Affiliations: [a]
University of Northern Colorado, Greeley, CO, USA
| [b]
University of Denver, Denver, CO, USA
| [c]
University of Wisconsin-Madison, Madison, WI, USA
| [d]
Independent Researcher
| [e]
Northeastern Illinois University, Chicago, IL, USA
| [f]
Virginia Commonwealth University, Richmond, VA, USA
| [g]
University of Kentucky, Lexington, KY, USA
| [h] Kessler Foundation, Hanover, NJ, USA
| [i]
University of Berkeley Haas Business School, Berkeley, CA, USA
Correspondence:
[*]
Address for correspondence: Jill Bezyak, Department of Rehabilitation and Human Services, University of Northern Colorado, Gunter Hall, Campus Box 132, Greeley, CO 80639, USA. E-mail: [email protected].
Abstract: BACKGROUND:BACKGROUND: Research investigating the implicit bias of employers towards individuals with disabilities emphasizes the importance of increased attention to implicit bias in the workplace. Previous research supports the use of trainings to promote awareness and education of implicit and explicit bias toward people with disabilities among employers. OBJECTIVE:The purpose of the current study was to better understand employers’ stigmatizing attitudes toward individuals with disabilities and develop effective strategies to increase awareness and knowledge related to these negative attitudes. METHODS:Two focus groups of HR professionals were conducted to investigate guidelines and content areas that should be included in training. Data was analyzed using qualitative content analysis (QCA) methodology. RESULTS:Researchers identified four major themes regarding guidelines for training development: 1) educational information on implicit and explicit bias, 2) disability inclusion information and strategies, 3) consideration of multiple learning modalities, and 4) case studies. CONCLUSION:Training interventions incorporating these needs and preferences of HR professionals may more effectively increase awareness of implicit bias in the workplace. Sharing evidence regarding implicit and explicit bias, along with current information on disability inclusion, while using varied instructional strategies may lead to a reduction in disability-related stigma and discrimination in the workplace.
Keywords: Unconscious bias, disability inclusion, human resource managers, onboarding, in-service training
