Employment Discrimination


Conyers, L. M., Boomer, K. B., & McMahon, B., T. (2005). Workplace discrimination and HIV/AIDS: The national EEOC ADA research project. Work (25), 37-48.

This paper utilized data from the Americans with Disabilities National Research Project to document the levels of employment discrimination reported to the Equal Employment Opportunity Commission under the Americans with Disabilities Act of 1990. The researchers explore the theory that the nature of HIV/AIDS related employment discrimination is rooted in deeper stigmatization than discrimination against other disability groups. Researchers compare and contrast key demographic characteristics of charging parties and respondents involved in HIV/AIDS related charges of discrimination and their proportion of EEOC merit resolutions to those of persons with other physical, sensory, and neurological impairments. Findings indicate that in contrast to the other disability group the HIV/AIDS group was more likely to be male, ethnic minorities, between the ages of 25-44, in white collar jobs, in the South and West and to work for businesses with 15 to 100 employers. Additionally, the HIV/AIDS group were more likely to receive merit resolution (10% difference) from the EEOC. Findings support the theory that HIV/AIDS discrimination is particularly prevalent and conspicuous.


Conyers, L. M., Unger, D, & Rumrill, P. (2005). A comparison of equal employment opportunity commission case resolution patterns of people with HIV/AIDS and other disabilities. Journal of Vocational Rehabilitation, 22 , 171-178.

This article describes findings from an empirical investigation of the pattern of Americans with Disabilities Act (ADA) Title I case resolutions by the United States Equal Employment Opportunity Commission (EEOC) involving people with HIV/AIDS ( n =2,078) in comparison to the pattern of ADA Title I case resolutions involving all other people with disabilities between 1993 and 2002 ( n =187,684). Chi-square analysis revealed that people with HIV/AIDS are significantly more likely than other complainants to receive settlement benefits from their employers, to have their cases resolved with findings of reasonable cause, and to have their cases closed administratively by the EEOC. People with HIV/AIDS are less likely than other complainants to have charges resolved with a finding of no reasonable cause and to have their complaints resolved via other closures. Implications of these findings for vocational rehabilitation practice are presented.