Mitigating Bias/unfairness in Hiring, promotion

Abstract

The work/analysis investigates the common problem of implicit attitude on promotion as well as hiring in the organization. The study explores how it is distinct in making decisions and addressing the influence. The research is based on multi method procedure i.e survey among experienced professionals or employees working in a company, analyzing the present literature in order to comprehend the influence of implicit prejudice on demographics i.e sex, origin/race, economical strength. The research digs into insights concerning to DEI inside the company, throwing light on the pivotal role of the promotion of fair and equitable work space.

It scrutinizes the efficacy of disparate interposition intended at narrowing unseen/latent prejudice, like patterned evaluation/examination and inclusive instruction/training. By probing subsist writing on primary (data), the work/analysis points to bestow operative acumen for firms/institutions endeavouring to augment DEI.

A survey was done among 212 respondents who are experienced individuals. With the help of Chi – square analysis, we can decide the relevance of mitigating implicit prejudice in the process of recruitment and its long-term influence on performance of the organization. The review underlines the need for continuous research and execution of plan to fight unfairness effectively, finally attempting towards a inclusive and diverse work space.