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Corporate Social Responsibility and Discrimination Gender Bias in Personnel Selection

:	Christina Keinert-Kisin
:	Corporate Social Responsibility and Discrimination Gender Bias in Personnel Selection
:	Springer-Verlag
:	9783319291581
:	1
:	CHF 85.50
:

:	Sonstiges
:	English

:	248
:	Wasserzeichen/DRM
:	PC/MAC/eReader/Tablet
:	PDF

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.

Christina Keinert-Kisin holds a doctorate in business and economic sciences and a law degree. She studied at University of Vienna and ESCP-EAP, Paris. Her research and teaching is focused on Corporate Social Responsibility, business ethics, gender studies and corporate compliance. She is a legal practitioner specializing in issues of compliance, white-collar crime, and litigation.

	Preface	6
	Acknowledgments	8
	Contents	10
	List of Illustrations	12
	Chapter 1: Introduction	13
	Chapter 2: Persistence of Gender Discrimination in the Workplace	18
	2.1 Terms and Definitions	18
	2.2 Numbers and Developments	21
	2.2.1 Women in Education and Academia	21
	2.2.2 Women as Top Executives	23
	2.2.3 Women on Corporate Boards	26
	2.3 Gender Discrimination: Explanations in Economics	28
	2.3.1 Rationalization of Differential Treatment: Taste for Discrimination	28
	2.3.1.1 Becker: Economics of Discrimination	28
	2.3.1.2 Critique	30
	2.3.2 Rationalization of Differential Treatment: Gendered Reproductive Roles	31
	2.3.2.1 Human Capital Theory	31
	2.3.2.2 Statistical Discrimination	33
	2.3.2.3 Critique	33
	2.3.3 Rationalization of Differential Treatment: Rational Bias	35
	2.3.4 Rationalization of the Status Quo: Pipeline Theory	36
	2.4 Lessons from Economic Theory	37
	Chapter 3: Corporate Social Responsibility: A Theoretical Overview	38
	3.1 Social Claims Towards Private Business: A Debate of Historical Dimension	38
	3.2 The Scope of Corporate Social Responsibility: Definitions and Perspectives	41
	3.3 Carroll: Pyramid of Corporate Social Responsibilities	46
	Chapter 4: Topical Approach: Gender Discrimination as CSR Problem	49
	4.1 Corporate Economic Responsibility for Equal Opportunity	50
	4.1.1 The Relatively Best Candidate for the Job	50
	4.1.1.1 Talent Pool Considerations	50
	4.1.1.2 ``High Flyers´´ and Leadership Effectiveness	52
	4.1.1.3 (Mis-)Match of Person and Job	57
	4.1.2 Diversity: A Potential Source of Competitive Advantage	60
	4.1.2.1 Enrichment on the Individual Level	61
	Individual Background and