Are they really just words? Investigating the prevalence and impact of physical disability biased language in job...

Disability bias is ingrained in how individuals speak, and its impact can be widespread. When biased language is used in recruitment, it could impact application rates of diverse and qualified applicants. This article examines the prevalence and impact of biased (ableist) and inclusive (equal employment opportunity [EEO] and accommodation statements) language on individuals with and without disabilities. In Study 1, a content analysis of 1886 job ads found that ableist language was present in 84.09% of the job ads, whereas EEO and accommodation statements were only present in 19.25% and 9.28% of job ads, respectively. Study 2 examined the effect of biased and inclusive language and found that individuals with and without disabilities were (a) negatively affected by ableist language and (b) positively affected by EEO and accommodation statements. Ableist language was associated with lower perceptions of person-organization fit and intentions to apply. In contrast, EEO and accommodation statements were associated with higher intentions to apply. Accommodation statements were also associated with increased fit perceptions. These effects were more pronounced for individuals with disabilities. Study 3 sought to replicate these results while manipulating the desirability of jobs through pay levels. Ableist language continued to have a negative impact on fit and likelihood to apply, and EEO and accommodation statements maintained a positive impact. However, unlike Study 2, these effects were not stronger for those with physical disabilities. This research demonstrates the negative effects of ableist language in recruitment materials and the positive effect of EEO and accommodation statements. (PsycInfo Database Record (c) 2026 APA, all rights reserved).