Debiasing age discrimination in HR decisions

Christoph Döbrich, Jutta Wollersheim, Isabell M. Welpe, Matthias Spörrle

Research output: Contribution to journalArticlepeer-review

7 Scopus citations

Abstract

Age discrimination in the workplace is widely acknowledged, but little is known regarding effective interventions against this phenomenon. Therefore, we experimentally investigate debiasing in two HR contexts. Study 1 (N = 176) analyses the effect of direct debiasing (i.e., explicit informative warnings) on age discrimination in work performance appraisals with HR professionals. Study 2 (N = 384) replicates and extends the findings of study 1 by examining the effects of direct as well as indirect (i.e., holding decision makers accountable) debiasing strategies on the emergence of age stereotypes in hiring decisions, using data from 384 personnel selection professionals. Surprisingly, direct debiasing, in general, significantly lowers the influence of age stereotypes on performance appraisal and hiring decisions, whereas indirect debiasing reduces age discrimination in hiring decisions towards older male candidates, but not towards older female candidates.

Original languageEnglish
Pages (from-to)219-241
Number of pages23
JournalInternational Journal of Human Resources Development and Management
Volume14
Issue number4
DOIs
StatePublished - 2014

Keywords

  • Age discrimination
  • Age stereotype
  • Ageism
  • Debiasing performance appraisal
  • Hiring decision
  • Older candidate

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