Implicit biases can influence your opinions and decision making without your conscious knowledge.

People with disabilities face implicit biases during the hiring process and throughout their careers.

Workplace accommodations and inclusivity boost financial gain and employee engagement.

Coauthored by Emma Hills and Kathleen Bogart, Ph.D.

Despite having a desire to find work, many people with disabilities face challenges finding employment in the workforce. As of January 2026, the unemployment rate for persons with disabilities was almost double that of non-disabled individuals. Especially in light of recent attempts by the current federal administration to roll back and de-incentivize programs that encourage diversity, equity, and inclusion in the workforce, it is more important than ever to address the systemic barriers preventing people with disabilities from joining and thriving within the workplace, especially those that occur without our conscious knowledge.

What are Implicit Biases?

While it's only one part of the puzzle, implicit biases against people with disabilities are a widespread and often overlooked component of discrimination in the workplace. Implicit biases are unconscious negative attitudes that one may hold against specific social groups, such as people with disabilities.

We use biases in our everyday lives as shortcuts to help us interpret and navigate the world around us. They can be helpful, quick, and low-energy ways to make decisions. But if left unchecked, even unintentional biases can undermine inclusion and perpetuate discrimination.

Frequently, implicit negative attitudes present as affinity........

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