The authors conducted 2 studies to develop and test measures that assess beliefs about what constitutes a disability, affective reactions to working with individuals with disabilities, and beliefs about the reasonableness of workplace accommodations, in general and within the context of the Americans With Disabilities Act (ADA). The results of these 2 studies showed substantial differences in what was considered to be a disability. In general, more physical and sensory-motor conditions were considered disabilities than were psychological conditions. Furthermore, the conditions believed to be disabilities did not necessarily match what is covered by the ADA. Gender and experience with individuals who are disabled were also found to predict affective reactions and the reasonableness of accommodations. Implications for organizations are discussed.