Eighteenth International Conference on Diversity in Organizations, Communities & Nations

Abstract

This research focuses on building positive attitudes towards physical disability in the workplace by assessing the impact of the intervention on able-bodied executives’ attitudes. We tested intervention impact with an overall hypothesis that “working as an equal alongside people with differences, in an ‘out of comfort zone’ environment, will bring about positive changes in attitudes towards disability and potentially other kinds of diversity encountered in the workplace.” In addition, we investigate whether intervention impact differed between those with and without previous contact with disability. Attitudes towards disability are likely to improve through more frequent interactions between disabled people and non-disabled people. This assertion is held up by numerous studies which have supported the “contact hypothesis” (Pettigrew 2000). This states that stigma may be reduced by equal status contact between majority and minority groups in the pursuit of common goals (Allport 1954). The intervention provides ideal conditions for the contact hypothesis to take place. Quantitative results from a questionnaire and implicit association test show a statistically significant increase in positive attitudes towards disability post-intervention. Qualitative data gained from interviews and focus groups provide an understanding of how this change in attitude takes place, through themes of trust, permission, and a focus on individual’s strengths rather than weaknesses. Overall this research contributes to an understanding of how organizations can increase inclusive practice on the basis of fostering positive attitudes between individuals and groups characterized by social difference.