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

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Human Resource Professionals and Implicit Bias, Stereotyping, and Discrimination :/
Reminder of title:	A Phenomenological Study.
Author:	Kelly-Ormond, Alecia M.
Description:	1 online resource (161 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 85-06, Section: A.
Contained By:	Dissertations Abstracts International85-06A.
Subject:	Behavioral sciences. -
Online resource:	click for full text (PQDT)
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. - 1 online resource (161 pages)

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

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

Includes bibliographical references

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.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798380887434Subjects--Topical Terms:

1148596
Behavioral sciences.
Subjects--Index Terms:

DiscriminationIndex Terms--Genre/Form:

554714
Electronic books.

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