Challenging symbolic ableism through socially responsible HRM: towards inclusive workplaces

Purpose This study examines how symbolic ableism – a subtle and modern form of prejudice towards people with disabilities – influences coworkers' evaluations of the normative appropriateness of workplace accommodation requests. It also explores whether the perception of socially responsible human resource management (perceived SRHRM) could be a moderating factor by cultivating inclusive workplace norms. Design/methodology/approach We collected data through a three-wave online survey with 498 full-time, non-disabled employees in Japan. Participants responded to a scenario involving a colleague with inflammatory bowel disease requesting accommodation. The study measured symbolic ableism, perceived SRHRM and normative appropriateness assessments (NAA) using validated multi-item scales. Findings The “Lack of Recognition of Current Condition (LRCC)” dimension of symbolic ableism significantly and negatively predicted NAA. This relationship was moderated by perceived SRHRM; high levels of perceived SRHRM weakened the negative impact. “Individualism” showed a positive association, suggesting that individualistic beliefs may not necessarily lead to rejecting accommodations. Originality/value This study extends research on disability inclusion by highlighting the importance of coworkers' beliefs, rather than solely focusing on employees with disabilities or the nature of accommodations. It identifies perceived SRHRM as a critical HR signal perception for muting the behavioural expression of prejudice in the workplace. By demonstrating that perceived SRHRM can mitigate prejudice-driven resistance without relying on direct anti-discrimination messaging, which may trigger backlash, it offers a psychologically informed and practically feasible pathway to promoting workplace inclusion.