Framework

Three levels of EDI intervention

The question it answers

When an HR director finds bias in hiring and promotion, how should process controls, mindset change and structural policy be combined without infringing individual freedom?

Origin
Kahneman, 2011; Young, 2008; European Institute for Gender Equality, 2019
Diagram type
Process by phase
Level of analysis
Firm
Topics
Change managementEthics & corporate governance
Clay steps with a looping glass arrow, icon for change management

Diagram

Three levels of EDI intervention

  1. Control-based
  2. Anonymised CVs, structured interviews, multi-person panels, complaint channelsLimit: cannot stop subtle favouritism.
  3. Change-based
  4. Training, exposure to counter-stereotypes, inclusion panelsLimit: seen as interfering with attitudes; effectiveness not proven.
  5. Structural / policy
  6. Equal pay for equal work; fully paid, non-transferable parental leave for both parents; flexible working; open career development

Pitfalls

Pitfall

Using 'diversity pays' as the main reason; correlation in consultancy data does not prove causation.

Sources

References

Listed A–Z by author surname, Harvard style. A source with a DOI links to https://doi.org/…; one without links to its page or says plainly that it has no DOI.

  1. European Institute for Gender Equality (2019) Parental-leave policies, in Gender Equality Index 2019: work-life balance. Vilnius: EIGE.No DOIeige.europa.euSource page
  2. Kahneman, D. (2011) Thinking, fast and slow. New York: Farrar, Straus and Giroux.No DOISource page
  3. Young, I.M. (2008) ‘Structural injustice and the politics of difference’, in Intersectionality and beyond. Abingdon: Routledge-Cavendish, pp. 289–314.doi:10.4324/9780203890882-23Source page