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Biased recruiters and mental disorders: Workplace initiatives which may lessen prejudice

Human Resource Management International Digest

ISSN: 0967-0734

Article publication date: 12 June 2017

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

The authors uncovered five constellations of biases in recruiters that could disadvantage individuals who disclose or demonstrate mental disorders. Fortunately, consistent with the meaning maintenance model and cognate theories, when the vision and strategy of organizations is stable and enduring, these biases diminish, and people who report mental disorders are more likely to be employed.

Practical implications

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Keywords

Citation

(2017), "Biased recruiters and mental disorders: Workplace initiatives which may lessen prejudice", Human Resource Management International Digest, Vol. 25 No. 4, pp. 13-15. https://doi.org/10.1108/HRMID-03-2017-0054

Publisher

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Emerald Publishing Limited

Copyright © 2017, Emerald Publishing Limited