Don’t allow hiring managers to quickly sort résumés from disabled applicants into the “No” pile. It’s an increasingly popular practice, a new study shows, but decidedly unlawful.
Résumés that mention the applicant’s disability receive 26% fewer interview offers than identical résumés that don’t mention disability, according to a new study by researchers at Rutgers and Syracuse universities.
The study used a fictitious applicant who submitted résumés for various accounting jobs. But the résumé used three different cover letters—one that made no mention of a disability, one that cited a spinal cord injury and one that disclosed the applicant had Asperger’s Syndrome.
The highly publicized study concluded that discrimination against the disabled may be more prevalent than they had originally believed and that the ADA may not be effective enough in getting qualified disabled workers into the workforce. Currently, only 34% of work...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 key tips for recession-proofing your HR department
- Put a better spin on tired performance reviews
- The New Rules on Hiring - The Legal Way to Handle I-9s and No-Match Letters - Audio Conference
- Harassment a problem in the past? That's no excuse for not hiring women