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Record Nr. |
UNINA990008167540403321 |
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Autore |
Dell'Acqua, Mario |
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Titolo |
Progetti di architettura 1986-1989 / Mario Dell'Acqua |
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Pubbl/distr/stampa |
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Salerno : Boccia, stampa1989 |
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Descrizione fisica |
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58 p. : quasi tutte planimetrie ; 21 cm |
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Locazione |
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Collocazione |
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SEZ.NA B 753 |
SEZ.NA B 754 |
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Lingua di pubblicazione |
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Formato |
Materiale a stampa |
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Livello bibliografico |
Monografia |
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2. |
Record Nr. |
UNINA9910254952803321 |
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Autore |
Keinert-Kisin Christina |
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Titolo |
Corporate Social Responsibility and Discrimination : Gender Bias in Personnel Selection / / by Christina Keinert-Kisin |
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Pubbl/distr/stampa |
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Cham : , : Springer International Publishing : , : Imprint : Springer, , 2016 |
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ISBN |
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Edizione |
[1st ed. 2016.] |
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Descrizione fisica |
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1 online resource (248 p.) |
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Collana |
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CSR, Sustainability, Ethics & Governance, , 2196-7075 |
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Disciplina |
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Soggetti |
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Business ethics |
Personnel management |
Sociology |
Sex (Psychology) |
Gender expression |
Leadership |
Business Ethics |
Human Resource Management |
Gender Studies |
Business Strategy/Leadership |
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Lingua di pubblicazione |
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Formato |
Materiale a stampa |
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Livello bibliografico |
Monografia |
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Note generali |
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Description based upon print version of record. |
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Nota di bibliografia |
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Includes bibliographical references. |
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Nota di contenuto |
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Introduction -- Persistence of Gender Discrimination in the Workplace -- Corporate Social Responsibility: A Theoretical Overview -- Topical Approach: Gender Discrimination as a CSR Problem -- Persitance of Discrimination as CSR Failure -- Empirical Study: Discrimitation in Personnel Selection -- Lessons to Learn for Organizational Practice. . |
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Sommario/riassunto |
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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. |
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