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Corporate Social Responsibility and Discrimination

Gender Bias in Personnel Selection

  • Book
  • © 2016

Overview

Authors:
  1. Christina Keinert-Kisin

    1. University of Vienna, Vienna, Austria

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  • Examines the principles and mechanisms of gender discrimination in the workplace
  • Describes gender discrimination as a CSR problem
  • Presents and discusses the results of a major laboratory experiment in the male-dominated field of science and technology
  • Includes supplementary material: sn.pub/extras

Part of the book series: CSR, Sustainability, Ethics & Governance (CSEG)

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Table of contents (7 chapters)

  1. Front Matter

    Pages i-xi
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  2. Introduction

    • Christina Keinert-Kisin
    Pages 1-5

  3. Persistence of Gender Discrimination in the Workplace

    • Christina Keinert-Kisin
    Pages 7-26

  4. Corporate Social Responsibility: A Theoretical Overview

    • Christina Keinert-Kisin
    Pages 27-37

  5. Topical Approach: Gender Discrimination as CSR Problem

    • Christina Keinert-Kisin
    Pages 39-121

  6. Persistence of Discrimination as CSR Failure

    • Christina Keinert-Kisin
    Pages 123-145

  7. Empirical Study: Discrimination in Personnel Selection?

    • Christina Keinert-Kisin
    Pages 147-182

  8. Lessons to Learn for Organizational Practice

    • Christina Keinert-Kisin
    Pages 183-192

  9. Back Matter

    Pages 193-242
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Keywords

About this book

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.

Authors and Affiliations

  • University of Vienna, Vienna, Austria

    Christina Keinert-Kisin

About the author

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.

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