Reference: Goya-Tocchetto, D., Kay, A. C., & Payne, B. K. (2024, February 1). Can Selecting the Most Qualified Candidate Be Unfair? Learning About Socioeconomic Advantages and Disadvantages Reduces the Perceived Fairness of Meritocracy and Increases Support for Socioeconomic Diversity Initiatives in Organizations. Journal of Experimental Psychology: General. Advance online publication. https://dx.doi.org/10.1037/xge0001525

Sadly, socioeconomic advantages and disadvantages can significantly impact hiring and promotion decisions.

 

Psychologists studied how learning about past socioeconomic inequalities impacts perceptions of a fair hiring process and outcomes, equal opportunity, political orientation, and policy support. They recruited 3500 participants across five studies. They placed participants in one of three groups in each study: no information, targeted background inequality information, or general inequality information. Participants read about two candidates who worked hard but reached different levels of achievement.

 

Results?  If people learn about past socioeconomic advantages and disadvantages in society, they see less fairness in societies where power is held by people not selected according to merit. Learning of past inequalities also influenced people’s perspectives across political ideologies. They supported fairer work policies and promoted socioeconomic diversity after exposure to information about past inequalities.

 

Employers, be mindful of bias! Diversity brings new ideas and perspectives. Not everyone has access to the same opportunities.  Look for those who are capable of the same growth or work ethic. Understand how past inequalities shape opportunities and thus can inform more equitable policies and practices, leading to fairer outcomes for all individuals.

Written by Jarret Bain B.S.