Workplace Inclusion: Implicit Bias, Personal Values, and Employment of People with Disability in Australia

Research output: ThesisDoctoral Thesis

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Abstract

The unemployment rate for people with disability has remained unchanged for decades despite legislative changes and government policies. Community attitudes have been identified as a factor affecting experiences of people with disability. The current research explores the relationship between implicit bias and perceptions of hiring people with disability. A sequential mixed methods design was used. This included a literature review of implicit bias, a qualitative study investigating employer’s perceptions of hiring people with disability, and quantitative studies investigating relationships between implicit bias, personal values, and perceptions of job suitability.
A systematic review and meta-analysis reported on 46 studies that used the Implicit Association Test to measure implicit bias. Of these, 12 studies were included in the meta-analysis. A significant moderate pooled effect was found, suggesting moderate negative implicit bias towards people with disability. People with disability were negatively implicitly stereotyped as “child-like” and “ill.” Findings were mixed on factors associated with implicit bias including demographic factors and experience with disability.
The qualitative study utilised semi-structured interviews with 13 employers. Reflexive thematic analysis was used to uncover themes. There were different perspectives between participants with and without experience with disability. People without experience encouraged people with disability to share they had a disability early in the hiring process, reported organisational culture as a barrier to hiring, and expressed negative emotions towards people with disability. Participants who had experience with disability suggested sharing later in the hiring process or not at all, prioritised autonomy of people with disability, and believed intersectionality had improved organisational culture. All participants held altruistic motivations to hire people with disability which may contribute to maintenance of power imbalances.
The quantitative portion of this research consisted of two parts. Firstly, an online survey (N = 301) identified IAT stimulus words and evaluated an adapted version of the Positive and Negative Affect Schedule to capture emotions towards people with disability, finding it a poor fit. Secondly, a quantitative study used an online survey (N = 146) and found participants overwhelmingly had negative implicit bias towards people with disability. Three out of four people implicitly stereotyped people with disability as incompetent and cold. There was no difference found between job suitability ratings of people with and without disability. Personal values of universalism were associated with less negative implicit bias, and personal values of conservation were associated with higher negative implicit bias. Three models were identified to predict implicit bias and job suitability, based on personal values and whether a person had a disability.
The current research has found strong negative implicit bias towards people with disability and a relationship between personal values and implicit bias. It has identified the importance of considering underlying biases, motivations, and beliefs of people who make hiring decisions as a method to improve employment outcomes for people with disability. The findings can be used to inform future research, be applied practically to disability employment and human resources sectors and inform policy to improve the employment experiences of people with disability.
Original languageEnglish
QualificationDoctor of Philosophy
Awarding Institution
  • Charles Sturt University
Supervisors/Advisors
  • Saliba, Anthony, Principal Supervisor
  • Sugden, Nicole, Co-Supervisor
Place of PublicationAustralia
Publisher
Publication statusPublished - 2024

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