02440nas a2200301   4500000000100000008004100001260001200042653002100054653002500075653002800100653002400128653001500152100001300167700001300180700001100193700001000204700000900214700001400223700001400237700001100251700000900262245011500271856007600386300001200462490000700474520164300481022001402124       2024                            d  c01/202410aUnconscious bias10aDisability inclusion10ahuman resource managers10ain-service training10aonboarding1 aBezyak J1 aVersen E1 aChan F1 aLee D1 aWu J1 aIwanaga K1 aRumrill P1 aChen X1 aHo H00aNeeds of human resource professionals in implicit bias and disability inclusion training: A focus group study.  uhttps://pmc.ncbi.nlm.nih.gov/articles/PMC11404551/pdf/nihms-1995221.pdf  a311-3190 v603 a<p><strong>Background: </strong>Research investigating the implicit bias of employers towards individuals with disabilities emphasizes the importance of increased attention to implicit bias in the workplace. Previous research supports the use of trainings to promote awareness and education of implicit and explicit bias toward people with disabilities among employers.</p>

<p><strong>Objective: </strong>The purpose of the current study was to better understand employers' stigmatizing attitudes toward individuals with disabilities and develop effective strategies to increase awareness and knowledge related to these negative attitudes.</p>

<p><strong>Methods: </strong>Two focus groups of HR professionals were conducted to investigate guidelines and content areas that should be included in training. Data was analyzed using qualitative content analysis (QCA) methodology.</p>

<p><strong>Results: </strong>Researchers identified four major themes regarding guidelines for training development: 1) educational information on implicit and explicit bias, 2) disability inclusion information and strategies, 3) consideration of multiple learning modalities, and 4) case studies.</p>

<p><strong>Conclusion: </strong>Training interventions incorporating these needs and preferences of HR professionals may more effectively increase awareness of implicit bias in the workplace. Sharing evidence regarding implicit and explicit bias, along with current information on disability inclusion, while using varied instructional strategies may lead to a reduction in disability-related stigma and discrimination in the workplace.</p>
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