January 7, 2016
The Social, Urban, Rural and Resilience Global Practice and the Task Force on Sexual Orientation and Gender Identity (SOGI) Exclusion Invite you to a discussion on How stigma and hiring biases hamper workplace inclusion for persons with disabilities and persons from the LGBTI community.
Date & Time: Wednesday, January 13, 2016 | 12:30 pm – 2:00 pm
Location: Room I 1-200, 1850 I Street, N.W., Washington DC 20433
For External Attendees: RSVP to draja@worldbank.org by January 11, 2016
Description:
The New York Times recently led with a story on how stigma and hiring biases continue to hamper workplace inclusion for persons with disabilities.
Audit studies using “fake resumes or cover letters” have successfully documented hiring discrimination against women and racial/ethnic minorities. In two different studies, researchers are using similar methods to identify patterns of hiring discrimination against two groups often marginalized due to stigma, stereotypes, and negative perceptions – persons with disabilities and persons identifying as Lesbian, Gay, Bisexual, Transgender or Intersex (LGBTI):
- The Disability Employment Puzzle: A Field Experiment on Employer Hiring Behavior. Researchers from Rutgers University and Syracuse University sent applications in response to 6,016 accounting positions from well-qualified fictional applicants, with a third disclosing that the applicant has a spinal cord injury, a third disclosing presence of Asperger’s Syndrome, and one-third not mentioning disability.
- Pride and Prejudice: Employment Discrimination against Openly Gay Men in the United States. Dr. Tilcsik at the University of Toronto conducted the first large-scale audit study of discrimination against openly gay men in the United States. Pairs of fictitious resumes were sent in response to 1,769 job postings in seven states, with one in each pair hinting that the applicant may be gay.
Both studies showed that there were significantly fewer expressions of employer interest and at times significant discrimination against the applicants who appeared to have disabilities or identify as gay. Learn about the findings and their implications for shaping policy and practice recommendations to improve equality in labor market participation, reduce indirect discrimination, and create inclusive workplaces.
Moderator
Charlotte McClain-Nhlapo, Global Disability Advisor, GPSURR, The World Bank
Speakers and Guests
Douglas L. Kruse, Distinguished Professor, School of Management and Labor Relations, Rutgers University. Dr. Kruse conducts econometric studies on disability, worker displacement, and wage differentials. He served as Senior Economist at the White House Council of Economic Advisers in 2013-2014 and was appointed to the President’s Committee on Employment of People with Disabilities.
Lisa A. Schur, Professor / Chair, Department of Labor Studies and Employment Relations, Rutgers University. Dr. Schur focuses on disability issues in employment and labor law, particularly the Americans with Disabilities Act and its relationship to other laws and social policies.
Mason Ameri, Ph.D. candidate, School of Management and Labor Relations, Rutgers University. Mason’s research explores job search outcomes and lower pay for people with disabilities, and diversity management practices among firms. He has served under President Obama’s appointed General Counsel as former Field Examiner to the NLRB.
Meera Adya, Director of Research, Burton Blatt Institute and Affiliated Faculty in Psychology, Syracuse University. Dr. Adya is an expert on employment and disability discrimination research, examining corporate culture and impact on inclusion, workplace accommodations, and accessibility.
András Tilcsik, Assistant Professor of Strategic Management, Rotman School of Management, University of Toronto. Dr. Tilcsik studies the organizational aspects of work, employment, and occupations. His research has been cited in testimonies to U.S. Congress and outlets like The NY Times, The Economist, and Forbes.
Discussant
Renos Vakis, Lead Economist, Poverty Global Practice, The World Bank
For more information, please contact: Deepti Samant Raja at draja@worldbank.org.