Originally published here.

The objective of this study was to describe the attitudes towards employees with disability and the state of knowledge about disability on the part of HR specialists employed in companies of various sizes (micro, small, medium), employing and not employing people with disabilities. 

Thanks to their experience, HR specialists from companies employing people with disability have significantly higher personal predispositions (attitudes, image, knowledge) to create a work environment conducive to the functioning of disabled people on the job market.

Company size seems to be a factor that to some extent differentiates HR specialists’ attitudes towards employees with disability and to a great extent differentiates the level of knowledge about disability. This is particularly visible in companies employing people with disability.

•Building proper relationships with employees,especially disabled ones, should first mean changing attitudes and the ways she/he see and assess them.

•Secondly, we need to seek similarities rather than differences between us and those whom we serve.

This will contribute to better and more positive mutual relationships.

•Building proper relationships with employees,especially disabled ones, should first meanchanging attitudes and the ways she/he see andassess them.

•Secondly, we need to seek similarities rather thandifferences between us and those whom we serve.This will contribute to better and more positivemutual relationships.

As a result of the focus on individualized characteristics, the relationship assumes a personal character and the person is perceived as a unique individual rather than stereotypically.

* Frequent contacts may facilitate an improvement in the attitude, particularly if certain conditions are fulfilled, e.g. achieving goals together or sharing similar values with the other person.

You can read the complete article here.