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Minimizing Workplace Gender & Racial Bias (Cognitive Foundations of…
Minimizing Workplace Gender & Racial Bias
Intro
lots and lots o research has made its way into HR classes (but those people don't tend to work in HR)
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 indivs bring to employment setting
Cognitive Foundations of Bias: Gender and Racial Stereotypes
heuristics
stereotypes overlearned: people don't realize how much it impacts their own perceptions
group attributes > indiv attributes (individuating info)
can't eliminate stereotype thinking
Stereotypes in Institutional Context
ppl w/i orgs often personally identify with long-standing procedures to stereotype thinking may be more present than in lab (culture culture culture
tokens are salient and often expected to be representative
Org Policy & Practices Generating and Sustaining Bias
cultre based notions of privilege and devaluation manifest differently depending on org's policy/practice
medium-large orgs: pay/advancement tied to job titles --> hiring, job assignment, training, promotion practices
often worse when criteria are subjective
more job segregation
flows into word-of-mouth communication
also present in bureaucracies with many rules: seniority perpetuates past discrim and white male dominance
cognitive stereotypes may be nondeliberative
Org Policy &Practice: Formalized Approaches to Minimizing Bias
impact of stereotypes can be minimized when judgemetns based on timely and relevant info
clear criteria
accountability mechanisms
job relevant info should be established through systematic job analysis
mechanisms for potential candidates to let their qualifications known
job posting system, assessment center, etc.
substantive oversight
substantive narrative report for decisions requiring discretion
Limits of Formal Approaches: EEO Accountability is Key to Minimizing Bias
"wired searches", "pre-selected" promotion candidates often used to preserve advantages of white dudes
proposed practices are "identity blind" b/c explicit policies to address discrimination alone don't work
v "identity conscious": structures associated w/ reduced gender/racial disparities
EEO regulations are broad so discretion is used to determine compliance
final step: "EEO accountability" --> explicit, substantive accountability for implementing an org's EEO goals
monitoring and analysis of patterns of segregation and pay disparities needed
rely on job transitions and be based on same info used to make decisions about hring, promotion, comp,
employee feedback on perceptions
explicit eval of managers on their contributions to org's EEO goals
top leadership: it's every manager's responsibility! many managers: yeah I don't know what the policy says