Workplace discrimination and cancer

Data from the Equal Employment Opportunity Commission (EEOC) Integrated Mission System database were analyzed with specific reference to allegations of workplace discrimination filed by individuals with cancer under ADA Title One. These 6,832 allegations, filed between July 27, 1992 and September 30, 2003, were compared to 167,798 allegations from a general disability population on the following dimensions: type of workplace discrimination; demographic characteristics of the charging parties (CPs); the industry designation, location, and size of employers; and the outcome or resolution of EEOC investigations. Results showed allegations derived from CPs with cancer were more likely than those in the general disability population to include issues involving discharge, terms and conditions of employment, lay-off, wages, and demotion. Compared to the general disability group, CPs with cancer were more likely to be female, older, and White. Allegations derived from CPs with cancer were also more likely to be filed against smaller employers (15-100 workers) or those in service industries. Finally, the resolution of allegations by CPs with cancer were more likely to be meritorious than those filed from the general disability population; that is, actual discrimination is more likely to have occurred.     

Drivers of workplace discrimination against people with disabilities: the utility of Attribution Theory

The purpose of this paper was to determine what drives workplace discrimination against people with disabilities. These findings are then compared to available literature on attribution theory, which concerns itself with public perceptions of the controllability and stability of various impairments. The sample included 35,763 allegations of discriminations filed by people with disabilities under the employment provisions of the Americans with Disabilities Act. Group A included impairments deemed by Corrigan et al. [1988] to be uncontrollable but stable: visual impairment (representing 13% of the total allegations in this study), cancer (12%), cardiovascular disease (19%), and spinal cord injuries (5%). The controllable but unstable impairments in group B included depression (38%), schizophrenia (2%), alcohol and other drug abuse (4%), and HIV/AIDS (7%). The Equal Employment Opportunity Commission had resolved all allegations in terms of merit Resolutions (a positive finding of discrimination) and Resolutions without merit. Allegations of workplace discrimination were found to center mainly on hiring, discharge, harassment, and reasonable accommodation issues. Perceived workplace discrimination (as measured by allegations filed with EEOC) does occur at higher levels in Group B, especially when serious issues involving discharge and disability harassment are involved. With the glaring exception of HIV/AIDS, however, actual discrimination (as measured by EEOC merit Resolutions) occurs at higher levels for Group A.     

Workplace discrimination and HIV/AIDS: the national EEOC ADA research project

This article utilizes data from the Equal Employment Opportunity Commission's Integrated Mission System database to document the levels of employment discrimination involving individuals with HIV/AIDS. The researchers explore the theory that the nature of HIV/AIDS related employment discrimination is rooted in deeper stigmatization than discrimination against other disability groups. Researchers compare and contrast key demographic characteristics of Charging Parties and Respondents involved in HIV/AIDS related allegations of discrimination and their proportion of EEOC merit resolutions to those of persons with other physical, sensory, and neurological impairments. Findings indicate that, in contrast to the general disability group, HIV/AIDS was more likely to be male, ethnic minorities, between the ages of 25-44, in white collar jobs, in the South and West and to work for businesses with 15 to 100 employees. Additionally, the allegations in HIV/AIDS were more likely to receive merit resolution from the EEOC by a large difference of ten percent.     

Gender as a differential indicator of the employment discrimination experiences of Americans with multiple sclerosis

Information from the Integrated Mission System of the United States Equal Employment Opportunity Commission (EEOC) was used to investigate the employment discrimination experiences of women and men with multiple sclerosis (MS). Spanning the years 1992 to 2003, the EEOC database included 3,663 allegations of discrimination filed by 2,167 adults with MS. With respect to women and men with MS, the researchers examined the comparability of a) demographic characteristics; b) industry designations, locations, and size of employers; c) the nature of discrimination alleged; and d) the legal outcome or resolution of those allegations. On average, women and men with MS were in their early forties, with the majority of both groups being Caucasian. Both women and men were most likely to allege discrimination related to discharge and reasonable accommodations, although women were more likely to file harassment charges than men. Men with MS were more likely to allege discrimination regarding hiring and reinstatement. Women with MS were more likely to file allegations against employers in the service industries, and men were more likely to file allegations against employers in the construction, manufacturing, and wholesale industries. No gender differences were found in the geographic distribution of allegations. Both groups had comparable rates of merit closures (23% vs. 27%) as a result of the EEOC's investigatory process. Implications for rehabilitation counseling and employer-oriented interventions are discussed.     

Workplace discrimination and cumulative trauma disorders: the national EEOC ADA research project

Employment discrimination of persons with cumulative trauma disorders (CTDs) was explored using the Integrated Mission System dataset of the US Equal Employment Opportunity Commission. Demographic characteristics and merit resolutions of the Charging Parties (persons with CTD) were compared to individuals experiencing other physical, sensory and neurological impairments. Factors compared also included industry designation, geographic region, and size of Respondents against which allegations were filed. Persons with CTD had proportionately greater allegations among large Respondents (greater than 500 workers) engaged in manufacturing, utilities, transportation, finance insurance and real estate. The types of discrimination Issues that were proportionately greater in the CTD group included layoff, failure to reinstate, and failure to provide reasonable accommodation. The CTD group was significantly less likely than the comparison group to be involved in discrimination Issues such as assignment to less desirable duty, shift or work location; demotion; termination, or failure to hire or provide training. Persons with CTD had higher proportions of merit Resolutions where allegations were voluntarily withdrawn by the Charging Party with benefits.     

Multiple chemical sensitivity and workplace discrimination: the national EEOC ADA research project

Information from the Integrated Mission System of the United States Equal Employment Opportunity Commission (EEOC) was used to investigate the employment discrimination experiences of Americans with multiple chemical sensitivity (MCS) in comparison to Americans in a general disability group with allergies, asthma, HIV, gastrointestinal impairment, cumulative trauma disorder and tuberculosis. Specifically, the researchers examined demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom allegations were filed; the nature of discrimination (i.e., type of adverse action) alleged to occur; and the legal outcomes or resolutions of these allegations. Findings indicate that persons with MCS were, on average, older than the comparison group and comparatively overrepresented by Caucasians and women. People with MCS were proportionally more likely than the comparison group to allege discrimination related to reasonable accommodations. People with MCS were proportionally more likely than the comparison group to file allegations against employers in the manufacturing and public administration industries, employers with 201-500 workers, and employers in the Western Census region. People with MCS were proportionally more likely than the comparison group to receive non-merit resolutions as a result of the EEOC's Americans with Disabilities Act Title I investigatory process. Implications for policy and advocacy are addressed.     

Deaf or hard of hearing inmates in prison

Despite laws in the United States enacted to protect individuals with disabilities in prison, there is ample case law to demonstrate that the intent of these laws has not been achieved. Using the existing US legal and social science literatures and experiences, this article considers: the problems hearing-impaired offenders face in prison that are not encountered by non-deaf or hard of hearing inmates; the services and accommodations prisons provide for deaf or hard of hearing inmates so that they can function at least as well as non-deaf or hard of hearing inmates; and the types of scientific research that should be conducted to understand the possible types of deaf or hard of hearing experiences in prisons, the consequences of these experiences, and the best way to address pathological sequela of being deaf or hard of hearing in prison. We argue that the creation of rules to protect this population is of no value unless these laws are implemented as intended. Without monitoring the law in action and studying why the intent of the law may be thwarted, an atmosphere in which deaf or hard of hearing offenders are neglected and even abused will likely occur.     

Auditory status and experiences of abuse among college students

Studies that explore experiences of abuse among deaf or hard of hearing college students are sparse and usually focus on lifetime experiences rather than the college years. A random sample of more than 1,000 college students at a campus in Upstate New York provided the data for this study. An institute for the deaf or hard of hearing was one of the colleges at the university and provided a unique opportunity to explore experiences among this demographic. Victimization rates and experiences by auditory status--deaf and hard of hearing or hearing--were examined. Binomial regression analyses were employed and findings indicated a significant association with being deaf or hard of hearing and physical and psychological abuse at the hands of a partner. Implications for policy and future research are discussed.     

Addiction Treatment with Deaf and Hard of Hearing People: An Application of the CENAPS Model

ABSTRACT

Alcohol and drug addiction is a significant problem among deaf and hard of hearing people. Looking through a Deaf culture lens, treatment for alcohol and drug addiction is key for providing care for deaf and hard of hearing clients. Using the CENAPS model, an applied cognitive-behavioral therapy program is recommended for addiction treatment. The CENAPS model provides clinicians with tools for stabilizing deaf and hard of hearing clients, supporting their transition to early recovery. Educating the client about the stages of relapse and the stages of recovery, clinicians using this model can better treat and prepare deaf and hard of hearing clients for long-term recovery.     

Workplace discrimination and disfigurement: the national EEOC ADA research project

Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with disfigurement is documented. Key dimensions of workplace discrimination involving Americans with disfigurement and persons with missing limbs are compared and contrasted. Specifically, the researchers examine demographic characteristics of Charging Parties; the industry designation, location and size of Respondents/employers; the discrimination Issue (i.e., type of adverse action) alleged to occur; and the legal outcome or Resolution of these allegations. Charging Parties with disfigurement who are female or between 30 and 39 years of age are more likely to encounter employment discrimination than their counterparts with missing limbs. Harassment and Non-wage Benefits are the Issues that emerge in higher proportion. Allegations derived from persons with disfigurement are more common in among mid-size employers, those located in the South, or those in Retail or Service industries. Following investigation, allegations derived from persons with disfigurement are less likely to have Merit Resolutions than those brought by Charging Parties with missing limbs.     

Deaf and hard of hearing faculty in higher education: enhancing access,equity, policy,and practice

Higher education institutions are often well prepared in terms of accommodation policies and practices for disabled students. Ironically, campuses are often not prepared once disabled academics return as faculty. Most are particularly unfamiliar with the unique access needs of deaf or hard of hearing academics. This can result in career hindrances to employment and tenure, as well as potential losses to campuses in terms of diversity. Background and substantiation on this access issue is provided along with recommendations for policy-making and practices for campuses that are geared to ensuring career success for deaf and hard of hearing faculty.     

Planned change in the disability community

Planned change with people, who are physically or mentally disabled, as with other special populations, requires a range of skills and knowledge; several specific aspects of the change process are identified and discussed in this article: the characteristics of the change agent, the timing of the change event, and creating a vision for change. These aspects are illustrated through the writer's own experiences as a change agent working a long-range change event to improve access1 to mental health services in the US with and for people who are deaf and hard of hearing.     

Patterns in perceived employment discrimination for adults with multiple sclerosis

Using multiple correspondence analysis, data from the US Equal Employment Opportunity Commission (1992-2003) were examined for types and patterns of allegations of discrimination filed by adults with multiple sclerosis (MS) under Title I of the Americans with Disabilities Act (ADA). Women comprised the majority of the Charging Parties (n=687, 67%), and most of the Charging Parties were White (n=769, 76%). The total number of allegations studied (N=3,668) was divided into two datasets, specifically 1,142 occurring separately and 2,526 occurring as part of a multiple allegation set. The four most frequent allegations were related to discharge, reasonable accommodation, terms and conditions of employment, and harassment. Multiple correspondence analysis indicated that a 5 axis model was required to explain approximately 50% of the variance in allegation patterns, and no charging party or employer characteristics were related to the axes. Axis themes derived from perceived discrimination on the part of employers included threats to retention (2 axes), employer hostility, informal or formal employer actions, and barriers to career mobility. Results supported the need for rehabilitation counseling interventions to help adults with MS identify and address precipitants to discharge (involuntary termination) or constructive discharge (voluntary termination in response to an untenable work situation).     

Disaster Relief and Crisis Intervention with Deaf Communities: Lessons Learned from the Japanese Deaf Community

ABSTRACT

During natural disasters and crises, the deaf and hard of hearing community might not have full accessibility to all of the information shared with the larger hearing community. This could be due to the lack of awareness among social work professionals about these cultural and linguistic needs of this minority population. The purpose of this article is to explore the challenges faced by the deaf community and to discuss culturally and linguistically appropriate crisis intervention and mobilization to natural disaster situations based on the experiences of the Japanese deaf communities affected by the Kobe and Tohoku earthquakes.     

Planned Change in the Disability Community

Abstract

Planned change with people, who are physically or mentally disabled, as with other special populations, requires a range of skills and knowledge; several specific aspects of the change process are identified and discussed in this article: the characteristics of the change agent, the timing of the change event, and creating a vision for change. These aspects are illustrated through the writer's own experiences as a change agent working a long-range change event to improve access¹ to mental health services in the US with and for people who are deaf and hard of hearing.     

Empowerment, Identity and Participatory Research: using social action research to challenge isolation for deaf and hard of hearing people from minority ethnic communities

This paper considers the practice of empowerment within a social action approach, and the importance of an analysis of issues of identity, for an understanding of the experience of individuals and their communities. The discussion is grounded in the experience of conducting a research project on the 'needs of deaf and hard of hearing people from minority ethnic communities', living in the London Borough of Merton. The theme of 'isolation' is taken as a focus for the discussion. It was identified by respondents to be of central importance to an understanding of their experience. The Social Model of Disability and the concept of Deaf Culture are used to explore the complex set of relationships that characterise the day-to-day reality for deaf and hard of hearing people from minority ethnic communities, and recommendations are made to assist researchers and service providers in developing a more empowering practice.     

Human trafficking of children in Illinois: Prevalence and characteristics

Not much is known about the prevalence or characteristics of children who come to the attention of child protection systems for human trafficking. This study used administrative data from the Illinois Department of Children and Families Services (DCFS) to compare the prevalence of investigated allegations of human trafficking with the investigated allegations of other types of maltreatment and to describe the characteristics of children with an allegation of human trafficking. From July 1, 2011 to June 30, 2015, there were 563 (0.0008%) investigated allegations of human trafficking compared with a total of 697,062 investigated allegations for all other types of maltreatment. These 563 allegations represented 419 children who were predominantly female (90%), African American (53%), residing in a large urban county (56%), and 14–1/2-years-old, on average. Just under two thirds (61%) had a previous investigated allegation of maltreatment in their case record, and just over one quarter (28%) had at least one entry into out-of-home care prior to, during, and/or after an allegation of human trafficking. These exploratory findings are discussed in the context of federal and state human trafficking laws for minors that have sought to raise awareness of human trafficking in the U.S., and enhance the ability of child welfare systems to identify and serve this population.     

Political elites and regulatory bureaucrats: a case study concerning age discrimination

In 1988, the U.S. Senate Special Committee on Aging held a hearing on effectiveness of the Equal Employment Opportunity Commission (EEOC) with regard to age discrimination cases. The Hearing reported that approximately 7,500 age-based claims had run the statute of limitations. The article analyzes the ideological context of regulation, first, by explaining the purpose, procedures, and effectiveness of the EEOC in enforcing the Age Discrimination in Employment Act. Secondly, the article analyzes the 1988 Senate Hearing, including background issues and immediate outcomes. Thirdly, it discusses what has happened since 1988 from the perspectives of political elites, regulatory bureaucrats, and interest-group members.     

Geographies in the American DeafWorld as institutional constructions of the deaf body in space: the sensescape model

Space is a site where culture and body meet. It is a physical text of cultural constructions of the body that articulate personal, social and material functions and arrangements. The American DeafWorld consists of spaces where deaf and hard of hearing people are found. The geographies in the DeafWorld are the sites where different institutions create and imprint their ideologies, practices and properties pertaining to their sensory notions of the deaf body onto brick-and-mortar spaces in the DeafWorld. Sensescape is proffered as a theoretical model to describe DeafWorld institutional geographies.