{"database":"biostudies-literature","file_versions":[],"scores":null,"additional":{"omics_type":["Unknown"],"volume":["4"],"submitter":["Derbyshire DW"],"pubmed_abstract":["<h4>Introduction</h4>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.<h4>Methods</h4>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.<h4>Results</h4>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.<h4>Discussion</h4>The discussion reflects on the need for greater disability representation within the workplace - especially in making hiring decisions."],"journal":["Frontiers in rehabilitation sciences"],"pagination":["1048432"],"full_dataset_link":["https://www.ebi.ac.uk/biostudies/studies/S-EPMC10073421"],"repository":["biostudies-literature"],"pubmed_title":["The importance of disability representation to address implicit bias in the workplace."],"pmcid":["PMC10073421"],"pubmed_authors":["Derbyshire DW","Blackmore T","Grosskopf B","Spencer AE"],"additional_accession":[]},"is_claimable":false,"name":"The importance of disability representation to address implicit bias in the workplace.","description":"<h4>Introduction</h4>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.<h4>Methods</h4>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.<h4>Results</h4>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.<h4>Discussion</h4>The discussion reflects on the need for greater disability representation within the workplace - especially in making hiring decisions.","dates":{"release":"2023-01-01T00:00:00Z","publication":"2023","modification":"2025-04-19T17:30:26.468Z","creation":"2025-04-19T17:30:26.468Z"},"accession":"S-EPMC10073421","cross_references":{"pubmed":["37033196"],"doi":["10.3389/fresc.2023.1048432"]}}