severe disabilities who manage to secure employment are underpaid and underemployed (Baer et al.; Mergenhagen, 1997; NOD/Harris; Wehman & Kregel, 1994). People with disabilities constitute the most financially disadvantaged minority group and are deprived of the many psychosocial benefits of employment (Hahn, 1988; Kopels, 1995). The high unemployment rate of people with disabilities has sometimes been attributed to characteristics of the job applicant, such as poor job search skills, poor work histories, or poor work habits (Adelman & Vogel, 1993; Johnson, Greenwood, & Schriner, 1988). …