Public sector organisations concerned with advancing gender equality have increasingly sought to address the adverse effects of unconscious (or implicit) biases on employment processes based on seemingly neutral assessments of merit. In recognition that unconscious biases “may prevent meritocratic systems from working efficiently” (OECD, 2014, p. 67), many Western governments have made unconscious bias training a cornerstone of their gender equality strategies (APSC, 2016; Cabinet Office et al., 2016; Government of Canada, 2017), backed by affirmative action measures aimed at mitigating the discriminatory effects of these involuntary and automatic biases (Banaji and Greenwald, 2013). Applying qualitative content analysis to interviews with 104 managers in three federal agencies where bias awareness and mitigation efforts were underway, this study found general agreement among public sector managers for the proposition that unconscious biases contribute to gender inequality in the workplace, and general support for mitigating their effects. Several managers voiced strong objections to affirmative action as a remedy for bias, however, arguing that it violates the principles of fairness and neutrality embedded in merit, even whilst acknowledging that merit-based employment decisions are potentially riddled with subjective biases. Thus, we argue that current efforts to raise awareness about unconscious biases are unlikely to foster gender equitable results unless combined with a re-evaluation of the merit principle.
References
APSC (Australian Public Service Commission), 2016. Balancing the Future: The Australian Public Service Gender Equality Strategy 2016-2019. Commonwealth of Australia, Canberra.
Banaji, M.R., Greenwald, A.G., 2013. Blindspot: Hidden biases of good people. Delacorte Press, New York.
Cabinet Office, Civil Service, Hancock, M., 2016. Talent Action Plan 2016: Removing the Barriers to Success. United Kingdom Civil Service.
Government of Canada, 2017. Changes to the Appointments Process for Federal Judges [WWW Document]. Department of Justice. URL http://www.justice.gc.ca/eng/csj-sjc/scapq-pncsq.html (accessed 7.28.17).
OECD (Organisation for Economic Cooperation and Development), 2014. Women, Government and Policy Making in OECD Countries: Fostering Diversity for Inclusive Growth. OECD Publishing. OPM (Office of Personnel Management), 2016.
OPM (2016) Government-wide Inclusive Diversity Strategic Plan 2016. U.S. Office of Personnel Management, Washington, DC.
