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Related Experiment Videos

Disclosing a disability: Do strategy type and onset controllability make a difference?

Brent J Lyons1, Sabrina D Volpone2, Jennifer L Wessel3

  • 1Beedie School of Business, Simon Fraser University.

The Journal of Applied Psychology
|April 18, 2017
PubMed
Summary
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Disability disclosure strategies impact hiring intentions. When applicants seem responsible for their disability, downplaying it increases pity and lowers hiring interest.

Area of Science:

  • Organizational Psychology
  • Disability Studies
  • Hiring Practices

Background:

  • Individuals with concealable disabilities strategically disclose to mitigate bias.
  • Research has focused on binary disclosure (disclose vs. conceal), lacking insight into varied disclosure strategies.
  • The impact of different disclosure strategies on hiring intentions remains underexplored.

Purpose of the Study:

  • To investigate how disability onset controllability influences the effectiveness of disclosure strategies.
  • To examine the role of affective reactions (pity, admiration) in mediating the relationship between disclosure strategy and hiring intentions.
  • To understand the conditions under which different disability disclosure strategies impact observer hiring intentions.

Main Methods:

Related Experiment Videos

  • Two experimental studies were conducted.
  • Participants evaluated hypothetical job applicants based on disclosure strategies and perceived disability onset controllability.
  • Affective reactions (pity, admiration) and hiring intentions were measured.

    • Main Results:

    • Disclosure strategy effectiveness is contingent on perceived disability onset controllability.
    • When disability onset is seen as controllable, de-emphasizing the disability lowers hiring intentions by increasing pity.
    • Embracing a controllable disability does not yield the same negative effect on hiring intentions.

    Conclusions:

    • The effectiveness of disability disclosure strategies is not universal but depends on perceived controllability.
    • Organizations and individuals with disabilities should consider onset controllability when developing disclosure strategies.
    • Findings have implications for inclusive hiring practices and reducing disability bias.