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Engaging Gatekeepers, Optimizing Decision Making, and Mitigating Bias: Design Specifications for Systemic Diversity

Claartje J Vinkenburg1

  • 1VU University Amsterdam, Amsterdam, Netherlands.

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Summary
This summary is machine-generated.

This study offers design specifications for diversity interventions in career systems to reduce bias and improve decision-making. It aims to increase representation of underrepresented groups in leadership roles.

Keywords:
biascareer systemsdecision makingdiversity interventionsgatekeepersmeritocracy

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Area of Science:

  • Organizational Behavior
  • Social Psychology
  • Diversity and Inclusion Studies

Background:

  • Meritocracy paradox leads to underrepresentation of diverse groups in career systems.
  • Existing systemic interventions lack comprehensive design specifications.
  • Optimizing decision-making requires mitigating bias among gatekeepers.

Purpose of the Study:

  • To develop and describe design specifications for systemic diversity interventions in upward mobility career systems.
  • To address the lack of diversity at the top of organizational hierarchies.
  • To provide practical guidance for diversity officers and consultants.

Main Methods:

  • Developing design specifications for systemic diversity interventions.
  • Grounding specifications in empirical evidence of "what works".
  • Illustrating with examples from academic settings: bias literacy, participatory modeling, participant observation.

Main Results:

  • Design specifications for systemic diversity interventions are presented.
  • Examples demonstrate successful bias mitigation and improved decision-making.
  • Interventions aim to promote advancement and representation of nondominant groups.

Conclusions:

  • The proposed design specifications can guide the implementation of effective diversity interventions.
  • These interventions can help overcome the paradox of meritocracy.
  • Increased representation of nondominant groups in leadership is achievable through systemic change.