Julie Nelson 
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The test, developed by a UK psychologist, aims to help employers screen candidates for racism, homophobia or prejudice against disabled people.
Based on associative theory, the test attempts to measure our unconscious biases.
While discrimination needs a solution, there are concerns that the test will penalize those who have prejudicial beliefs or feelings, but who nevertheless manage to surmount these and act within the law.
The test could have value as a way of raising the topic of prejudice in the personnel development context - ie highlighting a concern of which the individual might well not be aware and equipping them with strategies for self-management. Identifying prejudice also opens the way to bridging the knowledge gap that underpins it through, for example, empathic experiences.
But as a recruitment tool? Sounds Orwellian to me, but then I'm a white male.
According to the AFP report, the suit alleged that Wal-Mart "discriminated against African Americans on the basis of race in recruitment and hiring."
The suit was filed by Daryal Nelson in 2004, and was given class action certification in 2007.
23 black applicants who submitted claims are to get priority placements.
The store group also agreed to improve diversity training, hiring and promotion practices.
While the UK government is launching a review of bank bonuses and governance, the leader of the House of Commons Harriet Harman has asked the Equality Commission to investigate why men in the financial sector appear to be being paid 40% more than their female counterparts.
When announcing the inquiry Harmon placed the discretionary bonus system at the root both of the financial crisis and discriminatory pay.
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Gender Asbestos at The Economist
In a recent article, “Womenomics: Feminist management theorists are flirting with some dangerous arguments,” The Economist >>
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- on 07 Jan 2010
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