Managerial Perspectives on Implicit Bias, Affirmative Action, and Merit

• 成果类型: Article
• 署名作者: Foley, Meraiah; Williamson, Sue
• 署名单位: University of New South Wales Sydney; University of New South Wales Sydney
• 刊物名称: PUBLIC ADMINISTRATION REVIEW
• ISSN/ISSBN: 0033-3352
• DOI: 10.1111/puar.12955
• 发表日期: 2019
• 页码: 35-45
• 关键词: gender stereotypes; Meritocracy; perceptions; women; self; sex; DISCRIMINATION; opposition; INEQUALITY; reduction

摘要

Public sector organizations concerned about gender inequality have increasingly sought to address the effect of implicit biases on merit-based employment practices through bias training and affirmative action programs. Applying qualitative content analysis to interviews with 104 managers in three government agencies in which bias training and affirmative action were being implemented, the authors find that many managers acknowledge the existence of implicit biases and their potential to create unequal employment outcomes. However, this recognition of bias does not translate into support for affirmative action, which is seen by many managers to be an unacceptable violation of merit. The authors argue that implicit bias training and affirmative action are unlikely to create a cultural tipping point to progress gender equality without a critical reassessment of merit.