Minimizing Workplace Gender and Racial Bias
Abstract
WILLIAM T. BIELBY University of California, Santa Barbara bielbyw@Rsssf: ucsb. ed u Assessment of Yob Applicants. Social Psychology Quarterly 57: 326-339. Glass, Xennifer. 2000. Envisioning the Integration of Family and SVork: Toward a Kinder, Gentler Workplace. Contemporary Sociology 29: 129-43.. Harrod, Wendy J. 1980. Expectations from Unequal Rewards. Social Psychology (;2uarterly 43: 126-30. Hochschild, Arlie R. 1997. Time Bind: When Work Becomes Home and Home Becomes Work. New York: Metropolitan Books. Kessler, Suzanne and Wendy McKenna. 1978. Gender: An Ethnomethodological Approach. New York: Wiley. Lorber, Yudith. 1994. Paradoxes of New Haven, CT: Yale University Press. Major, Brenda. 1989. Differences in Comparisons and Entitlement: Implication for Comparable Worth. Joumal of Social lssues 45: 99-115. Markovsky, Barry, LeRoy F. Smith, and Joseph Berger. 1984. Interventions Persist? American Sociological Review 49: 373-82. Miller, Dale T. and W. Turnbull. 1986. Expectancies and Interpersonal Processes. Annual Review of Psychology 37: 233-56. Pugh, Meredith D. and Ralph Wahrman. 1983. Neutralizing Sexism in Mixed<Sex Groups: Do Women Have to Be Better than Men? American Journal of Sociology 88: 746-62. Ridgeway, Cecilia L. 1982. Status in Groups: Importance of Motivation. American Sociological Review 47: 76-88. . 1991. The Social Construction of Value: Gender and Other Nominal Characteristics. Social Forces 70:367-386. . 1993. Gender, Status, and the Social Psychology o…
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Employers can reduce attribution errors by routinely collecting concrete performance data and implementing evaluation procedures in which evaluators rely exclusively on these data.
“And social scientists have argued that employers can 'reduce attribution errors by routinely collecting concrete performance data and implementing evaluation procedures [including performance ratings] in which evaluators rely exclusively on these data' (Reskin and McBrier, 2000: 235; see also Bielby, 2000).”
From Are Diversity Programs Merely Ceremonial? Evidence-Free Institutionalization (2017) · cites this paper as Bielby, 2000
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Stereotypes and prejudice: Their automatic and controlled components
Devine, P. G. (1989) · Journal of Personality and Social Psychology · doi:10.1037/0022-3514.56.1.5 · Cited by 5,673 · see citing works
What mediates sex discrimination in hiring decisions?
Glick, P., Zion, C., & Nelson, C. (1988) · Journal of Personality and Social Psychology · doi:10.1037/0022-3514.55.2.178 · Cited by 284 · see citing works
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Are Diversity Programs Merely Ceremonial? Evidence-Free Institutionalization
Dobbin, F., & Kalev, A. (2017) · The SAGE Handbook of Organizational Institutionalism · doi:10.4135/9781446280669.n32 · Cited by 56 · see citing works
- Authors
- Bielby, W. T.
- Corresponding author
- Bielby, William T.
- Venue
- Contemporary Sociology
- Publisher
- SAGE Publications
- Published
- 2000-01
- Volume
- 29
- Issue
- 1
- Pages
- 120
- ISSN
- 0094-3061 (ISSN-L)
- OpenAlex
- W2320175801
- Cited by
- 311
- References
- 2
- Citations by year
- 2026: 4 · 2025: 9 · 2024: 10 · 2023: 21 · 2022: 11 · 2021: 17 · 2020: 12 · 2019: 17 · 2018: 14 · 2017: 24 · 2016: 12 · 2015: 14 · 2014: 24 · 2013: 19 · 2012: 12
- FWCI
- 6.67
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Contemporary Sociology A Journal of Reviews (publishedVersion)
- Topics
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Social Sciences › Sociology and Political Science › Names, Identity, and Discrimination Research
- Keywords
- discrimination, gender bias, racial bias, employment discrimination, gender inequality, racial inequality, status, comparable worth, social construction of value, gender roles
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