Year: 2021
Type: conference-paper
Abstract: The Rooney Rule, originally proposed to counter implicit bias in hiring, has been implemented in the private and public sector in various settings. This rule requires that a decision-maker include at least one candidate from an underrepresented group in their shortlist of candidates. Recently, [42] proposed a mathematical model of implicit bias and studied the effectiveness of the Rooney Rule when applied to a single selection decision. However, selection decisions often occur repeatedly over time; e.g., a software firm is continuously hiring employees or a university makes admissions decisions every year. Further, it has been observed that, given consistent counterstereotypical feedback, implicit biases against underrepresented candidates can change.
Institution: Yale University
Language: English
Subfield: Safety Research
Field: Social Sciences
Domain: Social Sciences
SDG: Reduced inequalities
Open Access status: green
OpenAlex ID: W3093545135