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Minimizing Workplace Gender and Racial Bias (how to formalize approaches…
Minimizing Workplace Gender and Racial Bias
how to formalize approaches to minimize bias
make judgments on individuals based on timely and relevant information; decision makes should evaluate the information consistently with respect to clear criteria and should be held accountable for applying it to their judgments
mechanism in place for potential candidates to make interests known to selectors
oversight of decision making..ACCOUNTABILITY
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
historical representation of women in a job has impact on compensation and other job rewards, mobility prospects, and workplace culture
male/female applicants with same personal traits are matched according to their gender to jobs that are considered either predominately male or predominately female (i.e. engineering vs nursing)
women new to traditionally male-dominated work settings attract more attention, evaluated critically, receive less support, perceived as differed, and more likely to be viewed as disruptive force in workplace in comparison to males
THINK OF UBER!!!
How bias is generated and sustained through organization policies and practices
pay and advancement prospects usually are closely tied to job titles and ladders to the visible trace of bias is in the pattern of segregation within and across orgs
managers who make promotion decisions, etc. with much discretion with little written guidelines can fall on influence of individual stereotypes
people usually hire people who look and act like them, recreating the existing gender and ethnic composition of the workforce
strict seniority systems perpetuate past discrimination and white male dominance
Limits of formal approaches
"identity'blind" recommendations
no explicit effort to assess systematic impact of policy/practice on career outcomes for women and people of color
EEO Accountability
Conclusion
can rearrange power relations within organizations and outside coercive pressure from external constituencies, regulatory agencies, or litigation is sometimes the only way to transform a company's personnel policy and practice
Affirmative action
no quotas