Phillips Brian N, Deiches Jon, Morrison Blaise, Chan Fong, Bezyak Jill L
University of Wisconsin-Madison, Madison, WI, USA.
University of Northern Colorado, Greeley, CO, USA.
J Occup Rehabil. 2016 Sep;26(3):264-75. doi: 10.1007/s10926-015-9612-3.
Purpose Misinformation and negative attitudes toward disability contribute to lower employment rates among people with disabilities. Diversity training is an intervention intended to improve intergroup relations and reduce prejudice. We conducted a systematic review to determine the use and effectiveness of disability diversity training aimed at improving employment outcomes for employees with disabilities. Methods Five databases were searched for peer-reviewed studies of disability diversity training interventions provided within the workplace. Studies identified for inclusion were assessed for quality of methodology. Results Of the total of 1322 articles identified by the search, three studies met the criteria for inclusion. Two of the three articles focused specifically on training to improve outcomes related to workplace injuries among existing employees. The other study provided an initial test of a more general disability diversity training program. Conclusions There is currently a lack of empirically validated diversity training programs that focus specifically on disability. A number of disability diversity trainings and resources exist, but none have been well researched. Related literature on diversity training and disability awareness suggests the possibility for enhancing diversity training practices through training design, content, participant, and outcomes considerations. By integrating best practices in workplace diversity training with existing disability training resources, practitioners and researchers may be able to design effective disability diversity training programs.
目的 对残疾的错误信息和消极态度导致残疾人就业率较低。多元化培训是一种旨在改善群体间关系和减少偏见的干预措施。我们进行了一项系统综述，以确定旨在改善残疾员工就业成果的残疾多元化培训的使用情况和有效性。方法 在五个数据库中检索关于工作场所提供的残疾多元化培训干预措施的同行评审研究。对纳入的研究进行方法学质量评估。结果 在检索到的1322篇文章中，三项研究符合纳入标准。其中两篇文章专门关注旨在改善现有员工与工作场所伤害相关结果的培训。另一项研究对一个更通用的残疾多元化培训项目进行了初步测试。结论 目前缺乏专门针对残疾的经过实证验证的多元化培训项目。存在一些残疾多元化培训和资源，但均未得到充分研究。关于多元化培训和残疾意识的相关文献表明，通过考虑培训设计、内容、参与者和结果，有可能加强多元化培训实践。通过将工作场所多元化培训的最佳实践与现有的残疾培训资源相结合，从业者和研究人员或许能够设计出有效的残疾多元化培训项目。
