喻园管理论坛2024年第82期(总第1014期)
演讲主题:Counteracting hiring discrimination: Insights from decision biases and mindsets
主讲人:Krishna Savani香港理工大学教授
主持人:白芸人力资源与组织科学系讲师
活动时间:2024年10月12日（周六）14：30-16：00
活动地点:管院大楼105室
主讲人简介：
KrishnaSavani教授是香港理工大学的管理学教授。他曾在哥伦比亚大学、新加坡国立大学和南洋理工大学工作。他的研究有三个相互关联的项目。第一个项目利用跨文化研究揭示基本心理构念（例如，选择心态、普遍心态），并考察这些构念对个人、组织和社会的影响。他的第二个项目利用人们决策偏见的知识来抵制员工招聘、评估和晋升中的歧视。他的最后一个项目使用机器学习方法生成新颖的假设，并通过实验进行测试。
Krishna Savani教授的研究获得了众多奖项，包括2021年管理学会院士颁发的负责任管理研究奖，以及2016年心理科学协会颁发的Rising Star award。他在2018年被《Poets and Quants》评选为“40位40岁以下最佳商学院教授”之一。他是Society for Personality and Social Psychology、the Association for Psychological Science和the Society for Experimental Social Psychology的成员。目前，他还是《Journal of Personality and Social Psychology》的副编辑。
活动简介：
Recent events have spurred organizations around the world to reconsider their continued lack of gender, race, and other forms of diversity. In this talk, I will share findings from two programs of research that use insights from social psychology and judgment and decision making to help counteract hiring discrimination. Most diversity interventions take a subtractive approach, that is, they seek to dismantle people’s stereotypes. However, these interventions often backfire as people typically resist overt attempts to influence their attitudes. Instead, I document the utility of an additive approach that seeks to crowd out intergroup bias with decision making biases. Specifically, two classic decision-making biases—partition dependence and the default effect—can counteract gender and race discrimination in hiring decisions. In the second project, I identify a lay theory that on the surface is unrelated to diversity but that can still undercut widespread stereotypes. Specifically, a universal mindset about leadership, the idea that most people have high leadership potential, is inconsistent with stereotypes claiming that certain groups have less potential than others. Consequently, people led to adopt a universal mindset are less likely to apply their stereotypes in their decision making, thereby helping reduce bias in hiring decisions. These two programs of research document convergent approaches to promoting diversity, equity, and inclusion in the workplace from multiple theoretical perspectives.
