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Psychology in litigation and legislation.The Americans with Disabilities Act of 1990 and the 1991 Civil Rights Act: Requirements for psychological practice in the workplace.

Psychology in litigation and legislation.: The Americans with Disabilities Act of 1990 and the... For Americans with disabilities, the nation's goals are to assure equality of opportunity, full participation, independent living, and economic self-sufficiency. Perhaps Senator Ted Kennedy put it best when he said, "Civil rights has always been the unfinished business of America, and it will continue to be our unfinished business for many years to come" (Kennedy cited in Clymer, 1991, p. A10). But these goals are ones that have been brought closer to our grasp because of the enactment of two federal laws: the Americans With Disabilities Act of 1990 (ADA) and the 1991 Civil Rights Act (CRA). These laws are now viewed, and will continue to be viewed, as cornerstones of civil rights legislation in the 20th century. They also directly affect employment practices. Because of their importance to society and to many practicing psychologists, this chapter considers them in some depth. I begin with a discussion of alternative forms of unfair discrimination in employment. I then examine the legal requirements of the ADA and the CRA. Following this, I consider provisions in both laws, together with the research base in psychology, that affect five areas of special relevance to psychological practice in the workplace. Finally, I examine an alternative method for achieving workforce diversity goals in light of the CRA prohibition against subgroup norming. (PsycInfo Database Record (c) 2022 APA, all rights reserved) http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png

Psychology in litigation and legislation.The Americans with Disabilities Act of 1990 and the 1991 Civil Rights Act: Requirements for psychological practice in the workplace.

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Publisher
American Psychological Association
Copyright
Copyright © 1994 American Psychological Association
ISBN
978-1-55798-247-6
Pages
175 –211
DOI
10.1037/11103-005
Publisher site
See Chapter on Publisher Site

Abstract

For Americans with disabilities, the nation's goals are to assure equality of opportunity, full participation, independent living, and economic self-sufficiency. Perhaps Senator Ted Kennedy put it best when he said, "Civil rights has always been the unfinished business of America, and it will continue to be our unfinished business for many years to come" (Kennedy cited in Clymer, 1991, p. A10). But these goals are ones that have been brought closer to our grasp because of the enactment of two federal laws: the Americans With Disabilities Act of 1990 (ADA) and the 1991 Civil Rights Act (CRA). These laws are now viewed, and will continue to be viewed, as cornerstones of civil rights legislation in the 20th century. They also directly affect employment practices. Because of their importance to society and to many practicing psychologists, this chapter considers them in some depth. I begin with a discussion of alternative forms of unfair discrimination in employment. I then examine the legal requirements of the ADA and the CRA. Following this, I consider provisions in both laws, together with the research base in psychology, that affect five areas of special relevance to psychological practice in the workplace. Finally, I examine an alternative method for achieving workforce diversity goals in light of the CRA prohibition against subgroup norming. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Published: Aug 7, 2006

Keywords: Americans with Disabilities Act; Civil Rights Act

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