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Workplace discrimination, deafness and hearing impairment: The national EEOC ADA research project

Issue title: Workplace Discrimination and Disability in America

Article type: Research Article

Authors: Bowe, Frank G. | McMahon, Brian T. | Chang, Tai | Louvi, Ioanna

Affiliations: Department of Counseling, Research, Special Education and Rehabilitation, Hofstra University, Hempstead, NY, USA | Department of Physical Medicine and Rehabilitation, Virginia Commonwealth University, Richmond, VA, USA

Note: [] Address for correspondence: Frank G. Bowe, CRSR, Hofstra University, 223 Hagedorn Hall, Hempstead, NY 11559-1190, USA. Tel.: +1 516 4635782; Fax: +1 516 463 6413

Journal: Work, vol. 25, no. 1, pp. 19-25, 2005

Received 14 June 2005
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Accepted 14 June 2005
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Published: 2005
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Abstract

Data compiled by the US Equal Employment Opportunity Commission (EEOC), in its Integrated Mission System, provide documentation regarding the employment discrimination experience of Americans who are deaf or hard of hearing. This paper presents an analysis of 8,936 allegations filed by persons with hearing impairment and closed by EEOC between July 26, 1992 and September 30, 2003, as compared to 165,674 allegations filed by individuals with other physical or sensory disabilities. The investigators compare and contrast demographic characteristics of Charging Parties, characteristics of Respondents, the nature of allegations, and the outcomes of the allegations in order to illustrate how these variables differ between the two groups, herein referred to as HEARING (deaf, hard of hearing, or other hearing impairment) and GENDIS (general disability). Most allegations derived from both groups were filed against larger Respondents (those with 500+ workers). The most common allegation issues in the HEARING group involved matters of discharge, reasonable accommodation, and hiring. Outcomes derived from HEARING allegations were more likely to result in merit resolutions when compared to GENDIS, by a 25% to 21% margin.

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