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010   $a3-319-29158-0
024 7 $a10.1007/978-3-319-29158-1
035   $a(CKB)3710000000651980
035   $a(EBL)4515769
035   $a(DE-He213)978-3-319-29158-1
035   $a(MiAaPQ)EBC4515769
035   $a(PPN)228319129
035   $a(EXLCZ)993710000000651980
100   $a20160427d2016      u|         0
101 0 $aeng
135   $aur|n|---|||||
181   $ctxt$2rdacontent
182   $cc$2rdamedia
183   $acr$2rdacarrier
200 10$aCorporate Social Responsibility and Discrimination $eGender Bias in Personnel Selection /$fby Christina Keinert-Kisin
205   $a1st ed. 2016.
210  1$aCham :$cSpringer International Publishing :$cImprint: Springer,$d2016.
215   $a1 online resource (248 p.)
225 1 $aCSR, Sustainability, Ethics & Governance,$x2196-7075
300   $aDescription based upon print version of record.
311   $a3-319-29156-4 
320   $aIncludes bibliographical references.
327   $aIntroduction -- 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. .
330   $aThis book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and compliance with existing equal opportunity laws. Sensitive points are identified where social biases, decision-makers' individual economic interests and shortcomings of organizational incentive policies may lead to discrimination against qualified women. The ideas put forward are empirically tested in an original laboratory experiment that examines personnel selection in the male-dominated field of science and technology. It contrasts the selection of applicants with gendered and gender-blind applications available to subjects under controlled conditions. 30% of participants were high-level decision-makers, which is unprecedented in this field of research. The results, highly relevant for organizational practice, are explained and discussed in detail.
410  0$aCSR, Sustainability, Ethics & Governance,$x2196-7075
606   $aBusiness ethics
606   $aPersonnel management
606   $aSociology
606   $aSex (Psychology)
606   $aGender expression
606   $aLeadership
606   $aBusiness Ethics$3https://scigraph.springernature.com/ontologies/product-market-codes/526000
606   $aHuman Resource Management$3https://scigraph.springernature.com/ontologies/product-market-codes/517000
606   $aGender Studies$3https://scigraph.springernature.com/ontologies/product-market-codes/X35000
606   $aGender Studies$3https://scigraph.springernature.com/ontologies/product-market-codes/Y20090
606   $aBusiness Strategy/Leadership$3https://scigraph.springernature.com/ontologies/product-market-codes/515010
615  0$aBusiness ethics.
615  0$aPersonnel management.
615  0$aSociology.
615  0$aSex (Psychology)
615  0$aGender expression.
615  0$aLeadership.
615 14$aBusiness Ethics.
615 24$aHuman Resource Management.
615 24$aGender Studies.
615 24$aGender Studies.
615 24$aBusiness Strategy/Leadership.
676   $a658.408
700   $aKeinert-Kisin$b Christina$4aut$4http://id.loc.gov/vocabulary/relators/aut$0945783
801  0$bMiAaPQ
801  1$bMiAaPQ
801  2$bMiAaPQ
906   $aBOOK
912   $a9910254952803321
996   $aCorporate Social Responsibility and Discrimination$92135944
997   $aUNINA