Having a diverse workforce has individual, organizational and societal benefits.
Fulfilling work is important for an individuals’ social and psychological wellbeing, the inclusion of diverse individuals is associated with higher employee engagement, innovation and creativity, and increasing employment has innumerable benefits for society. However, despite the market wide emphasis on corporate diversity, people with disabilities still face obstacles with recruitment and employment. In addition, companies that recognise the value of diversity spend thousands on programmes to change attitudes, with often limited success. This research examines the impact of an alternative to diversity training on executives’ attitudes towards people with disabilities.
