biostudies-literatureUnknown4Derbyshire DW<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.Frontiers in rehabilitation sciences1048432https://www.ebi.ac.uk/biostudies/studies/S-EPMC10073421biostudies-literatureThe importance of disability representation to address implicit bias in the workplace.PMC10073421Derbyshire DWBlackmore TGrosskopf BSpencer AEfalseThe importance of disability representation to address implicit bias in the workplace.<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.2023-01-01T00:00:00Z20232025-04-19T17:30:26.468Z2025-04-19T17:30:26.468ZS-EPMC100734213703319610.3389/fresc.2023.1048432