Page 278 - Discrimination at Work The Psychological and Organizational Bases

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10. WORKPLACE DISCRIMINATION
Research is sorely needed to understand the self-identities of employees
with disabilities. In comparison to work on ethnic and gender identities,
there is relatively little research on "disability" identity. One notable ex­
ception is some recent research on the coping styles and personalities of
polio survivors (Maynard & Roller cited in Polio Post News, 2000). Results
of this research suggested that individuals who have had polio use one of
three strategies for coping with chronic illness including passing, minimiz­
ing, and identifying (cf. Maynard & Roller, cited in Post Polio News, 2000).
Passers often have minimal or hidden disabilities and typically do not view
themselves as disabled. Minimizers are moderately disabled and are typi­
cally high achievers who pursue intellectual vocations, push themselves to
the limit, and develop good interpersonal skills to ensure that others focus
on their abilities not disabilities. Identifiers have obvious disabilities and
usually use assistive devices to facilitate mobility and other life functions
(e.g., wheelchairs). In addition, identifiers more fully integrate disability
in their self-images and often take an active role in the disability rights
movement or promoting environmental change.
Although the categories just noted may be a gross simplification, the
research does suggest that a chronic illness or disability may influence an
individual's coping strategies and personality. Furthermore, the person's
personality and survival strategy may affect the extent to which he or she
experiences unfair discrimination in the workplace. For example, if an in­
dividual who is obviously disabled attempts to use a "passing" strategy,
then an employer may question the person's maturity and suitability for
jobs. Alternatively, if the person minimizes the disability by emphasizing
good interpersonal skills and high levels of achievement, employers may
be more motivated to focus on the individual's abilities rather than the dis­
ability. Thus, the coping strategies used by persons with disabilities may
influence the degree to which employers look for individuating informa­
tion or focus on the individual's disability. Thus, research is needed to
understand the influence that disabilities may have on self-identity, cop­
ing strategies, and the degree to which these factors affect discrimination
against persons with disabilities.
Apart from the research just noted, in the past several years, there has
been a rise in the political coalescence of persons with disabilities (Hahn,
1996), and perhaps this development has changed the self-identity of many
persons with disabilities. Thus, the use of intergroup and identity theories
to explore disability discrimination may be more useful in the future.
In terms of understanding coworker and supervisor reactions, we sug­
gested earlier that emotions and paternalism need to be better understood
as concepts underlying disability discrimination. Furthermore, additional
research is needed to examine interpersonal interactions in organizations