RESUMES OF EMPLOYED PERSONS WITH DISABILITIES: AN EXPLORATORY EXAMINATION OF IMPRESSION MANAGEMENT

RESUMES OF EMPLOYED PERSONS WITH DISABILITIES: AN EXPLORATORY EXAMINATION OF IMPRESSION MANAGEMENT AIM/RESEARCH QUESTION In spite of anti-discrimination legislation in many industrialized countries, persons with... [ view full abstract ]

RESUMES OF EMPLOYED PERSONS WITH DISABILITIES: AN EXPLORATORY EXAMINATION OF IMPRESSION MANAGEMENT

AIM/RESEARCH QUESTION

In spite of anti-discrimination legislation in many industrialized countries, persons with disabilities (PWD) are employed at much lower rates, and on average earn substantially less when they do work, than peers without disabilities (Kaye, 2009).  As a result, PWD in the workplace continue to face obstacles in gaining employment or while employed (Stone & Colella, 1996) that could mitigate work engagement. For example, Schur, Kruse, Blasi and Blanck (2009) found disability negatively linked to pay, job security, training, and participation in decision-making.  Even if employed, PWD, may not have jobs that develop into careers. Trupin, Sebesta, Yelin and LaPlante, (1997) note that if employed, one out of every six PWD in the adjusted labor market was involuntarily employed as part-time or was working at a very low wage (Trupin et al., p.7). 

A first step in securing employment for most candidates is the review of the applicant’s resume.  All candidates at this point are engaging in impression management. Literature in the area (Burns, et al., 2014; Knouse, 1994; Waung, et al, 2017) often uses experimental methodology that presents fictitious resumes to student judges. These studies do not include disability status.  Ameri, et al. (2015) manipulated fictitious applications with cover letters mentioning disability status and results revealed that those applications received 26% fewer call backs than cover letters that did not mention a disability.  Therefore, examining the resumes of employed PWD would provide an additional dimension to the impression management literature.

DESIGN/METHODOLOGY/APPROACH

Participants were 17 employed professionals who self-identified as being a PWD. We operationalized professional employee as an individual in a job that required an undergraduate degree and classified as a salaried (i.e. “exempt”-- not eligible for overtime pay in the United States).  Subject recruitment occurred through several channels. We provided flyers to contacts in professional employee associations that had interest groups dedicated to individuals with disabilities as well as the local chapter of human resource management professionals.  After an initial response through our recruitment channels, we employed snowball sampling to recruit additional subjects. This sampling method was appropriate for our study as the PWD population is often difficult to reach (Atkinson and Flint, 2001).  As part of the larger study, participants were interviewed. The semi-structured guide included questions that centered on educational as well as employment experiences.  Participants also provided data such as job title, salary, hours worked, and job duties.  This paper however, focused on the resumes that each of the participants provided to the researchers prior to each interview. 

FINDINGS     

By collecting the resumes of each subject we were able to modify the interview guide to reflect their individual and educational experience.  We were also able to surmise if their disability was reflected on their resume and/or might have had an impact on their education and career progress and goals. Of the seventeen resumes, ten mentioned disability in some context: five had been involved in a disability rights coalition or network, two individuals taught at a school for the blind and deaf, one person participated in Ms. Wheelchair, one was a disability advocate and another had work experience in disability. Upon reviewing the resume in conjunction with each interview transcript it was apparent that having a disability did shape some subject’s career paths.  For example, one subject reported that they knew early on that they needed a college degree in order to secure a professional job because of their physical limitations.  Another reported that they went into disability advocacy work because they wanted to make a difference in that field as well as represent PWD in that community.

Subjects reported in their interviews that they did perceive employment discrimination often in the initial recruitment stage of their job searches.  For example, a subject with a physical disability was turned away after inquiring if the building location of the initial interview was wheelchair accessible. Resumes did not reveal any extensive employment gaps nor underemployment that one might expect given the challenges PWD have with securing positions reflective of their skills and educational achievement.  However, the resumes did suggest higher levels of employer loyalty.  Our interview data confirm that once an individual secured a ‘good’ job they were more likely to stay with that employer because they had navigated any accommodation or adjustments to work due to their disability and often disclosed through that process.  That disclosure what not something our subjects were eager to repeat.

RESEARCH LIMITATIONS/IMPLICATIONS

Although the number of individuals included in this research is relatively small, it is consistent with other qualitative studies examining work experiences However, we do acknowledge that this sample is limited by profession and industry.  Because snowball sampling was used, it was possible to over represent a particular career category and individuals did often provide recommendations to other subjects within a similar industry or profession.  However, the results suggest that examining experiences of employed PWD may provide a richer picture of the employment experience.

PRACTICAL IMPLICATIONS

Unlike articles that evaluated fictitious resumes, our sample was of professionally employed PWD who had earned at least a bachelor’s degree.  Review of the resumes reflected variation of disclosure.  It may be that disclosure related to professional experiences (internships, etc.) overrides negative reactions.  Career counseling for PWD may need to consider disclosure in the context of impression management.

SOCIAL IMPLICATIONS

While PWD typically do not define themselves solely by their disability status, those around them may do so.  That difference is likely to play a role both in gaining access and career opportunities in the workplace for PWD.

ORIGINALITY/VALUE

This study examines resumes of PWD who are professionally employed. Little management research examines the actual experiences of PWD who are successful in acquiring jobs and establishing careers that use their knowledge and skills. Slightly over half of our participants had resume information linked to disability.  Studies with fictitious resumes may not be telling the whole story.

REFERENCES

Ameri, M., Schur, L., Adya, M., Bentley, Scott, McKay P. and Kruse, D. (2015), “The disability employment puzzle: A field experiment on employer hiring behavior. Paper present at the Labor and Employment Relations Conference, Boston.

Atkinson, R., and J. Flint. (2001), “Accessing hard to reach populations for research: Snowball research strategies.” Social Research Update, 33: 1-4.

Burns, G.N., Christiansen, N.D., Morris, M.B., Periard, D. A. and Coaster, J. A. (2014), “Effects of applicant personality on resume evaluations, Journal of Business and Psychology, Vol. 29, pp. 573-591.

Gouvier, W. D., Sytsman-Jordan, S. and Mayville, S. (2003), “Patterns of discrimination in hiring job applicants with disabilities: The role of disability type, job complexity, and public contact”. Rehabilitation Psychology, Vol. 48, No 3, pp. 175-181.

Kaye, H.S. (2009), “Stuck at the bottom rung: Occupational characteristics of workers with disabilities”, Journal of Occupational Rehabilitation, Vol.19, pp. 115-128.

Knouse, S.B. (1994), “Impressions of the resume: The effects of applicant education, experience and impression management”, Journal of Business and Psychology, Vol. 9, No. 1, pp. 33-45.

Premeaux, S. F. (2001), “Impact of applicant disability on selection: The role of disability type, physical attractiveness, and proximity”, Journal of Business and Psychology, Vol 16 No 2, pp. 291-298.

Schur, L., Kruse, D., Blasi, J. and Blank, P. (2009). “Is disability disabling all workplaces? Workplace disparities and corporate culture”, Industrial Relations, Vol. 42 No. 4, pp. 589-622.

Stone, D.L. and Colella, A. (1996), “A model of factors affecting the treatment of disabled individuals in organizations”, Academy of Management Review, Vol. 21, pp. 352-401.

Trupin, L., Sebesta, D. S., Yelin, E. and LaPlante, M.P. (1997), “Trends in labor force participation among persons with disabilities, 1983-1994”, Disability Statistic Report, National Institute on Disability and Rehabilitation Research.

Waung, M., McAuslan, P., DiMambro, J.M. and Mięgoć, N. (2017), “Impression management use in resumes and cover letters”, Journal of Business and Psychology, Vol. 32, pp. 727-746.