Work

Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening

Year: 2015

Type: article

Abstract: 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.

Source: PLoS ONE

DOI: 10.1371/journal.pone.0145208

Authors: William T. Self, Gregory Mitchell, Barbara A. Mellers, Philip E. Tetlock, J. Angus D. Hildreth

Institutions: University of Missouri–Kansas City, University of Virginia, University of Pennsylvania, University of California, Berkeley

Language: English

Topic: Social and Intergroup Psychology

Subfield: Sociology and Political Science

Field: Social Sciences

Domain: Social Sciences

SDGs: Reduced inequalities, Peace, justice, and strong institutions, Gender equality

Open Access status: gold

Estimated APC paid: $2,382