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The cycle of workplace bias and how to interrupt it
Research in Organizational Behavior ( IF 3.1 ) Pub Date : 2021-08-31 , DOI: 10.1016/j.riob.2021.100137
Nicole M. Stephens 1 , Lauren A. Rivera 1 , Sarah S.M. Townsend 2
Affiliation  

A rich body of research throughout the social sciences demonstrates that bias—people’s tendency to display group-based preferences—is a major obstacle in the way of promoting diversity, equity, and inclusion in the workplace. The current article moves beyond the single-level focus of prior theories of workplace bias to propose a novel theoretical model that conceptualizes workplace bias as a multilevel cycle. First, we discuss the theoretical foundations of our bias cycle theory and describe why understanding the nature of workplace bias—and effectively reducing it—requires considering the reciprocal influences of both individual and organizational levels of the cycle. Specifically, we describe how workplace bias operates as a cycle and then propose that successfully reducing workplace bias requires multilevel interventions that interrupt bias across both the individual and organizational levels of the cycle. Second, because workplace bias is reproduced through both of these levels, we review and bring together literatures that are often considered separately: psychology research on reducing bias at the individual level and sociology and management research on reducing bias at the organizational level. Third, we use our bias cycle theory to formulate general principles for determining how to begin and how to pair interventions across levels. Finally, we conclude by discussing our theoretical contributions and outlining directions for future research.



中文翻译:

工作场所偏见的循环以及如何中断它

整个社会科学领域的大量研究表明,偏见——人们倾向于表现出基于群体的偏好——是促进工作场所多元化、公平和包容的主要障碍。当前的文章超越了先前工作场所偏见理论的单层关注点,提出了一种新的理论模型,将工作场所偏见概念化为多层次循环。首先,我们讨论了偏见循环理论的理论基础,并描述了为什么理解工作场所偏见的本质——并有效地减少它——需要考虑循环的个人和组织层面的相互影响。具体来说,我们描述了工作场所偏见如何作为一个循环运行,然后提出成功减少工作场所偏见需要多层次的干预措施,以中断循环的个人和组织层面的偏见。其次,由于工作场所偏见是通过这两个层面再现的,我们回顾并汇集了通常被单独考虑的文献:减少个人层面偏见的心理学研究和减少组织层面偏见的社会学和管理研究。第三,我们使用我们的偏见循环理论来制定一般原则,以确定如何开始以及如何跨级别配对干预。最后,我们通过讨论我们的理论贡献和概述未来研究的方向来结束。由于工作场所偏见是通过这两个层面再现的,我们回顾并汇集了通常被单独考虑的文献:减少个人层面偏见的心理学研究和减少组织层面偏见的社会学和管理研究。第三,我们使用我们的偏见循环理论来制定一般原则,以确定如何开始以及如何跨级别配对干预。最后,我们通过讨论我们的理论贡献和概述未来研究的方向来结束。由于工作场所偏见是通过这两个层面再现的,我们回顾并汇集了通常被单独考虑的文献:减少个人层面偏见的心理学研究和减少组织层面偏见的社会学和管理研究。第三,我们使用我们的偏见循环理论来制定一般原则,以确定如何开始以及如何跨级别配对干预。最后,我们通过讨论我们的理论贡献和概述未来研究的方向来结束。我们使用我们的偏见循环理论来制定一般原则,以确定如何开始以及如何跨级别配对干预。最后,我们通过讨论我们的理论贡献和概述未来研究的方向来结束。我们使用我们的偏见循环理论来制定一般原则,以确定如何开始以及如何跨级别配对干预。最后,我们通过讨论我们的理论贡献和概述未来研究的方向来结束。

更新日期:2021-08-31
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