Achieving Meritocracy in the Workplace (Paradox: Gender and race bias …
Achieving Meritocracy in the Workplace
Paradox: Gender and race bias
Possible explanation is that when companies think they're meritocracies, they become less vigilant.
If not administered carefully, merit-based approaches for attracting and retaining the best employees can trigger demographic biases
Water is wet of the day:
Women and minorities received lower salary increases than white men with the same performance evaluation scores, even after controlling for job, work, and supervisor effects.
AKA humans being humans= The typical performance review process is vulnerable to biases based on gender, race, nationality, etc. which can impact decisions regarding salary increase, promotion, etc.
Set of procedures to make certain individuals responsible for ensuring the fair distribution of rewards among employees
Make relevant pay data available
Performance reward committee to monitor reward decisions and keep managers on the track of a formalized and not completely autonomous process
Implementing Transparency and Accountability
Three Key Dimensions
Processes and criteria
How will performance-based pay be distributed among employees? Assign responsibility for routines and criteria. Determine how they will be visible
Which aspects will be measured for fairness? Which pay decisions and results will be visible
Who is accountable for pay processes ? Determine who makes pay processes visible and to whom.
Meritocracies- Hiring, promoting,