The Americans With Disabilities and Rehabilitation Acts extend equal employment opportunity to categories that include those of individuals with seemingly self-inflicted and voluntary disabilities. This article applies attribution theory to examine a number of theoretical and practical issues, which indicate that inclusion of self-selected or achieved role groups may result in a compliance backlash harmful to equal employment opportunity. A pilot study supports the conclusion that individuals seen as causing their own problems are viewed as less desirable employees. The article suggests need for caution in extending EEO coverage and offers guides for program success. Implications are also discussed for development of a managerially-based social contract theory.
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