Disability Diversity Training in the Workplace: Systematic Review and Future Directions

Abstract

Purpose Misinformation and negative attitudes toward disability contribute to lower employment rates among people with disabilities. Diversity training is an intervention intended to improve intergroup relations and reduce prejudice. We conducted a systematic review to determine the use and effectiveness of disability diversity training aimed at improving employment outcomes for employees with disabilities. Methods Five databases were searched for peer-reviewed studies of disability diversity training interventions provided within the workplace. Studies identified for inclusion were assessed for quality of methodology. Results Of the total of 1322 articles identified by the search, three studies met the criteria for inclusion. Two of the three articles focused specifically on training to improve outcomes related to workplace injuries among existing employees. The other study provided an initial test of a more general disability diversity training program. Conclusions There is currently a lack of empirically validated diversity training programs that focus specifically on disability. A number of disability diversity trainings and resources exist, but none have been well researched. Related literature on diversity training and disability awareness suggests the possibility for enhancing diversity training practices through training design, content, participant, and outcomes considerations. By integrating best practices in workplace diversity training with existing disability training resources, practitioners and researchers may be able to design effective disability diversity training programs.

Coffee and controversy: How applied psychology can revitalize sexual harassment and racial discrimination training

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COVID-19 and the need for disability conscious medical education, training, and practice

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The Impact of a Brief Meeting on Employer Attitudes, Knowledge, and Intent to Hire

“…This interaction with employers is now mandated by law in WIOA, which has the potential to significantly influence how VR agencies and professionals work with employers. Although a limited number of studies have tested the ability of disability awareness or diversity presentations with groups of employers to change their attitudes (Phillips et al, 2016), no one has tested the efficacy of one-on-one meetings with employers. One-on-one interactions are necessary to implement the dual customer approach and establish relationships with businesses as recommended to improve employment outcomes for people with disabilities (P. Anderson et al, 2006;U.S.…”