Achieving Meritocracy in the Workplace (Ensuring Meritocracy in the…
Achieving Meritocracy in the Workplace
The Paradox of Meritocracy
created a hypothetical situation: in the meritocratic fake org, randomly selected managers still favored men over women
tended to award men with bonuses 12% higher than those for women
non meritocratic orgs tended to reward women over men
managers may have self-compensated for assumed bias
perhaps become less vigilant in countering personal bias
Ensuring Meritocracy in the Workplace
accountability & transparency
performance reward committee to monitor reward decisions
compile, code, analyze data on employee compensation --> assess fairness of pay decisions
formalized process for assigning rewards based on employee evaluations
committee granted authority to modify pay decisions
Implementing Org Accountability & Transparency
assess general degree of meritocracy at company --> collect data on processes/decisions for new hires, starting salary, merit-based pay, promotions
So what do we do?
years of work experience, etc.
How do we use this information?
org accountability: set of procedures that make certain individuals responsible for ensuring fair distribution of rewards among employees
certain indivs responsible for for design/implementation of org. procedures
certain indivs put in charge of monitoring and IDing situations in which managers aren't making fair decisions (outcome accountability)
org transparency:set of procedures that make relevant pay data available to certain indivs
steps instituted to ensure pay distribution processes and criteria are known to certain indivs
make pay comparisons available
Three Key Dimensions
Processes & Criteria: How will performance-based pay be distributed among employees?
Who is responsible?
Accountability: Assign responsibility for processes, routines, and criteria used (process)
Transparency: Determine which processes, routines, & criteria will be visible (how)
Accountability: assign responsibility for which aspects/resutls of pay decisions will be measured for fairness
Transparency: decide which pay decisions and results/aspects will be visible (what)
Accountability: Identify who is accountable for pay processes and outcomes and to whom
Transparency: Determine who makes pay processes and outcomes visible to whom