{"title":"打破军队人才管理中的偏见","authors":"Daniel W. E. Holt, Susan Davis","doi":"10.55540/0031-1723.3127","DOIUrl":null,"url":null,"abstract":": This article addresses the impact of diversity, equity, and inclusion on talent management. It explains how systemic bias impairs the US Army’s ability to harness cognitive diversity. It stresses the value of cognitive diversity among teams and senior leadership and how cumulative bias impacts the entire career cycle of an individual. It concludes by offering practical suggestions to reduce bias in the assignment, promotion, and selection processes.","PeriodicalId":131540,"journal":{"name":"The US Army War College Quarterly: Parameters","volume":"1 1","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"2022-03-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Interrupting Bias in Army Talent Management\",\"authors\":\"Daniel W. E. Holt, Susan Davis\",\"doi\":\"10.55540/0031-1723.3127\",\"DOIUrl\":null,\"url\":null,\"abstract\":\": This article addresses the impact of diversity, equity, and inclusion on talent management. It explains how systemic bias impairs the US Army’s ability to harness cognitive diversity. It stresses the value of cognitive diversity among teams and senior leadership and how cumulative bias impacts the entire career cycle of an individual. It concludes by offering practical suggestions to reduce bias in the assignment, promotion, and selection processes.\",\"PeriodicalId\":131540,\"journal\":{\"name\":\"The US Army War College Quarterly: Parameters\",\"volume\":\"1 1\",\"pages\":\"0\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2022-03-09\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"The US Army War College Quarterly: Parameters\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.55540/0031-1723.3127\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"The US Army War College Quarterly: Parameters","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.55540/0031-1723.3127","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
: This article addresses the impact of diversity, equity, and inclusion on talent management. It explains how systemic bias impairs the US Army’s ability to harness cognitive diversity. It stresses the value of cognitive diversity among teams and senior leadership and how cumulative bias impacts the entire career cycle of an individual. It concludes by offering practical suggestions to reduce bias in the assignment, promotion, and selection processes.
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