Workplace discrimination allegations and outcomes involving Caucasian Americans, African Americans, and Hispanic/Latinx Americans with multiple sclerosis: A causal comparative analysis
Affiliations: [a]
University of Kentucky, Lexington, KY, USA
| [b]
University of Wisconsin-Parkside, Kenosha, WI, USA
| [c]
Kent State University, Kent, OH, USA
| [d]
Virginia Commonwealth University, Richmond, VA, USA
| [e]
University of Wisconsin-Madison, Madison, WI, USA
Correspondence:
[*]
Address for correspondence: Philip Rumrill, Ph.D., CRC, Human Development Institute, University of Kentucky, Lexington, KY, USA. Tel.: +1 330 524 1598; E-mail: [email protected].
Abstract: BACKGROUND:Although African Americans and Hispanic/Latinx Americans with multiple sclerosis (MS) frequently cite workplace discrimination as a major concern, the specific nature of this discrimination is not yet well understood. OBJECTIVE:The purpose of this study was to investigate racial/ethnic differences in allegations of workplace discrimination by Caucasian, African American, and Hispanic/Latinx American individuals with MS. METHODS:The United States Equal Employment Opportunity Commission (EEOC) Integrated Mission System (IMS) database was used to describe and compare the frequency and characteristics of discrimination allegations filed by people with MS in the three race/ethnicity groups. Quantitative analyses, including a one-way analysis of variance and Chi-square tests, were used to examine 2009–2016 Americans with Disabilities Act Amendments Act (ADAAA) Title I complaints. These complaints were received by the EEOC from people with MS who identified themselves as Caucasian, African American, and Hispanic/Latinx American (N = 3,770). RESULTS:Both African Americans and Hispanic/Latinx Americans tended to encounter discrimination at a younger age than Caucasian Americans. African American and Hispanic/Latinx American charging parties were more likely to be women than were Caucasian charging parties. The size and location of employers against whom allegations were filed varied significantly among the three racial/ethnic groups. The EEOC was more likely to resolve allegations in the charging parties’ favor when the allegations were filed by Caucasians. CONCLUSION:The present study revealed modest but significant differences in the workplace discrimination experiences of the three groups under study. More research is needed to determine why racial/ethnic status bears on the discrimination experiences of Americans with MS.
