Unlocking inclusive hiring: understanding employers’ decisions about hiring people with disabilities
通过18个访谈和507份雇主调查，研究发现雇主的能力和机会影响残疾人雇佣，但动机不显著，雇主缺乏相关法规知识和包容政策。
People with disabilities get hired less than people without disabilities. One cause is that employers decide not to offer jobs to people with disabilities. This mixed-methods study aims to shed light on this through 18 interviews with employers, policy workers, and people with disabilities (Study 1) and a survey of 507 employers (Study 2). We study capabilities, opportunities, and motivations. These are dimensions of the COM-B model, a framework that integrates different theories to understand behavior. Capabilities (C) refer to an employer’s knowledge and skills relevant to hiring people with disabilities. Opportunities (O) refer to the environment in which an employer operates, while motivations (M) involve plans and evaluations as well as emotions. Together, these dimensions influence behavior (B). We find that capabilities and opportunities impact hiring people with disabilities, but motivations remarkably do not. Regarding capabilities, employers have limited knowledge about regulations. Employers also lack knowledge about people with disabilities. Regarding opportunities, employers indicate that suitable positions are unavailable, and that their organizations lack inclusion policies. Improving the capabilities and opportunities of employers could help to unlock inclusive hiring.