A disability disclosure simulation as an educational tool

Abstract

PurposeMany employers struggle with how to have a disability disclosure discussion with their employees and job candidates. The primary purpose of this study was to identify issues relevant to disability disclosure discussions. In addition, we explored how simulations, as an educational tool, may help employers and managers.Design/methodology/approachSeven participants (four employers and three human resource professionals) took part in this study. We used a qualitative design that involved two focus group discussions to understand participants' experiences of building a simulation training scenario that focused on how to have a disability disclosure discussion. The simulation sessions were audio-recorded and analyzed using an open-coding thematic approach.FindingsFour main themes emerged from our analysis. Three themes focused on issues that participants identified as relevant to the disability disclosure process, including: (1) creating a comfortable and safe space for employees to disclose, (2) how to ask employees or job candidates about disability and (3) how to respond to employees disability disclosure. A fourth theme focused on how simulations could be relevant as an educational tool.Originality/valueDeveloping a simulation on disability disclosure discussions is a novel approach to educating employers and managers that has the potential to help enhance diversity and inclusion in the workplace. Further, the process that we followed can be used as a model for other researchers seeking to develop educational training scenarios on sensitive diversity and inclusion topics.

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“…To enhance perceived psychological safety, supervisors should send the message that it is safe for employees to share information. One way to do this is to ask all employees what they need in order to perform well (Lindsay et al. , 2020).…”

“…To enhance perceived psychological safety, supervisors should send the message that it is safe for employees to share information. One way to do this is to ask all employees what they need in order to perform well (Lindsay et al, 2020). This signals a willingness on the part of the employer to provide the tools and an environment to bring out the best in each employee, thus reducing the potential concerns about stigma and disclosure.…”

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