Lecture 10 Fairness & Discrimination

Question 1

diversity

Characteristics

Answer 1

Differences in demographic characteristics (gender, age, ethnicity) and psychological characteristics (values, abilities, interests, and experiences)

: task-related or relationship-related

Question 2

Group members appear to value homogeneity because in diverse groups:

Answer 2

1. Others don’t agree with your vision
2. Differences in vision are result of value differences
3. Differences in vision lead to disagreements
4. Differences in expertise lead to disagreement about methods

Question 3

Social categorization and similarity attraction

Answer 3

: more trust in ingroup than outgroup

Homogenous groups: more satisfaction, productivity, less turnover

Question 4

Decision-making processes:

Answer 4

differences lead to a broader range of knowledge and perspectives
Heterogenous groups: more creative solutions and more effective over time

Question 5

Homogenous groups:

Heterogenous groups:

Answer 5

Homogenous groups: more satisfaction, productivity, less turnover

Heterogenous groups: more creative solutions and more effective over time

Question 6

Direct discrimination

Answer 6

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.

Question 7

Indirect discrimination

Answer 7

A criterion or procedure that appears to be neutral, but indirectly leads to discrimination

Conscious or unconscious…

Question 8

Correspondence studies

(Derous et al., 2012)

Answer 8

Fictitious CVs are sent to companies
CVs differ on one characteristics
Difference in invitations is the extent to which companies are discriminating

Question 9

Ethnic prominence (EP):

Answer 9

): conflict and threat associated with ethnic group

Question 10

Subordinate male target (SMT):

Answer 10

threat larger for men

Question 11

Multiple minority status (MMS):

Answer 11

combination of characteristics increases discrimination

Question 12

Adverse impact :

Answer 12

Adverse impact is the negative effect an unfair and biased selection procedure has on a specific minority group.

Question 13

Adverse impact is determined by using …%-rule:

Answer 13

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

Question 14

Implicit prejudice:

Answer 14

Implicit prejudice: unconscious associations with ethnicity and gender

Question 15

Modern racism + sexism:

Answer 15

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

Question 16

If an instrument causes adverse impact, the organization is allowed to use the instrument if they can prove:

Answer 16

Predictive validity
Content validity
Construct validity

+ they need to prove that there’s no better alternative

Question 17

Affirmative action (positive discrimination):

Answer 17

Affirmative action: Mechanisms for reducing under-representation of particular demographic groups e.g. Recruitment
Selection quota
Training, mentor,
feedback programs

Question 18

Requirements:for positive discrimination

Answer 18

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.

Question 19

Injustice, once experienced, leads to:

Answer 19

Retaliation

Reduced effort

Reduced motivation

A lasting impact on attitudes, emotions, & behavior

Question 20

Perceptions of justice lead to:

Answer 20

Extra effort

Feelings of inclusion

Feelings of contribution

Question 21

What is fairness / justice? (Greenberg, 2011)

Answer 21

Distributive
Procedural
Interactional

Question 22

Distributive justice

Answer 22

Perceived fairness of allocation of outcomes or rewards to organizational members

Question 23

Definitions of what is “fair”

(distributive Justice)

Answer 23

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

Question 24

Equity theory

Answer 24

Assumptions equity theory:
1. Employee expects a fair compensation for their input (equity norm)

2. What is seen as fair depends on the comparison with the input/output ratio of colleagues (social comparison)
3. When input/output ratios are unequal, balance will be restored

Question 25

Procedural justice

Answer 25

Perceived fairness of the process by which rewards are distributed

Voice: Having possibility of influencing or expressing an objection to a process or outcome

Question 26

Procedural justice

Answer 26

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