Minimizing Workplace Gender and Racial Bias

Workplace bias: differences in career outcomes by gender or race/ethnicity that are not attributable to the differences in skills, qualifications, interests, and preferences that individuals bring to the employment setting.

Cognitive foundations of bias: gender and racial stereotypes

Everyone relies on stereotypes

Vincent Yzerbyt: research showed subjects made stereotypical judgments when they assumed individuating info was present.

People are often unaware of how stereotypes shape perceptions and behaviors

Individuating information: relevant info. about the individuals being considered

Minimize impact of "stereotypical thinking" on personnel decisions

Efforts to get decision makers to attend to the actual traits of individuals may potentially backfire if not done carefully

Stereotypes in Institutional Context

In the workplace, decisionmakers approach tasks with more motivation...may have interest in keeping the status quo

Org Policy and Practice: Generating and Sustaining Bias

Medium to Large Orgs: pay & adv. closely tied to job titles and job ladders

Highly subjective personnel systems impact stereotypes and reinforce segregated informal networks and internal hiring/selection decisions

Personal and formal procedures can be manipulated by people in positions of privilege

Org Policy and Practice: Formalized Approaches to Minimizing Bias

Org. policies can easily become institutionalized

Impact of gender and racial stereotyping can be minimized based on timely and relevant info

Policy recommendations

job-relevant info should be established through systematic job analysis

Ensure mechanism is in place so candidate's interests and quals are known to selector

Substantive decision-making oversight

Limits of Formal Approaches

EEO Accountability: Explicit, substantive accountability for implementing and orgs EEO goals

1) HR to analyze and monitor patterns of segregation and race/gender differences

2) Analysis of feedback from employees about barrier perceptions/career advancement

3) Explicit evaluation of managers and supervisors on their ability to meet EEO goals