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Cognitive Biases in Recruitment, Selection, and Promotion: The Risk of Subconscious Discrimination

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Hidden Inequalities in the Workplace

Part of the book series: Palgrave Explorations in Workplace Stigma ((PAEWS))

Abstract

This chapter reviews the extant literature regarding the existence of implicit bias in key selection, recruitment, and promotion decision-making processes. It includes an analysis of the impact of stereotyping on screening of resumes, in-group bias in interviews, the impact of stereotype threat on candidate performance, and interviewer confirmation bias. This substantial body of evidence suggests that to tackle discrimination caused by implicit bias in the modern workplace, a different approach is needed. These subtler, deeper routed forms of discrimination require subtler and deeper-routed interventions. Instead of attempting to ‘outlaw’ implicit bias, its motivational underpinning must be addressed, along with the cultural factors, which may trigger or maintain the beliefs and attitudes underpinning the bias.

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  1. Nottingham Business School, Nottingham Trent University, Nottingham, UK

    Zara Whysall

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  1. Zara Whysall
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  1. Nottingham Business School, Nottingham Trent University, Nottingham, United Kingdom

    Valerie Caven

  2. Nottingham Business School, Nottingham Trent University, Nottingham, United Kingdom

    Stefanos Nachmias

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Whysall, Z. (2018). Cognitive Biases in Recruitment, Selection, and Promotion: The Risk of Subconscious Discrimination. In: Caven, V., Nachmias, S. (eds) Hidden Inequalities in the Workplace. Palgrave Explorations in Workplace Stigma. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-59686-0_9

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