A systematic review of experimental evidence on interventions against bias and discrimination in organizations

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2024-05-22 DOI:10.1016/j.hrmr.2024.101029

Theresa Treffers , Ann-Carolin Ritter , Nadja Born , Isabell Welpe

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引用次数: 0

Abstract

Bias and discrimination in organizations remain persistent challenges despite significant efforts and investments to address them. We systematically reviewed all experimental papers (N = 116, k = 159) between 2000 and 2022 on interventions addressing bias and discrimination in organizations due to age, disability, ethnicity, and sexuality. We find that interventions involving structuring communication documents, procedures, or interactions are effective for addressing bias and discrimination against disabled, ethnic, and sexual minorities. Interventions that build similarities between minorities and majorities are effective for age and disabled minorities. Interventions that provide additional information about minorities or raise awareness about biases are effective for age minorities. Exposure interventions that create experiences interacting with minorities and their realities are effective for age, ethnic, and sexual minorities. Based on our findings, we develop a conceptual framework and present a future research agenda that revolves around the effectiveness of interventions.

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对组织中偏见和歧视干预措施的实验证据进行系统审查

尽管为解决组织中的偏见和歧视问题做出了巨大努力和投资，但这些问题仍然是长期存在的挑战。我们系统地回顾了 2000 年至 2022 年间所有有关干预措施的实验论文（N = 116，k = 159），这些干预措施旨在解决组织中因年龄、残疾、种族和性取向而产生的偏见和歧视问题。我们发现，涉及构建沟通文件、程序或互动的干预措施对于解决针对残疾、种族和性别少数群体的偏见和歧视问题非常有效。在少数群体和多数群体之间建立相似性的干预措施对年龄和残疾少数群体有效。提供更多关于少数群体的信息或提高对偏见的认识的干预措施对年龄少数群体有效。创造与少数群体及其现实互动体验的暴露干预对年龄、种族和性少数群体有效。根据我们的研究结果，我们制定了一个概念框架，并围绕干预措施的有效性提出了未来的研究议程。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.