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Minimizing Workplace Gender and Racial Bias (Symbols vs. reality (nearly…
Minimizing Workplace Gender and Racial Bias
Workplace bias
differences in career outcomes by gender or race/ethnicity
not differences attributable to any other factors such as skill or experience
well documented salary discrepancies both for women and for workers of color
minimizing the impact of stereotypes
make judgements using timely and relevant information
use consistent criteria for decision making
hold decision makers accountable for the decisions they make
factors that lead to bias
field is traditionally all male or all white
organization policies do not actively seek to prevent bias
recruitment strategies rely upon the networks of existing staff
Accountability
regular monitoring put in place to measure segregation and pay differences
systematic analysis of employee feedback related to perceptions of bias and barriers for advancement
explicit evaluation of manager and supervisors for their contributions to an organization's EEO goals
Symbols vs. reality
nearly all orgs. have some sort of formal policy or anti-discrimination idea written down
for some, these efforts are sincere
for others, these efforts are nothing more than keeping appearances
difference between minimizing biases and implementing "quotas"