人力资源专业人员在隐性偏见和残疾包容性培训方面的需求:焦点小组研究
Jill Bezyak1, Elysia Versen2, Fong Chan3
1University of Northern Colorado, Greeley, CO, USA.
Journal of vocational rehabilitation
|September 17, 2024
概括
职场培训可以减少雇主对残疾人的偏见. 纳入人力资源专业人士对隐性偏见教育和残疾包容策略的反,提高了有效性.
科学领域:
- 工作场所心理学 工作场所心理学
- 人力资源管理 人力资源管理
- 关于残疾人的研究.
背景情况:
- 雇主对残疾人的隐性偏见需要在工作场所得到更多的关注.
- 培训干预得到了研究的支持,以教育雇主关于有关残疾人的隐性和明确偏见.
研究的目的:
- 了解雇主对残疾人的耻辱态度.
- 制定有效的策略,提高对这些负面态度的认识和知识.
主要方法:
- 两个重点小组与人力资源专业人员进行了讨论.
- 用定性内容分析 (QCA) 来分析培训指南和内容的数据.
主要成果:
- 培训发展出现了四个关键主题:偏见教育,残疾包容战略,多样化的学习模式和案例研究.
- 人力资源专业人员的投入对于有效的培训设计至关重要.
结论:
- 与人力资源专业人员需求一致的培训干预措施可以提高对工作场所隐性偏见的认识.
- 通过各种策略提供基于证据的关于偏见和包容性的信息,可能会减少与残疾相关的耻辱和歧视.
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