Corporate social responsibility and discrimination : gender bias in personnel selection /
By: Keinert-Kisin, Christina
Material type: BookSeries: Publisher: Cham : Springer, c2016.Description: xi, 242 p. : ill. ; 25 cm.ISBN: 9783319291567Subject(s): Social responsibility of business | Sex discrimination against women | Business Ethics | Business -- EconomicsDDC classification: 174.4 KE CO Online resources: Location MapItem type | Home library | Call number | Status | Date due | Barcode | Item holds |
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REGULAR | University of Wollongong in Dubai Main Collection | 174.4 KE CO (Browse shelf) | Available | T0055259 |
, Shelving location: Main Collection Close shelf browser
174.4 JE BU Business ethics : | 174.4 JO OR Organizational ethics : | 174.4 JO OR Organizational ethics : | 174.4 KE CO Corporate social responsibility and discrimination : | 174.4 KL CR Critical management ethics / | 174.4 LE AD Leadership and business ethics / | 174.4 LE ET Ethical leadership : |
Introduction -- Persistence of Gender Discrimination in the Workplace -- Corporate Social Responsibility: A Theoretical Overview -- Topical Approach: Gender Discrimination as a CSR Problem -- Persitance of Discrimination as CSR Failure -- Empirical Study: Discrimitation in Personnel Selection -- Lessons to Learn for Organizational Practice.
This book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and compliance with existing equal opportunity laws. Sensitive points are identified where social biases, decision-makers' individual economic interests and shortcomings of organizational incentive policies may lead to discrimination against qualified women. The ideas put forward are empirically tested in an original laboratory experiment that examines personnel selection in the male-dominated field of science and technology. It contrasts the selection of applicants with gendered and gender-blind applications available to subjects under controlled conditions. 30% of participants were high-level decision-makers, which is unprecedented in this field of research. The results, highly relevant for organizational practice, are explained and discussed in detail.