The key argument is that while decisionmakers' bias is certainly a culprit, inequality has been institutionalized in the normal way of doing business.
The most effective ways for reducing diversity are thus those that reduce the systemic bias rooted in career systems and in work routines that make it hard for women and minorities to succeed in the workplace. This seminar will present general principles for planning effective diversity programs.
Alexandra Kalev received her Ph.D. from Princeton University, and her M.A. and B.A. from Tel Aviv University. She studies organizations, work and inequality.
Her work on the labor process looks at how the re-organization of work and economic crises affect gender and racial inequality. With Frank Dobbin, she is developing an evidence-based approach to managing diversity in corporations and universities as well as the effects of workforce diversity on firms’ financial performance. Their book "Getting to Diversity: What Works and What Doesn't", was recently published by Harvard University Press.
In other projects Kalev studies meaning making in reaction to experiences of discrimination, focusing on the integration of Israeli Arabs in emerging markets, and the effective innovations for reducing managers' ambivalent bis against older workers.
Kalev is a member of the Advisory Committee to the Israeli Equal Employment Opportunity Commission and since 2016 has been publishing annually the Israeli Diversity Index in collaboration with the Israeli EEOC and the Central Bureau of Statistics. Kalev is also the editor of the journal Israeli Sociology.
Her research article on restructuring and diversity, “Cracking the Glass Cages,” won the W. Richard Scott award of the American Sociological Association section on Organizations Occupations and Work.
This AMCIS Seminar will be on Zoom.
Join the Zoom Meeting here: https://uva-live.zoom.us/j/84565168498