The Impact of Response Options On Formal Disclosure Rates for Disabilities in Organizations
研究通过改变披露表格中的措辞（如用“合格状况”替代“残疾”），发现能显著提高员工对残疾的披露率，尤其对心理或隐形残疾员工效果更明显，为组织促进包容性提供了简单有效的证据。
Organizations collect disability-related information from employees to meet legislative requirements, foster inclusion, and respond to employee needs. However, there are likely more employees with disabilities than those who disclose at work. We tested whether altering the response option language on a disclosure form would increase disability disclosures, and whether increases differed by disability type and visibility. Employed adults were asked to identify as having a “disability,” “qualifying impairment,” “qualifying condition,” or “qualifying disability.” Results showed more disclosures when reporting a “qualifying condition” compared to a “disability,” especially among employees with a psychological or invisible disability. The manipulation of a single term on the disclosure form can increase reporting of disabilities, providing an evidence-based step to support inclusive organizational practices.