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Minimizing Workplace Gender and Racial Bias (Org Policy and Practice:…
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
People are often unaware of how stereotypes shape perceptions and behaviors
Individuating information: relevant info. about the individuals being considered
Vincent Yzerbyt: research showed subjects made stereotypical judgments when they assumed individuating info was present.
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