Would the same pattern of results hold for men selected for a female-dominant position? Additionally, would the same results be found when the individual was not explicitly labeled as a part of some affirmative action hire program?
From the perspective of a member of a minority group, do the results of these studies indicate that (as a minority group member) you should avoid being hired by an organization as part of an affirmative action program unless you are certain the organization has a thorough, well-developed performance appraisal process in place?
The lower ratings of the affirmative action hire seems to be based on expectations we have about individuals who are perceived as needing affirmative action. If a person is hired in part because of affirmative action and performs very well on the job do you think fellow employees and supervisors will fail to see that success because they are busy looking for things they do wrong or do you think they will be viewed even more positively (compared to an individual who was not an affirmative action hire) because they exceeded people's expectations?
•What cases are frequent in competing applicants, and future peers and supervisors to perceive someone as benefiting only from affirmative action and are therefore incompetent for the position? If we could determine this, we could help prevent the wrong perceptions and therefore biased ratings/PAs of applicants and employees.
The authors of this well-designed and well-written study conclude that we need to be careful implementing selection strategies so as not to foster discrimination practices Affirmative Action meant to diminish. One of the points I take away is how persistent is the “stigma of incompetence” attached to beneficiaries of affirmative action. Only the unambiguous description of successful performance was able to negate this stigma. (e.g., Other women and men did not need to have this unambiguous description to merit salary increase.) In Nebraska, two years ago a judge upheld a new state law banning race- and gender-based affirmative action at public institutions. What will be the effect of this do you think?
@Shay. I'm not sure if the authors were really advocating for not taking a job through an affirmative action program. In fact, that advice is really not feasible with a 9%+ unemployment rate. Rather, I think their advice would be for HR to hold that information from those who are doing the performance appraisal. I think the authors would say "it doesn't matter why someone gets hired, it's about (accurately measured) performance".
Do you think the perceptions of racial minorities hired under affirmative action programs would be looked at the same way as women? Worse? Better?
In addition to those recommended by the authors, why might be some effective ways of reducing the stigma associated with affirmative action? It’s such a technical subject, which I think is one barrier that we have to informing the general public.
Would the same pattern of results hold for men selected for a female-dominant position? Additionally, would the same results be found when the individual was not explicitly labeled as a part of some affirmative action hire program?
ReplyDeleteFrom the perspective of a member of a minority group, do the results of these studies indicate that (as a minority group member) you should avoid being hired by an organization as part of an affirmative action program unless you are certain the organization has a thorough, well-developed performance appraisal process in place?
ReplyDeleteThe lower ratings of the affirmative action hire seems to be based on expectations we have about individuals who are perceived as needing affirmative action. If a person is hired in part because of affirmative action and performs very well on the job do you think fellow employees and supervisors will fail to see that success because they are busy looking for things they do wrong or do you think they will be viewed even more positively (compared to an individual who was not an affirmative action hire) because they exceeded people's expectations?
ReplyDelete•What cases are frequent in competing applicants, and future peers and supervisors to perceive someone as benefiting only from affirmative action and are therefore incompetent for the position? If we could determine this, we could help prevent the wrong perceptions and therefore biased ratings/PAs of applicants and employees.
ReplyDeleteThe authors of this well-designed and well-written study conclude that we need to be careful implementing selection strategies so as not to foster discrimination practices Affirmative Action meant to diminish. One of the points I take away is how persistent is the “stigma of incompetence” attached to beneficiaries of affirmative action. Only the unambiguous description of successful performance was able to negate this stigma. (e.g., Other women and men did not need to have this unambiguous description to merit salary increase.) In Nebraska, two years ago a judge upheld a new state law banning race- and gender-based affirmative action at public institutions. What will be the effect of this do you think?
ReplyDelete@Shay. I'm not sure if the authors were really advocating for not taking a job through an affirmative action program. In fact, that advice is really not feasible with a 9%+ unemployment rate. Rather, I think their advice would be for HR to hold that information from those who are doing the performance appraisal. I think the authors would say "it doesn't matter why someone gets hired, it's about (accurately measured) performance".
ReplyDeleteDo you think the perceptions of racial minorities hired under affirmative action programs would be looked at the same way as women? Worse? Better?
In addition to those recommended by the authors, why might be some effective ways of reducing the stigma associated with affirmative action? It’s such a technical subject, which I think is one barrier that we have to informing the general public.
ReplyDelete