Can Brief Video Trainings Reduce Bias and Improve Knowledge and Attitudes Toward Applicants with Disabilities?

We developed and examined the effectiveness of three types of video interventions to mitigate bias toward individuals with disabilities in the workplace. Based on theory and research, we developed (1) an education video that provided knowledge about disabilities in the workplace, (2) socialization videos that provided experiences of employees with disabilities, (3) a combined education and socialization video, and (4) a control video about workplace diversity broadly. We conducted two randomized controlled trial studies (study 1 N=202; study 2 N=286) with outcome measurements pre-intervention, immediately post-intervention, and one week post-intervention. Outcomes included knowledge and awareness about disabilities in the workplace, attitudes toward individuals with disabilities, and ratings of hypothetical applicants with mental health and physical disabilities. In study 1, compared to the control video, positive changes were observed in knowledge and awareness for the education and combined videos and cognitive attitudes for the socialization video. The education video also demonstrated improvement in a hiring scenario rating for a hypothetical job applicant with a mental health disability. In study 2, we observed evidence that the effectiveness of socialization videos' bias reduction may be contingent upon the type of disability portrayed in the video corresponding with the hypothetical applicant being rated. Our findings imply that it may be possible to reduce hiring bias against people with disabilities through the short video interventions if evaluations of job applicants are made very soon after an intervention is presented. Positive benefits decay over time; therefore, it is important for organizations to go beyond such measures.