This Article Full Text (PDF) References Alert me when this article is cited Alert me if a correction is posted Services Email this article to a friend Similar articles in this journal Alert me to new issues of the journal Add to Saved Citations Download to citation manager Request Permissions Request Reprints Add to My Marked Citations Citing Articles Citing Articles via Google Scholar Citing Articles via Scopus Google Scholar Articles by O'Hara, B. Search for Related Content Social Bookmarking                         What's this?

Twice Penalized

Employment Discrimination Against Women with Disabilities

Social Security Administration

This article examines wage discrimination during the initial stages of employment using panel data from the Survey of Income and Program Participation. Women with disabilities are twice disadvantaged in the labor market: They face possible discrimination based on both gender and disability status. This article focuses on transitions into new employment. Two key variables indicate the circumstances in which a woman starts working at a new employer: (a) a planned employment transition or (b) finding employment after leaving a former employer for an unplanned reason or after being unemployed. The empirical evidence suggests that wage discrimination is prevalent; discrimination occurs across personal and employment characteristics. Although employment transitions resulted in lower wages, reasonable scenarios that involve personal choices as opposed to discrimination could not be eliminated. For instance, a worker with disabilities may change employers and accept a lower wage if she gains nonwage benefits (e.g., accommodations or health insurance).

Journal of Disability Policy Studies, Vol. 15, No. 1, 27-34 (2004)
DOI: 10.1177/10442073040150010501


CiteULike    Complore    Connotea    Del.icio.us    Digg    Reddit    Technorati    Twitter    What's this?