Understanding and Addressing Organizational Inequality

Abstract: Despite the ubiquity of workplace diversity initiatives seeking to address the underrepresentation of women and racial minorities, many organizations remain remarkably homogenous. The current symposium investigates why organizations might struggle to identify sources of inequality that help explain why diversity-related progress remains stagnant, while also highlighting the efficacy of potential solutions. Our first two papers reveal potential sources of workplace inequality: gendered benefits of passion for high potential designation might help men ascend organizational hierarchies more quickly than women, and men in more advantaged positions are less likely to perceive inequity compared to women. Our final three papers examine potential solutions for increasing organizational diversity, including the effectiveness of real-time feedback on increasing gender and racial diversity, the efficacy of a quota on the gender composition of the final candidate set on increasing gender diversity, and finally, whether an intervention that challenges women to close the competitiveness gender gap increases job applications and decisions to compete. Together these papers will contribute to a rich conversation on important questions central to the conflict management domain. For example, how does gender interact with felt-advantage to create conflicting perceptions of organizational inequity? How do shifting standards of diligence from perceived passion result in conflicting assessments of potential for men and women? The current symposium will spark thoughtful discussion, generating insights into why organizational efforts to increase diversity and equity remain slow, and what solutions organizations can implement to make progress.

Keywords: inequality, diversity, interventions