Dive Brief:
- The U.S. Equal Employment Opportunity Commission (EEOC) sued a Washington state recruitment agency with allegations that it refused to hire an otherwise qualified warehouse worker because he is deaf (EEOC v. Logic Staffing LLC, No. 2:18-cv-01594 (W.D. Wash., Nov., 11, 2018)).
- Keysi Severino-Gomez applied online for the position through Logic Staffing for open warehousing spots. The candidate replied to a voice message from the agency using a Video Relay Service to respond to a message from the firm. After realizing that Serevino-Gomez is deaf, a staff member at the agency notified the applicant he would not be qualified for the job because his inability to hear would pose a safety risk, according to the complaint. Severino-Gomez told the staff member he had successfully performed similar work before without any safety issues. The recruiter consulted her manager and then informed him Logic Staffing did not hire deaf people before hanging up, the complaint alleged.
- EEOC reported this was the third such lawsuit filed in the region this year against companies that refused to hire persons who are deaf. The agency noted Severino-Gomez was highly qualified for the position and called the beliefs of Logic Staffing "unfounded and discriminatory."
Dive Insight:
More individuals with disabilities are entering or re-entering the workforce, reversing a trend that some economists have been tracking for some time. The unemployment rate for those with disabilities fell to 9.2% this year (compared to a national rate of 3.7%), but the challenge for these workers remains. For businesses to disqualify a candidate on the basis of their disability isn't just a bad practice — it's illegal. The Americans with Disabilities Act (ADA) prohibits employers from discriminating against employees or applicants with disabilities.
As more companies move to comply with the ADA, leaders should note that many businesses have discovered a large, untapped talent pool as they hire more employees with disabilities. Employers may need to make a few accommodations for these employees, but they usually cost businesses less than $500, and many cost nothing, according to the Job Accommodation Network. Leaders should examine their day-to-day practices once they hire an individual with a disability to ensure that person has access to an inclusive culture and workplace.