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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 skills
Stereotypes - everyone relies on them; habitual and unconscious
Task is not remove stereotyped thinking, but
minimize
it
Institutional context
Studies show women in a job impacts compensation, rewards, mobility
"sex role spillover"
For racial - barriers to advancement
Org policy and practice - generates and sustains bias
Personnel systems with criteria that is arbitrary = vulnerable to bias
Subjective systems reinforce existing gender and ethnic composition of workforce
Bureaucratic/rule based can even push biases
Org practices that create barriers for women/minority can become institutionalized
Approaches to minimizing bias
Job related info should be established through systematic job analysis
Mechanism for candidates to express interest and qualifications known must be in place during process
Substantive oversight of decision needs to be implemented beyond 'signing off'
EEO Accountability
Most cases these are put in place for base level compliance
Biebly suggests three point system for accountability
HR system must monitor the patterns of segregation and differences in pay by race and gender
Analysis (system) of feedback from employees about perceptions of barriers and opportunities for advancement
Explicit evaluation of managers on their contributions to EEO goals of org
Conclusion
Recommendation to firms
Formalized personnel system that:
Effective accountable
Flexibility
Delegation of authority
Exercise of judgement of lower level workers