To build a genuinely meritocratic system, it is not enough to claim the value of meritocracy. You need to design processes and policies in a way that limits the opportunity for biases and prejudices to come into play, and that often means relying more on algorithms, transparency, and accountability and less on managerial discretion.
Most of the bias in an organization doesn’t spur form bigotry, racism, or outgroup derogation. It is merely a convenience that is at fault. We prioritize what is comfortable, what is known, and therefore we favor those in our in-group.
The 2013 National Business Ethics Survey (NBES) showed that even though most misconduct metrics are down, they are still pretty alarming. 41% of participants of the survey reported that they observed misconduct, 63% reported what they saw, and 21% of… Read More ›