Please enable JavaScript.
Coggle requires JavaScript to display documents.
Minimizing Workplace Bias (Policy and Practice: Minimizing Bias…
Minimizing Workplace Bias
Cognitive Foundations of Bias
attributes associated w/ specific gender/racial labels are overlearned, habitual, and unconscious
stereotypical judgements more likely when individuating info is assumed to be present
task shouldn't be to eliminate stereotypical thinking but minimize its impact on personnel decisions
minimizing bias harder the more vague criteria for decision making is
Stereotypes in Institutions
sex role spillover - gender linked traits affect working climate for women - breaking into male dominated fields attracting more attention and evaluated more extremely, receive less support, more likely to be seen as disruptive
prolly more likely in real world b/c of more personal identification w/ procedures and practices, and investment in status quo
Policy and Practice: Sources of Bias
view policies and structure of bureaucratic personnel system as outcome of org politics, where outsiders and insiders of org try to use resources to shape system
rules of system perpetuate homogeneity (screening)
how much weight is put on traits and factors
org politics can deflect and undermine goals of bureaucratic systems designed to reduce inequalities
more subjective and arbitrary criteria = more bias
word of mouth recruitment
reinforce impact of segregated informal networks
Policy and Practice: Minimizing Bias
"job relevant" info should be standardized w/ systematic analysis
mechanism must be in place for candidates to communicate qualifications
minimizing impacts of stereotypes on judgement
when info is evaluated w/ clearly articulated criteria
when accountability mechanisms exist
when judgements based on timely and relevant info
substantive over of decision-making needed
should not be one-size-fits-all highly centralized, bureaucratic analysis of relevant info different from job to job
Limits of Formal Approaches
can have "identity conscious" systems
more effective in reducing disparaties
EEO laws have had little enforcement in regard to Aff. Action plans
wired searches of pre-selection can get around formal systems
EEO Accountability
regular monitoring, analysis of patterns of bias
systematic analsyis of feedback from employees about perceptions of barriers
explicit eval of managers on contributions to EEO goals