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
:Emerald Publishing Limited
Copyright © 2017, Emerald Publishing Limited