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Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening
This study compared two forms of accountability that can be used to promote diversity and fairness in personnel selections: identity-conscious accountability (holding decision makers accountable for which groups are selected) versus identity-blind accountability (holding decision makers accountable...
Autores principales: | , , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
Public Library of Science
2015
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4681573/ https://www.ncbi.nlm.nih.gov/pubmed/26660723 http://dx.doi.org/10.1371/journal.pone.0145208 |
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author | Self, William T. Mitchell, Gregory Mellers, Barbara A. Tetlock, Philip E. Hildreth, J. Angus D. |
author_facet | Self, William T. Mitchell, Gregory Mellers, Barbara A. Tetlock, Philip E. Hildreth, J. Angus D. |
author_sort | Self, William T. |
collection | PubMed |
description | This study compared two forms of accountability that can be used to promote diversity and fairness in personnel selections: identity-conscious accountability (holding decision makers accountable for which groups are selected) versus identity-blind accountability (holding decision makers accountable for making fair selections). In a simulated application screening process, undergraduate participants (majority female) sorted applicants under conditions of identity-conscious accountability, identity-blind accountability, or no accountability for an applicant pool in which white males either did or did not have a human capital advantage. Under identity-conscious accountability, participants exhibited pro-female and pro-minority bias, particularly in the white-male-advantage applicant pool. Under identity-blind accountability, participants exhibited no biases and candidate qualifications dominated interview recommendations. Participants exhibited greater resentment toward management under identity-conscious accountability. |
format | Online Article Text |
id | pubmed-4681573 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2015 |
publisher | Public Library of Science |
record_format | MEDLINE/PubMed |
spelling | pubmed-46815732015-12-31 Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening Self, William T. Mitchell, Gregory Mellers, Barbara A. Tetlock, Philip E. Hildreth, J. Angus D. PLoS One Research Article This study compared two forms of accountability that can be used to promote diversity and fairness in personnel selections: identity-conscious accountability (holding decision makers accountable for which groups are selected) versus identity-blind accountability (holding decision makers accountable for making fair selections). In a simulated application screening process, undergraduate participants (majority female) sorted applicants under conditions of identity-conscious accountability, identity-blind accountability, or no accountability for an applicant pool in which white males either did or did not have a human capital advantage. Under identity-conscious accountability, participants exhibited pro-female and pro-minority bias, particularly in the white-male-advantage applicant pool. Under identity-blind accountability, participants exhibited no biases and candidate qualifications dominated interview recommendations. Participants exhibited greater resentment toward management under identity-conscious accountability. Public Library of Science 2015-12-14 /pmc/articles/PMC4681573/ /pubmed/26660723 http://dx.doi.org/10.1371/journal.pone.0145208 Text en © 2015 Self et al http://creativecommons.org/licenses/by/4.0/ This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are properly credited. |
spellingShingle | Research Article Self, William T. Mitchell, Gregory Mellers, Barbara A. Tetlock, Philip E. Hildreth, J. Angus D. Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening |
title | Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening |
title_full | Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening |
title_fullStr | Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening |
title_full_unstemmed | Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening |
title_short | Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening |
title_sort | balancing fairness and efficiency: the impact of identity-blind and identity-conscious accountability on applicant screening |
topic | Research Article |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4681573/ https://www.ncbi.nlm.nih.gov/pubmed/26660723 http://dx.doi.org/10.1371/journal.pone.0145208 |
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