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Human Resource Professionals and Imp...

Kelly-Ormond, Alecia M.

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Human Resource Professionals and Implicit Bias, Stereotyping, and Discrimination: A Phenomenological Study.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Human Resource Professionals and Implicit Bias, Stereotyping, and Discrimination: A Phenomenological Study./
Author:	Kelly-Ormond, Alecia M.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2023,
Description:	161 p.
Notes:	Source: Dissertations Abstracts International, Volume: 85-06, Section: A.
Contained By:	Dissertations Abstracts International85-06A.
Subject:	Behavioral sciences. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30637984
ISBN:	9798380887434

Human Resource Professionals and Implicit Bias, Stereotyping, and Discrimination: A Phenomenological Study.
Kelly-Ormond, Alecia M.

Human Resource Professionals and Implicit Bias, Stereotyping, and Discrimination: A Phenomenological Study. - Ann Arbor : ProQuest Dissertations & Theses, 2023 - 161 p.

Source: Dissertations Abstracts International, Volume: 85-06, Section: A.

Thesis (D.B.A.)--Northcentral University, 2023.

This item must not be sold to any third party vendors.

Human resource professionals are the gatekeepers of their respective organizations while faced with the daily challenges of promoting a diverse, equitable, and inclusive workplace environment for their employees. This phenomenological qualitative research study addressed human resource professionals' lack of understanding of how to properly mitigate implicit bias, stereotyping, and discrimination practices in the workplace. Additionally, the purpose of this study was to explore human resource professionals' knowledge of implicit bias, stereotyping, and discrimination, recommend strategies, and address practices toward administrative employees in the healthcare industry. Two research questions were developed to guide this study, which focused on exploring human resource professionals' knowledge of the meaning of implicit bias and how they properly mitigate these actions in the workplace. The utilization of the conceptual framework showed the connection between implicit bias and discrimination by interviewing 20 human resource professionals who worked in home healthcare agencies within Westchester, Orange, and Rockland Counties of New York State. The data was subsequently analyzed using thematic analysis, where five main themes emerged. These themes included the meaning of implicit bias among human resource professionals, their experiences, the mitigation process, mandatory training, and the connection between implicit bias and discrimination. Additionally, the study's findings revealed that human resource professionals had the knowledge and experience to mitigate implicit bias in the workplace. The results showed that human resource professionals should continue implicit bias awareness by developing quarterly forums to help minimize or eliminate such actions in the workplace.

ISBN: 9798380887434Subjects--Topical Terms:

529833
Behavioral sciences.
Subjects--Index Terms:

Discrimination

Human Resource Professionals and Implicit Bias, Stereotyping, and Discrimination: A Phenomenological Study.
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245 1 0 $a Human Resource Professionals and Implicit Bias, Stereotyping, and Discrimination: A Phenomenological Study.
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300 $a 161 p.
500 $a Source: Dissertations Abstracts International, Volume: 85-06, Section: A.
500 $a Advisor: Visi, Olgerta.
502 $a Thesis (D.B.A.)--Northcentral University, 2023.
506 $a This item must not be sold to any third party vendors.
520 $a Human resource professionals are the gatekeepers of their respective organizations while faced with the daily challenges of promoting a diverse, equitable, and inclusive workplace environment for their employees. This phenomenological qualitative research study addressed human resource professionals' lack of understanding of how to properly mitigate implicit bias, stereotyping, and discrimination practices in the workplace. Additionally, the purpose of this study was to explore human resource professionals' knowledge of implicit bias, stereotyping, and discrimination, recommend strategies, and address practices toward administrative employees in the healthcare industry. Two research questions were developed to guide this study, which focused on exploring human resource professionals' knowledge of the meaning of implicit bias and how they properly mitigate these actions in the workplace. The utilization of the conceptual framework showed the connection between implicit bias and discrimination by interviewing 20 human resource professionals who worked in home healthcare agencies within Westchester, Orange, and Rockland Counties of New York State. The data was subsequently analyzed using thematic analysis, where five main themes emerged. These themes included the meaning of implicit bias among human resource professionals, their experiences, the mitigation process, mandatory training, and the connection between implicit bias and discrimination. Additionally, the study's findings revealed that human resource professionals had the knowledge and experience to mitigate implicit bias in the workplace. The results showed that human resource professionals should continue implicit bias awareness by developing quarterly forums to help minimize or eliminate such actions in the workplace.
590 $a School code: 1443.
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653 $a Discrimination
653 $a Huma resource professionals
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653 $a Stereotyping
653 $a Workplace
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793 $a English
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