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Corporate social responsibility and discrimination = gender bias in personnel selection /

Record Type:	Electronic resources : Monograph/item
Title/Author:	Corporate social responsibility and discrimination/ by Christina Keinert-Kisin.
Reminder of title:	gender bias in personnel selection /
Author:	Keinert-Kisin, Christina.
Published:	Cham :Springer International Publishing : : 2016.,
Description:	xi, 242 p. :ill., digital ;24 cm.
[NT 15003449]:	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.
Contained By:	Springer eBooks
Subject:	Social responsibility of business. -
Online resource:	http://dx.doi.org/10.1007/978-3-319-29158-1
ISBN:	9783319291581

Corporate social responsibility and discrimination = gender bias in personnel selection /
Keinert-Kisin, Christina.

Corporate social responsibility and discriminationgender bias in personnel selection /[electronic resource] :by Christina Keinert-Kisin. - Cham :Springer International Publishing :2016. - xi, 242 p. :ill., digital ;24 cm. - CSR, sustainability, ethics & governance,2196-7075. - CSR, sustainability, ethics & governance..

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.

ISBN: 9783319291581

Standard No.: 10.1007/978-3-319-29158-1doiSubjects--Topical Terms:

542603
Social responsibility of business.

LC Class. No.: HD60

Dewey Class. No.: 174.4

Corporate social responsibility and discrimination = gender bias in personnel selection /
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245 1 0 $a Corporate social responsibility and discrimination $h [electronic resource] : $b gender bias in personnel selection / $c by Christina Keinert-Kisin.
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490 1 $a CSR, sustainability, ethics & governance, $x 2196-7075
505 0 $a 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.
520 $a 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.
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