Meghan has a virtual interview with ABQ, Inc. for a receptionist position. The interviewer asks Meghan about any potential physical limitations she has. Meghan, who uses a walker, chooses not to answer. She does not get the job. Explain how this situation involves both discrimination and stereotyping. What should the interviewer have done differently and why? How would the Human Resources manager address what the interviewer did?

Question

What will be an ideal response?

Answer 1

Approximately 20 percent of Americans have a physical or cognitive disability, according to the US Census Bureau. The Americans with Disabilities Act prohibits discrimination against those with disabilities and requires organizations to reasonably accommodate an individual's disabilities. Not surprisingly, some people with disabilities have difficulty finding work. The US Bureau of Labor Statistics found that 10.4 percent were unemployed in July 2015, much higher than the 5.4 percent rate for those without disabilities. Contrary to negative stereotypes about hiring the disabled, such as that making reasonable accommodation is expensive, many organizations are finding this group of people to be a valuable source of talent. Walgreens, for example, is dedicated to hiring people with disabilities. Forty percent of the workforce at two of its distribution centers have disabilities.

Stereotypes influence decision making and interpersonal processes throughout the organization. The key managerial challenge is to reduce the extent to which stereotyping effects occur. Three ways that this can be achieved are:

• Managers should educate people about stereotypes and how they can influence our behavior and decision making.
• Managers should create opportunities for diverse employees to meet and work together in cooperative groups of equal status.
• Managers should encourage all employees to strive to increase their awareness regarding stereotypes.