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Improving knowledge and attitudes via an interactive video: A randomized controlled trial.

Michele C McDonnall1, Karla Antonelli1, Emily G Marett2

  • 1National Research and Training Center on Blindness and Low Vision, Mississippi State University.

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Summary

An interactive video effectively improved knowledge and attitudes toward hiring people who are blind or have low vision (B/LV). These positive changes in hiring intentions were retained three months later, promoting inclusive employment practices.

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Area of Science:

  • Psychology
  • Human Resources Management
  • Disability Studies

Background:

  • Inclusive hiring practices are crucial for diversity and equity in the workplace.
  • Traditional training methods may not adequately address biases and knowledge gaps regarding the employment of individuals who are blind or have low vision (B/LV).
  • Assessing the long-term impact of interventions is essential for sustainable change in hiring behaviors.

Purpose of the Study:

  • To evaluate the effectiveness of an interactive video (IV) in enhancing knowledge, attitudes, and hiring intent towards individuals who are blind or have low vision (B/LV).
  • To determine if the improvements in knowledge, attitudes, and hiring intent persist three months post-intervention.
  • To provide evidence-based recommendations for organizational training to promote inclusive hiring.

Main Methods:

  • Two randomized controlled trials were conducted, involving management students and hiring decision-makers.
  • Participants completed pretests, viewed an interactive video (IV) or a control video, and underwent immediate posttests.
  • A 3-month follow-up assessment was included in one of the studies to measure retention of effects.

Main Results:

  • The interactive video (IV) significantly improved knowledge about B/LV and explicit attitudes towards their employment.
  • Medium increases in the intent to hire individuals who are B/LV were observed.
  • Improvements in knowledge and attitudes were retained at the 3-month follow-up, though changes in discomfort and implicit attitudes were mixed.

Conclusions:

  • The interactive video (IV) intervention shows promise for increasing the likelihood of hiring applicants who are B/LV.
  • Organizations are encouraged to implement the IV as a training tool for personnel involved in hiring decisions.
  • The findings support the use of targeted educational interventions to foster more inclusive employment practices.