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Minimizing Workplace Gender and Racial Bias (Water is Wet: (Workplace bias…
Minimizing Workplace Gender and Racial Bias
Water is Wet:
Workplace bias is pervasive
The national unemployment rate is at its lowest point in a generation, yet the rate for African Americans remains twice that of white
Workplace bias by gender, race, and ethnicity is a reality in organizations large and small
Women who are relatively new to traditionally male-dominated work settings often attract more attention, are evaluated more extremely, are perceived as different, receive less support, and are more likely to be viewed as disruptive
Cognitive Foundations of Bias
Everyone relies on stereotypes. Research by social psychologists demonstrates conclusively that stereotypes are cognitive schemata that invariably influence how we process information
We're unaware of how stereotypes impact us
Task is not to eliminate "stereotypical thinking" (it can't be done), but rather to minimize its impact on personnel decisions
Unless done carefully, efforts to get decision makers to attend to the actual traits of individuals can backfire
Institutional Context
In the workplace tasks are approached w/ considerably more motivation (than in experiments), are often personally identified with long-standing procedures and practices, and may have a vested interest in maintaining the status quo.
If anything bias effects are probably substantially larger in the "real world" than they are in the lab
"sex role spillover”= gender-linked traits associated with male-dominated occupations can profoundly affect the working climate for women
Organizational Policy and Practice:
Generating and Sustaining Bias
Structure, internal politics, and external environment impact how privilege is manifested
Analyze organizations' policy and practice for hiring, job assignment, training, pay, and promotion
Highly subjective personnel systems reinforce the impact of segregated informal networks and personal ties in hiring and internal selection decisions
Ie. Placing substantial weight on prior industry experience in an industry dominated by white males has the same effect as a strict seniority system in a firm that has historically excluded women and minorities
How to Mitigate Damage from Bias
Job relevant info must be established through a thorough job analysis
EEO Accountabilitiy
Add identity to practices
Explicit effort to assess systematically the impact of organization- al policy and practice on career outcomes for women and people of color
Minimize bias by establishing objective criteria and make sure evaluators are being transparent