{"title":"参与看门人,优化决策,减轻偏见:系统多样性干预的设计规范。","authors":"Claartje J Vinkenburg","doi":"10.1177/0021886317703292","DOIUrl":null,"url":null,"abstract":"<p><p>In this contribution to the <i>Journal of Applied Behavioral Science</i> Special Issue on Understanding Diversity Dynamics in Systems: Social Equality as an Organization Change Issue, I develop and describe design specifications for systemic diversity interventions in upward mobility career systems, aimed at optimizing decision making through mitigating bias by engaging gatekeepers. These interventions address the paradox of meritocracy that underlies the surprising lack of diversity at the top of the career pyramid in these systems. I ground the design specifications in the limited empirical evidence on \"what works\" in systemic interventions. Specifically, I describe examples from interventions in academic settings, including a bias literacy program, participatory modeling, and participant observation. The design specifications, paired with inspirational examples of successful interventions, should assist diversity officers and consultants in designing and implementing interventions to promote the advancement to and representation of nondominant group members at the top of the organizational hierarchy.</p>","PeriodicalId":47903,"journal":{"name":"Journal of Applied Behavioral Science","volume":null,"pages":null},"PeriodicalIF":2.3000,"publicationDate":"2017-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0021886317703292","citationCount":"26","resultStr":"{\"title\":\"Engaging Gatekeepers, Optimizing Decision Making, and Mitigating Bias: Design Specifications for Systemic Diversity Interventions.\",\"authors\":\"Claartje J Vinkenburg\",\"doi\":\"10.1177/0021886317703292\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p><p>In this contribution to the <i>Journal of Applied Behavioral Science</i> Special Issue on Understanding Diversity Dynamics in Systems: Social Equality as an Organization Change Issue, I develop and describe design specifications for systemic diversity interventions in upward mobility career systems, aimed at optimizing decision making through mitigating bias by engaging gatekeepers. These interventions address the paradox of meritocracy that underlies the surprising lack of diversity at the top of the career pyramid in these systems. I ground the design specifications in the limited empirical evidence on \\\"what works\\\" in systemic interventions. Specifically, I describe examples from interventions in academic settings, including a bias literacy program, participatory modeling, and participant observation. The design specifications, paired with inspirational examples of successful interventions, should assist diversity officers and consultants in designing and implementing interventions to promote the advancement to and representation of nondominant group members at the top of the organizational hierarchy.</p>\",\"PeriodicalId\":47903,\"journal\":{\"name\":\"Journal of Applied Behavioral Science\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":2.3000,\"publicationDate\":\"2017-06-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://sci-hub-pdf.com/10.1177/0021886317703292\",\"citationCount\":\"26\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Applied Behavioral Science\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://doi.org/10.1177/0021886317703292\",\"RegionNum\":4,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"2017/4/7 0:00:00\",\"PubModel\":\"Epub\",\"JCR\":\"Q3\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Applied Behavioral Science","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1177/0021886317703292","RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"2017/4/7 0:00:00","PubModel":"Epub","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
Engaging Gatekeepers, Optimizing Decision Making, and Mitigating Bias: Design Specifications for Systemic Diversity Interventions.
In this contribution to the Journal of Applied Behavioral Science Special Issue on Understanding Diversity Dynamics in Systems: Social Equality as an Organization Change Issue, I develop and describe design specifications for systemic diversity interventions in upward mobility career systems, aimed at optimizing decision making through mitigating bias by engaging gatekeepers. These interventions address the paradox of meritocracy that underlies the surprising lack of diversity at the top of the career pyramid in these systems. I ground the design specifications in the limited empirical evidence on "what works" in systemic interventions. Specifically, I describe examples from interventions in academic settings, including a bias literacy program, participatory modeling, and participant observation. The design specifications, paired with inspirational examples of successful interventions, should assist diversity officers and consultants in designing and implementing interventions to promote the advancement to and representation of nondominant group members at the top of the organizational hierarchy.
期刊介绍:
The Journal of Applied Behavioral Science was founded on the compelling observation that human beings and social systems undergo planned and unplanned change. Recognizing that individuals and groups may differ in how they create and evaluate change, the journal contributes to a body of knowledge about both change processes and outcomes. Toward this end, The Journal of Applied Behavioral Science provides a forum for constructive conversations about research and practice. The specific goals of the journal are to (a) present a range of conceptual frameworks that explain, predict, and illuminate the implications of action; (b) describe social inventions, intervention techniques, consultation activities, emergent innovations, and educational practices.