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Diversity - Stereotyping, bias, inclusion and exclusion

Deloitte, Diversity, Stereotyping, bias, inclusion/exclusionSelf-serving bias on job analysis ratings
Does our own competency at a certain task influence the value we place on that task? It seems so. In a recent large scale US study, incumbents across 57 different types of clerical and technical occupations were all prone to rate the importance of a particular competency higher if that was something they were good at (and conversely rate lower the importance of a personal weakness). This means that biases are built into job descriptions, as well as job decisions such as recruitment and promotion.
US research, June 2013

Expanding work-life perspectives: Talent management in Asia
Does work life effectiveness mean the same thing to all employees in Asia? Recent research looking at work-life initiatives in global organisations in Asia identifies both similarities and differences among high potential employees regarding their perceptions of work-life effectiveness programs. Findings indicate that, regardless of country and gender, working in a flexible organisation was positively related to employee wellbeing. However, an efficacy ‘gap’ exists in that respondents indicated a mismatch between flexibility options available and their work-life needs. Differences in responses from employees in China, India and Singapore highlight the need to consider the local context to ensure work life effectiveness programs are utilised.
Asian research, June 2013

Pernicious Performance Appraisals: A Critical Exercise
Are performance reviews more reflective of the rater’s psychological state than the ratee’s performance? A critical thinking exercise investigated the impact of bias and chance on performance management decisions (promotion, termination, salary increases). The findings highlight the difficulties faced in ensuring performance appraisals are unbiased, accurate and fair.
US research, June 2013

Social Media Strategy: How to leverage Social Networking Sites while maintaining a fair and inclusive recruitment process?
The growth in popularity of Social Networking Sites has revolutionised the recruitment experience for both candidates and employers. But what about the impact it has on diversity? How can organisations leverage their knowledge of networking sites while creating a fairer and less biased recruitment process?.
Australian research, May 2013

Changing things up in recruitment: Effects of a "strange" recruitment medium on applicant pool quality and quantity
How can organisations differentiate themselves from their competitors in the labour market to achieve a higher quality and quantity of applicants during recruitment? This article examines research that suggests using 'novel' recruitment media may be one way to solve this problem.
Belgian research, April 2013

Personality in context: How perceptions of a situation influence us in the moment
This Australian research looks at the consistency and variability of personality and behaviour and finds that personality and behaviour vary moment to moment due to the diverse ways in which people perceive situations.
American research, September 2012

The Foreign-Language Effect: Thinking in a Foreign Tongue Reduces Decision Biases
Are the decisions you make in your native language the same as those you make when thinking in another language? According to recent research, it appears not. This article investigates how thinking in foreign languages can reduce decision-making biases, and raises the intriguing question: How can these insights be leveraged?
American research, September 2012

Candidate characteristics driving initial impressions during rapport building: implications for employment interview validity
Does unconscious bias play a role in the recruitment process? Recent research suggests that initial impressions can influence the interviewer's evaluation of a structured interview.

Research has shown that certain characteristics drive positive initial impressions in job interviews, creating unconscious bias in candidate evaluations. How can the impact of this unconscious bias be reduced?
American research, June 2012

The Power of "OUT" – LGBT in the Workplace
Are there implications to an organisation for not providing an LGBT friendly environment? According to recent American research, almost half of LGBT employees are in the corporate closet and many are looking for the exit sign. How can organisations retain their LGBT talent and tap into the lucrative and loyal LGBT consumer market?
American research, February 2012

Inclusion delusions? Can organisations become more inclusive without diluting the essence of diversity?
Managing the expectations of a diverse group such as Sydney's LGBTQI community is not without its challenges. And how does an organisation promote inclusion without losing its core diversity focus? Peter Urmson, Chairperson of Sydney Gay and Lesbian Mardi Gras, talks to the Deloitte Diversity and Inclusion team about why the Festival will now be called Sydney Mardi Gras and also shares insights about creating a diverse and inclusive workplace for the LGBTQI community.
Australian Interview, February 2012

The impact of like-mentors for gay/lesbian employees
How do like and unlike mentors help gay/lesbian protégés? This study examines the effect of mentoring on gay/lesbian workers' job attitudes and job outcomes and also found clear differences between outcomes according to whether the mentor was also gay/lesbian or heterosexual. Being mentored is certainly better than not being mentored, and whilst a gay/lesbian mentor/mentee relationship might improve mental well-being for mentees, tangible workplace outcomes are often missing.
American research, February 2012

Working Bi: Preliminary findings from a survey on workplace experiences of Bisexual people
Is awareness of the LGBT community enough for organisations to be truly inclusive? Are we overlooking an "invisible demographic", and if so, what is the result? This paper explores how definitions and perceptions of bisexuality impact bisexuals' workplace experiences.
UK research, February 2012

Stereotype threat in organisations: An examination of its scope, triggers and possible interventions
This research explores stereotype threat in organisations. It suggests that persistent evaluation of individuals is at the heart of stereotype threat, thereby increasing opportunities for it to emerge and impact negatively-stereotyped groups.
American research, March 2010

Uncovering diverse identities in organisations: AIRing versus auditing approaches to diversity management
Demographic data is typically gathered as part of a diversity audit process. This research challenges traditional recording methods by suggesting a new auditing tool (AIRing) helps reduce stereotyping risks and thus improves overall business performance.
Australian research, March 2010

Making the invisible visible: Fear and disclosure of sexual orientation at work
This research examines the issues that affect the degree of disclosure of sexual orientation at work and, for those who do not disclose, the factors that influence their fears about full disclosure.
American academic research, January 2008

Religious identity and 'secular' employment: A case study of young Muslim graduates in the Sydney workforce
This research explores the concerns of young Muslim women entering or seeking entry to the workforce, and compares them with those who have been in the workforce for some time. It suggests strategies to provide greater accommodation of religious needs.
Australian academic research, January 2008


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