Lecture 10 Fairness & Discrimination Flashcards
diversity
Characteristics
Differences in demographic characteristics (gender, age, ethnicity) and psychological characteristics (values, abilities, interests, and experiences)
: task-related or relationship-related
Group members appear to value homogeneity because in diverse groups:
- Others don’t agree with your vision
- Differences in vision are result of value differences
- Differences in vision lead to disagreements
- Differences in expertise lead to disagreement about methods
Social categorization and similarity attraction
: more trust in ingroup than outgroup
Homogenous groups: more satisfaction, productivity, less turnover
Decision-making processes:
differences lead to a broader range of knowledge and perspectives
Heterogenous groups: more creative solutions and more effective over time
Homogenous groups:
Heterogenous groups:
Homogenous groups: more satisfaction, productivity, less turnover
Heterogenous groups: more creative solutions and more effective over time
Direct discrimination
Reject candidates based on the grounds of religion or belief, origin, sexual orientation, sex, skin color, race, civil status, disability or chronic illness, or age.
Indirect discrimination
A criterion or procedure that appears to be neutral, but indirectly leads to discrimination
Conscious or unconscious…
Correspondence studies
(Derous et al., 2012)
Fictitious CVs are sent to companies
CVs differ on one characteristics
Difference in invitations is the extent to which companies are discriminating
Ethnic prominence (EP):
): conflict and threat associated with ethnic group
Subordinate male target (SMT):
threat larger for men
Multiple minority status (MMS):
combination of characteristics increases discrimination
Adverse impact :
Adverse impact is the negative effect an unfair and biased selection procedure has on a specific minority group.
Adverse impact is determined by using …%-rule:
Adverse impact is determined by using the 80% rule: a selection rate for any minority group which is less than 80% of the selection rate for the majority group is regarded as evidence of adverse impact
Implicit prejudice:
Implicit prejudice: unconscious associations with ethnicity and gender
Modern racism + sexism:
more attuned to normative standards about expression of traditional racist views; only displayed when it cannot be easily detected (e.g., when it can be justified or when the situation is ambiguous
If an instrument causes adverse impact, the organization is allowed to use the instrument if they can prove:
Predictive validity
Content validity
Construct validity
+ they need to prove that there’s no better alternative
Affirmative action (positive discrimination):
Affirmative action: Mechanisms for reducing under-representation of particular demographic groups e.g. Recruitment
Selection quota
Training, mentor,
feedback programs
Requirements:for positive discrimination
Shortage: the shortage of members of that specific group within the company must be demonstrated
Carefulness: a careful and objective assessment of all applicants is needed. A candidate can only be given priority in case of ‘equal’ suitability.
Proportionality: the preferred method must be in reasonable proportion to the goal.
Eligibility: Employers are obliged to state the preferred policy in the vacancy text.
Injustice, once experienced, leads to:
Retaliation
Reduced effort
Reduced motivation
A lasting impact on attitudes, emotions, & behavior
Perceptions of justice lead to:
Extra effort
Feelings of inclusion
Feelings of contribution
What is fairness / justice? (Greenberg, 2011)
Distributive
Procedural
Interactional
Distributive justice
Perceived fairness of allocation of outcomes or rewards to organizational members
Definitions of what is “fair”
(distributive Justice)
Merit or equity norm: input/output ratio should be equal
Need norm: people who need more should get more
Equality norm: everyone gets the same
Equity theory
Assumptions equity theory:
1. Employee expects a fair compensation for their input (equity norm)
- What is seen as fair depends on the comparison with the input/output ratio of colleagues (social comparison)
- When input/output ratios are unequal, balance will be restored
Procedural justice
Perceived fairness of the process by which rewards are distributed
Voice: Having possibility of influencing or expressing an objection to a process or outcome
Procedural justice
Process should be (Leventhal, 1980):
Consistent (between people and over time)
Bias free
Based on accurate information
Adjusted when proven to be inaccurate
Ethical
Take into account the opinion of all involved parties
