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1 – 10 of over 4000
Article
Publication date: 30 July 2018

Himani Oberai and Ila Mehrotra Anand

Unconscious biases are often ignored in organizations; thus, it becomes more important to identify them so that we can build strong and competent organizations. In present dynamic…

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Abstract

Purpose

Unconscious biases are often ignored in organizations; thus, it becomes more important to identify them so that we can build strong and competent organizations. In present dynamic and competitive business situations, you need to be well aware about those concerns of the organizations where these biases exist.

Design/methodology/approach

This paper identifies various types of unconscious biases prevailing at workplace. It also identifies different strategies which can be used to avoid them so that we can gain a competitive edge over others in market.

Findings

Unconscious biases are a fact of life; no one can deny them. Thus, it is important to identify them so that they can be eliminated, and our businesses can avoid their detrimental effects.

Research limitations/implications

Unconscious biases narrow down the pool of people in an organization and ultimately destabilize an organization’s base.

Practical implications

Unconscious biases narrow down the pool of people in the organization and ultimately destabilize an organization’s base.

Originality/value

This paper can help managers and executives to highlight the areas where these biases lie so that they can be removed easily.

Details

Human Resource Management International Digest, vol. 26 no. 6
Type: Research Article
ISSN: 0967-0734

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Article
Publication date: 9 November 2012

Scott J. Boylan

The purpose of this paper is to examine the potential effectiveness of government reforms aimed at improving the accuracy of ratings issued by credit ratings agencies in US…

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Abstract

Purpose

The purpose of this paper is to examine the potential effectiveness of government reforms aimed at improving the accuracy of ratings issued by credit ratings agencies in US financial markets.

Design/methodology/approach

The paper identifies unconscious bias as a source of inaccuracy in the credit ratings process. It examines prior behavioral research on unconscious bias, and uses this research to identify structural issues within the credit ratings industry that give rise to biased judgments. Finally, it examines whether government reforms will be effective in improving the accuracy of credit ratings, and offers additional reforms aimed at combating unconscious bias.

Findings

Recent government reforms will be most effective in curbing intentional decisions to compromise the ratings process. However, the reforms will be less effective at mitigating unconscious biases in judgments underlying credit ratings, because they do not adequately address relevant structural issues. To combat unconscious bias, changes need to be made to ratings agencies' fee structures, business models, and risk management functions.

Practical implications

The analysis is of use to regulators who are contemplating the need for reforms aimed at improving the accuracy of credit ratings. While focusing on events in the USA, the analysis is relevant to any country in which credit ratings are influential in financial markets.

Originality/value

This is the first paper to examine the performance of credit ratings agencies through the lens of behavioral psychology, and to introduce the concept of unconscious bias as a determining factor in the accuracy of credit ratings.

Details

Journal of Financial Regulation and Compliance, vol. 20 no. 4
Type: Research Article
ISSN: 1358-1988

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Article
Publication date: 13 March 2017

Makini Chisolm-Straker and Howard Straker

Implicit bias is the application of an unconscious attitude or belief; in the clinical setting, a provider’s perception of a patient, based upon perceived race or ethnicity, is…

Abstract

Purpose

Implicit bias is the application of an unconscious attitude or belief; in the clinical setting, a provider’s perception of a patient, based upon perceived race or ethnicity, is hypothesized to affect clinical decisions, provider-patient interactions and patient health. The purpose of this paper is to provide a brief synopsis of and critique the relevant works over the past 15 years while highlighting the strengths of this body of literature.

Design/methodology/approach

A MEDLINE search, from 2000 to 2015, using the terms “implicit bias,” “unconscious bias” and “aversive racism” was performed. US-based studies investigating the effect of racial or ethnic implicit bias on the clinical encounter or patient outcomes were assessed. In total, 15 articles were eligible for review.

Findings

Despite well-reasoned hypotheses that racial/ethnic bias negatively affects patient care, this review found mixed results. Largely, studies showed that US-providers hold an anti-black implicit bias negatively affecting patient-provider communication and patient satisfaction. But studies have not shown that this bias consistently negatively affects diagnosis and treatment regimens of black patients in comparison to white patients. There is a significant dearth of implicit bias literature addressing the care of other patient groups of color.

Originality/value

This review of the recent literature challenges the black-white dichotomy of most implicit bias research in the USA and highlights the lack of patient-oriented outcome research in this field. Furthermore, it demonstrates that regardless of the effect of implicit bias on patient outcomes, focus on eliminating implicit bias is insufficient to improve the health of people of color.

Details

International Journal of Human Rights in Healthcare, vol. 10 no. 1
Type: Research Article
ISSN: 2056-4902

Keywords

Book part
Publication date: 10 November 2023

Meltem Yavuz Sercekman

Managing differences is a difficult undertaking, especially considering the difficulties arising from the unconscious functions of our brains. Organisations should strive to…

Abstract

Managing differences is a difficult undertaking, especially considering the difficulties arising from the unconscious functions of our brains. Organisations should strive to counteract the potentially harmful effects of unconscious bias by implementing policies that support bias-aware management and decision-making. Although it is obvious that bias cannot be completely eliminated, there is enough data, as discussed in this work, to demonstrate that unconscious bias and stereotypes can be addressed and decreased with mindfulness-based interventions (MBIs) to some extent. Mindfulness involves the process of bringing non-judgemental awareness to experience by striving for full attention in the present moment. In this context, including mindfulness practises into training programmes for equality, diversity, and inclusion may serve as an accelerator for recognising hidden biases, reducing stereotypes, eliminating discrimination, and encouraging cognitive changes. This chapter explains the ways in which MBIs can be used to promote cognitive changes and comprehend the automatic and unconscious nature of emotions and thoughts in order to remove barriers between all differences in the workplace.

Details

Contemporary Approaches in Equality, Diversity and Inclusion: Strategic and Technological Perspectives
Type: Book
ISBN: 978-1-80455-089-2

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Article
Publication date: 8 December 2017

Irene Afful

The purpose of this paper is to critically examine whether the individual values and bias of police officers could be frustrating attempts to achieve black and ethnic minority…

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Abstract

Purpose

The purpose of this paper is to critically examine whether the individual values and bias of police officers could be frustrating attempts to achieve black and ethnic minority (BME) representation within the police service, especially at senior levels. It focusses on the micro-individual level, examining perceptions, values and attitudes towards equality and diversity, unconscious bias and the impact of leadership in addressing these issues.

Design/methodology/approach

The paper reviews the literature on values, police culture and leadership. It draws upon data produced from a very small study undertaken within a local police service specialist unit where the author was employed, by means of semi-structured interviews with a selection of staff and senior officers, and values and attitudes surveys. Data were examined from a national survey of BME officers and Human Resources Leads, conducted by the College of Policing’s BME Progression 2018 Programme. Finally, unconscious bias test data of samples of police officers, including senior leaders and HR professionals were examined.

Findings

The interview data show that equality and diversity are perceived to be largely embedded by organisational members. This is contradicted by the data from the values and attitudes survey which show that equality is not fully embedded in the culture, and the data from BME officers survey supports this. Leader role models and behaviours were found to play a crucial role in embedding these values, along with training. The findings also demonstrated a higher level of unconscious bias among senior officers and HR professionals, responsible for recruitment and selection, than police employees in general.

Research limitations/implications

This exploratory research is concerned with policing in England and Wales. The very small sample limits inferences possible in the findings but is highly relevant to current and future policing.

Practical implications

The paper highlights some potential barriers to achieving a representative police service at an individual rather than organisational level and makes a number of recommendations on the role of leaders now, and crucially in the future, to fully embed equality and diversity into police culture to address under-representation, a phenomenon which has plagued the police service throughout its entire history.

Originality/value

There appears to be a dearth of studies examining the issue of under-representation at the micro-individual level within British police organisations. The current, exploratory research study seeks to contribute to closing this gap.

Details

International Journal of Emergency Services, vol. 7 no. 1
Type: Research Article
ISSN: 2047-0894

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Article
Publication date: 13 April 2023

Aparna Bahar Kulkarni, Ritesh Khatwani and Mahima Mishra

This study aims to identify the critical barriers to women’s leadership in Indian corporate sector using the interpretive structural modeling (ISM) approach.

Abstract

Purpose

This study aims to identify the critical barriers to women’s leadership in Indian corporate sector using the interpretive structural modeling (ISM) approach.

Design/methodology/approach

Through data obtained from extant literature and the expert opinion of women seeking higher managerial positions in the Indian corporate sector, this study identified total 18 barriers to women’s leadership. Thereafter, this study used the Delphi technique to identify the most critical barriers and ISM to understand the causal relationship among them, and then ranked them based on relevance.

Findings

Of the 13 critical barriers identified, corporate policies, conscious organizational bias and family responsibilities had the highest driving power. By contrast, inadequate career opportunities and the lack of risk-taking ability and assertiveness had the highest dependence power. Unconscious organizational bias and occupational segregation were other prominent barriers.

Research limitations/implications

This study establishes the interrelationships between women’s leadership barriers. It provides a well-defined model which helps to get theoretical insight considering barriers for women leaders in their career progression in the Indian context. Based on the ISM model, these findings can help academicians and researchers gain deep insights into the barriers to women’s leadership in the Indian context, as no studies have been found in the literature concerning the given subject.

Practical implications

Based on the findings, corporations and policymakers can design inclusive leadership policies to support women as they climb the corporate ladder and to enhance their contribution to organizational success.

Originality/value

To the best of the authors’ knowledge, this is the first study to identify barriers to women’s leadership in India using ISM analysis.

Details

Gender in Management: An International Journal , vol. 38 no. 5
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 30 August 2022

Tuong-Minh Ly-Le

Gender diversity, or in-diversity, has long been a problem in the tech industry. Until now, significant gaps and barriers still exist. This paper examines how recruitment…

2100

Abstract

Purpose

Gender diversity, or in-diversity, has long been a problem in the tech industry. Until now, significant gaps and barriers still exist. This paper examines how recruitment practices within the technology sector can contribute to gender inequality and how recruitment practices can be improved to support a gender-diverse organization.

Design/methodology/approach

This paper adopted library research and case study as papers' methodologies.

Findings

There are many benefits of gender diversity, including better performance, better financial returns, and lower volatility. However, most tech companies do not make diversity a priority, and usually display conscious or unconscious gender biases. Some of the recommendations to overcome this diversity issue are to make diversity a goal, offer unconscious bias training, and expand recruitment efforts.

Practical implications

The findings imply that companies not pursuing a diverse workforce are in danger of experiencing lags in innovation and could be left behind. The findings also show that a technology company can increase the diversity of the company's workforce by applying practices that have already proven to be successful.

Originality/value

This paper confirms that gender parity is not just a social mission nor is gender parity solely a public relations initiative to improve a company's image. Technology companies must be continually innovating to thrive in companies' highly competitive and rapidly changing industry.

Details

Journal of Management Development, vol. 41 no. 6
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 10 October 2016

Rosalie P. Chamberlain

This paper aims to build awareness of the impact of unconscious bias when interviewing and hiring new employees so that employers can hire diverse talent with multiple aspects of…

5154

Abstract

Purpose

This paper aims to build awareness of the impact of unconscious bias when interviewing and hiring new employees so that employers can hire diverse talent with multiple aspects of diversity to build a workforce that excels toward excellence.

Design/methodology/approach

The five areas discussed in the paper delve into understanding bias by creating a broader sense of understanding to support inclusion for difference by recognizing subtle beliefs and behaviors that exclude potential candidates.

Findings

Specific strategies include examining the subtle biases and beliefs that block the ability to see candidates’ potential; identifying thoughts, interpretations and beliefs that create misconceptions about people; exploring verbal and non-verbal communications that send implicit cues borne from or reflecting bias; recognizing the danger of comparisons using biased criteria; and establishing a checklist that helps the interviewers recognize bias in their thoughts and assumptions.

Practical implications

The marketplace is competitive, and the ability to hire the best candidates is impacted by what the organization has to offer. If biases are not addressed, the organization can miss out on those candidates by not seeing the value added by hiring them or because the message being sent by those in recruitment and hiring is unwelcoming and/or off-putting.

Social implications

Addressing bias has been brought to the forefront in the news because of the past few years of incidents dealing with diversity and inclusion, especially exclusion. Organizations need to be aware because of potential Equal Employment Opportunity Commission (EEOC) implications; focusing on the inclusiveness of the culture is the smart and right thing to do.

Originality/value

The information and suggestions in the paper are original and taken from the author’s work as a diversity and inclusion consultant and leadership coach. These tips have been utilized with success at organizations and helped improve the inclusivity of the organizations.

Book part
Publication date: 25 July 2019

Caterina Valentino

This chapter aims to expose the reader to the notion that mandated diversity and inclusion changes intended to vary the composition of institutions of learning has not…

Abstract

This chapter aims to expose the reader to the notion that mandated diversity and inclusion changes intended to vary the composition of institutions of learning has not accomplished its goal. Rather, it has triggered a complex mix of reactions from the very people for whom the policy was designed to assist and from those who work under the policy. As society is molded to meet diversity targets, salient threats from dominant groups directed toward minority groups result in interpersonal conflict. This chapter explores the benefits that instructors receive from professional development activities centered on diversity. It examines the social identity conflict that is created when different minded people work together. It provides insight into the benefits of approaching social identity conflict with a conflict transformation perspective. This chapter exposes the reality that, while the words one speaks are respectful and inclusive, one’s actions may be totally different. Educators must exhibit an overarching commitment to the making of decisions on integrity and evidence rather than impressions. This chapter discusses the importance of the role of educators as moral leaders and the need for educators to create inclusive classrooms where diversity is celebrated.

Details

Strategies for Facilitating Inclusive Campuses in Higher Education: International Perspectives on Equity and Inclusion
Type: Book
ISBN: 978-1-78756-065-9

Keywords

1 – 10 of over 4000