Affiliations: Kent State University, Center for Disability Studies,
Kent, OH, USA | University of Arkansas, Department of Rehabilitation,
Human Resources, and Communication Disorders, Little Rock, AR, USA | Virginia Commonwealth University, Department of
Rehabilitation Counseling, Richmond, VA, USA | University of Florida, Department of Rehabilitation
Counseling, Gainesville, FL, USA
Note: [] Address for correspondence: Phillip Rumrill, Kent State
University, Center for Disability Studies, 413 White Hall, P.O. Box 5190, Kent,
OH 44242-0001, USA. Tel.: +1 330.672.0600; Fax: +1 330.672.2512; E-mail:
[email protected]
Abstract: Information from the Integrated Mission System of the United States
Equal Employment Opportunity Commission (EEOC) was used to investigate the
employment discrimination experiences of women and men with multiple sclerosis
(MS). Spanning the years 1992 to 2003, the EEOC database included 3,663
allegations of discrimination filed by 2,167 adults with MS. With respect to
women and men with MS, the researchers examined the comparability of a)
demographic characteristics; b) industry designations, locations, and size of
employers; c) the nature of discrimination alleged; and d) the legal outcome or
resolution of those allegations. On average, women and men with MS were in
their early forties, with the majority of both groups being Caucasian. Both
women and men were most likely to allege discrimination related to discharge
and reasonable accommodations, although women were more likely to file
harassment charges than men. Men with MS were more likely to allege
discrimination regarding hiring and reinstatement. Women with MS were more
likely to file allegations against employers in the service industries, and men
were more likely to file allegations against employers in the construction,
manufacturing, and wholesale industries. No gender differences were found in
the geographic distribution of allegations. Both groups had comparable rates of
merit closures (23% vs. 27%) as a result of the EEOC's investigatory
process. Implications for rehabilitation counseling and employer-oriented
interventions are discussed.
