人力资源专业人员在隐性偏见和残疾包容培训方面的需求:焦点小组研究

J. Bezyak, Elysia Versen, Fong Chan, Deborah Lee, Jia-Rung Wu, Kanako Iwanaga, Phil Rumrill, Xiangli Chen, Hanson Ho
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引用次数: 0

摘要

背景:背景:调查雇主对残疾人的隐性偏见的研究强调了加强关注工作场所隐性偏见的重要性。以往的研究支持利用培训来促进雇主对残疾人的隐性和显性偏见的认识和教育。目的:本研究的目的是更好地了解雇主对残疾人的鄙视态度,并制定有效的策略来提高对这些负面态度的认识和了解。方法:对人力资源专业人员进行了两次焦点小组讨论,以调查培训中应包含的指导方针和内容领域。采用定性内容分析(QCA)方法对数据进行了分析。结果:研究人员确定了有关培训发展指南的四大主题:1) 关于隐性和显性偏见的教育信息;2) 残疾包容信息和策略;3) 考虑多种学习模式;4) 案例研究。结论:结合人力资源专业人员的这些需求和偏好进行培训干预,可以更有效地提高人们对工作场所隐性偏见的认识。分享有关隐性偏见和显性偏见的证据,以及有关残疾包容的最新信息,同时采用不同的教学策略,可能会减少工作场所与残疾有关的羞辱和歧视。
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Needs of human resource professionals in implicit bias and disability inclusion training: A focus group study
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.
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