Human resource practitioners play a crucial role in promoting equitable treatment of persons
with disabilities, and practitioner's decisions should be guided by solid evidence‐based …

Despite increasing interest in human resource management (HRM) implementation as an
explanation for the association between HRM and firm performance, considerable confusion …

Despite legislation on diversity in the workplace, people with disabilities still do not
experience the same access to work opportunities as do their counterparts without …

Psychology of Prejudice and Discrimination provides a comprehensive and compelling
overview of what psychological theory and research have to say about the nature, causes …

Purpose To increase the number of people with disabilities in employment, we need to
understand what influences employers' hiring decisions. In this systematic review, we map …

Organizations are increasingly aware that a better vocational inclusion of persons with
disabilities (PWD) is in their self-interest for reasons such as a shortage of skilled labor, an …

Purpose Although employee relations are recognised as important mechanisms for initiating
organisational competitiveness and output, existing research has focused primarily on how …

Managing Workplace Diversity and Inclusion bridges the gap between social science theory
and research and the practical concerns of those working in diversity and inclusion by …

Anonymous resume screening, as assumed, does not dissuade age discriminatory effects.
Building on job market signaling theory, this study investigated whether older applicants …

Organizational hiring practices have been charged for unfair treatment on the grounds of
age. Drawing on theories of planned behavior and core self-evaluations, this research …