ENSURING EQUIVALENCE IN THE LABORATORIES OF DEMOCRACY: DOES CONTROLLING FOR DEMOGRAPHIC FEATURES IMPACT STATE DISABILITY EMPLOYMENT PERFORMANCE?
Gilbert, Lauren Stacey
Bednarzik, Robert W.
This paper examines the relationship between the disability employment gap among the states and the District of Columbia and the states’ working-age disabled populations’ demographic characteristics using panel data from the 2003-2014 American Community Survey (ACS). Through a mixed model, the study uncovers the marginal effects of different demographic characteristics of a state’s disabled population on a state’s employment gap between people with and without disabilities. The demographic traits examined include: the share of the general population that has a disability, the share of the disabled population that has different types of disabilities, the share of the disabled population that is ages 54-64, the share of a state’s disabled population that is ages 16-21, and the share of a state’s disabled population that has disabilities in multiple categories. Periods before and after the start of the Great Recession are then examined to see if the marginal effects of different traits have changed. The results indicate that the variable with the largest marginal effect is the share of a state’s population that has a disability. Other variables with significant marginal effects include the share of a state’s disabled population that is ages 54-64 and the share of a state’s disabled population with an independent living disability, both of which were associated with increases in state employment gaps, as well as the share of a state’s disabled population that has a sensory disability, which was associated with a modest decrease in the employment gap.
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An act to amend the Human Rights Act of 1977 to prohibit employment discrimination based on genetic information; to prohibit an employer, employment agency, or labor organization from requesting or requiring a genetic test of, or administering a genetic test to, an employee or applicant for employment or membership; to prohibit an employer, employment agency, or labor organization from seeking to obtain, obtaining, or using genetic information of an employee or applicant for employment; to provide an exemption that allows the use of genetic testing or information with the written and informed consent of the employee or applicant for employment to determine the existence of a bona fide occupational qualification, investigate a workers' compensation or disability compensation claim, or determine an employee's susceptibility or exposure to potentially toxic substances in the workplace; to prohibit health benefit plans and health insurers from using genetic information as a condition of eligibility or in setting District of Columbia. Laws, statutes, etc. (2005-01-03)