Corporate Social Responsibility and Discrimination

Gender Bias in Personnel Selection

Business & Finance, Business Reference, Business Ethics, Human Resources & Personnel Management
Cover of the book Corporate Social Responsibility and Discrimination by Christina Keinert-Kisin, Springer International Publishing
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Author: Christina Keinert-Kisin ISBN: 9783319291581
Publisher: Springer International Publishing Publication: April 27, 2016
Imprint: Springer Language: English
Author: Christina Keinert-Kisin
ISBN: 9783319291581
Publisher: Springer International Publishing
Publication: April 27, 2016
Imprint: Springer
Language: English

This book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and compliance with existing equal opportunity laws. Sensitive points are identified where social biases, decision-makers' individual economic interests and shortcomings of organizational incentive policies may lead to discrimination against qualified women. The ideas put forward are empirically tested in an original laboratory experiment that examines personnel selection in the male-dominated field of science and technology. It contrasts the selection of applicants with gendered and gender-blind applications available to subjects under controlled conditions. 30% of participants were high-level decision-makers, which is unprecedented in this field of research. The results, highly relevant for organizational practice, are explained and discussed in detail.

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This book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and compliance with existing equal opportunity laws. Sensitive points are identified where social biases, decision-makers' individual economic interests and shortcomings of organizational incentive policies may lead to discrimination against qualified women. The ideas put forward are empirically tested in an original laboratory experiment that examines personnel selection in the male-dominated field of science and technology. It contrasts the selection of applicants with gendered and gender-blind applications available to subjects under controlled conditions. 30% of participants were high-level decision-makers, which is unprecedented in this field of research. The results, highly relevant for organizational practice, are explained and discussed in detail.

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