What is Disability bias and how can we solve it?

In today’s world, despite challenges, gender and race biases have dropped significantly. A study in the Harvard Gazette found a per cent decrease in gender bias from 2008-22. However, in the same period, disability bias has only decreased by a mere per. This shows us that even among all biases, disability bias ranks on the higher end.

In 2023, it was reported that only 22.5 per cent of people with disabilities were employed. Combating disability bias remains one of the most significant issues that the hiring industry faces. However, with the rise of AI-driven tools, organizations today find themselves well-equipped to deal with such complex issues.

Disability bias 

Before we dive into disability bias, we must first establish what exactly disability means. According to the Equality Act, disability is defined as  ‘physical or mental impairment which has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities.’

Also known as Ableism, it is discrimination against people with any form of disability. Generally, in Ableism, there is a view that a person may not be as capable as the other just on the assumption that one is disabled. 

Also Read: What is Racial Bias in Interview? How to Prevent it

Types of disability bias 

Under the Equality Act, a citizen of the United States is protected from the following types of discrimination:

• Direct discrimination
• Indirect discrimination
• Duty to make reasonable adjustments
• Discrimination arising from disability
• Harassment 
• Victimization

Direct discrimination 

Direct discrimination is the most common type of discrimination. It occurs when a person’s actions are directly related to his disability. A good example of direct discrimination in the hiring industry is ann organization not hiringanan elderly person due to a stereotypical view that they may not be well-versed in technology.

Direct discrimination can be further divided into two categories:

• Discrimination by association 
• Discrimination by perception 

Discrimination by association is when a person is discriminated against just because he may be associated with another person who has a disability. 

Meanwhile, discrimination by perception is when someone is perceived to be suffering from a disability even when he may not be affected by it.

Indirect discrimination 

Indirect discrimination is when a person is being discriminated against just because the policy at that organization may unconsciously be biased toward a person with a disability. It is one of the hardest biases to identify as even the organization may not be aware that they are discriminatory towards a certain set of people.

One example of it is when a company may add a certain qualification for a job posting that has no relation with the actual work.

Also Read: What is Gender Bias in Hiring? Solutions to Prevent it

Duty to make reasonable adjustments

Under the Equality Act, it is stated that it is the duty of an organization to ‘male reasonable adjustments’. This is done to ensure that a disabled person has almost the same experience as a non-disabled person. For example, any organization needs to have a ramp to have easy wheelchair access and ensure there are elevators for seamless movements between various floors.

Failure to do so can invoke several punishments under the Equality Act, including fines.

Discrimination arising from disability

Under this bias, a person is not based directly on his discrimination but on something related to it. For example, a nightclub has banned pets, but it affects a person who may be blind and uses a service animal. This discrimination may also be present at an unconscious level where the disability bias may not have been implemented with a motive.

Harassment

Under this bias, a disabled person might be subjected to harsh behavior on the basis of his disability. The harassment that he suffers could be verbal, physical, or both. Under the Equality Act, harassment is described as a behavior that creates an intimidating, hostile, degrading, humiliating, or offensive environment for a person, even if a person who does not have that specific disability is deemed to be harassed.

Victimization

This happens when a person who has reported a disability is targeted verbally, physically, or both. Even a person who may have only supported the original whistleblower might be subjected to such behavior that can be ‘intimidating, hostile, degrading, humiliating, or offensive environment for the victim.

Also Read: Colorado AI Law: A Complete Guide

How to tackle disability bias 

According to a 2023 press release from the Bureau of Labor Statistics, unemployment for disabled people was much higher compared to non-disabled people. The study also stated that improvements made in the organization have borne results as the employment rate of 22.5 per cent is the highest ever in United States’ history.

Involving strong disability policies while hiring 

One of the best ways to tackle discrimination of any kind is to educate oneself about it. The hiring team at any organization needs to be well versed regarding any kind of disability that candidate may be facing. This will help the organization better understand that disability and help make the workplace less disability biased.

Conduct disability sensitization training

Conducting sensitization programs to ensure every employee is well aware of a person’s disability can go a long way in eliminating disability bias in the workplace. Such sessions from time to time ensure that the policies are not only made but also implemented strictly.

Blind Resume 

Using blind resume has now become a very well known practice to eliminate disability bias in the workplace. In a blind resume, the physical characteristics of an employee are hidden. This ensures that during the interview, a person with a disability has a fairer chance. Only after he is hired should the organization start working on policies to ensure his workplace environment is similar to their non-disabled person.

Also Read: What does BarRaiser do to curb bias via AI?

Involve third-party organization 

It is not possible for every organization to be aware of the numerous types of disabilities. Thus, using a third party, such as an NGO that specializes in disability, can be an effective way to minimize bias in the workplace. This can help them frame strong policies to make the workplace a more trustworthy environment.

Conclusion 

Disability bias still remains one of the strongest biases that is present in any organization. This countering is a tall order that requires a diverse set of rules, laws, and frameworks. As mentioned earlier, such ways have been effective in showcasing massive statistical improvements.

BarRaiser is the best AI interview platform that features structured interviews, AI-generated interview notes, interviewer training, and tools to ensure quality hiring while eliminating biases from the recruitment process. With BarRaiser’s support, you’ll be well-equipped to build a strong team of sales associates who will drive sales and deliver exceptional customer service.