残疾代表性对于解决职场中隐性偏见的重要性。
The importance of disability representation to address implicit bias in the workplace.
作者信息
Derbyshire Daniel W, Spencer Anne E, Grosskopf Brit, Blackmore Theo
机构信息
European Centre for Environment and Human Health, University of Exeter, Exeter, United Kingdom.
Health and Community Sciences, University of Exeter Medical School, University of Exeter, Exeter, United Kingdom.
出版信息
Front Rehabil Sci. 2023 Mar 22;4:1048432. doi: 10.3389/fresc.2023.1048432. eCollection 2023.
INTRODUCTION
People are disabled by barriers in society, not by their impairment. Barriers can be physical or be caused by people's implicit and explicit attitudes towards people with disabilities.
METHODS
We utilise the Implicit Association Test to investigate implicit attitudes towards people with disabilities among Human Resource professionals and people involved in making hiring decisions.
RESULTS
We find no significant differences between people who work for large companies or Small- to Medium-sized Enterprises. Similarly, working in Human Resources (or making recruitment decisions) has no effect on implicit bias. We supply the first evidence linking a person's own health status (measured using EQ-5D-5L) to their implicit bias. We find that a worse health status is associated with lower implicit bias towards people with disabilities. In addition, we find women have lower implicit bias than men.
DISCUSSION
The discussion reflects on the need for greater disability representation within the workplace - especially in making hiring decisions.
引言
使人们致残的是社会障碍，而非他们自身的损伤。障碍可能是物质上的，也可能是由人们对残疾人的隐性和显性态度造成的。
方法
我们利用内隐联想测验来调查人力资源专业人员和参与招聘决策的人员对残疾人的隐性态度。
结果
我们发现，在大公司工作的人与在中小企业工作的人之间没有显著差异。同样，从事人力资源工作（或做出招聘决策）对隐性偏见没有影响。我们提供了首个将个人自身健康状况（使用EQ-5D-5L进行测量）与他们的隐性偏见联系起来的证据。我们发现，健康状况较差与对残疾人的隐性偏见较低有关。此外，我们发现女性的隐性偏见低于男性。
讨论
该讨论反映了工作场所需要有更多残疾人代表——尤其是在做出招聘决策方面。
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