Page 355 - Discrimination at Work The Psychological and Organizational Bases

ARTHUR AND DOVERSPIKE
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planning and alternative work arrangements, are an important benefit that
influences both recruitment and retention.
Altering Discriminatory Behavior of Majority Croup Members
Through Compensation Practices Because total compensation can be
used as both a reward and a motivator, an organization can use its pay
policies to reward nondiscriminatory behaviors and punish discrimina­
tory behaviors (Noe, 2002). Given the global focus of many organizations,
employers have revised their performance appraisal systems to include
ratings of competencies related to diversity. If an organization ties compen­
sation to performance, then the ultimate result is that those employees who
engage in nondisciminatory behaviors are rewarded (e.g., supervisors and
managers who effectively meet specific diversity goals in hiring and reten­
tion). As with majority group members, organizations can also tailor per­
formance appraisal and compensation systems to reward minority group
members whose performance contributes to organizational diversity.

SUMMARY

The objective of this chapter has been to review and discuss HR practices
that can be used to achieve diversity in organizations. Practices pertaining
to staffing, human resource development, and performance management
were discussed in terms of reducing negative effects resulting from these
practices and altering the behaviors of organizational members via these
practices to minimize discrimination and increase diversity. Where avail­
able, we have relied on the extant theory and research. However, some of
our recommendations are speculative and primarily conceptual because
of the limited or in some instances, complete absence of any empirical re­
search that speaks to the specified issue. We hope that in these instances
our speculative extrapolation serves as an impetus for future theory and
research.

REFERENCES

AARP (1993). How to recruit older workers. Washington, DC: Author.
Age Discrimination in Employment Act of 1967 (ADEA) (part of the Fair Labor Standards
Act of 1938), (Pub. L. 90-202), 29 U.S.C. §621 et seq.; 29 C.F.R. Part 1625.1 et seq.
Arthur, W. Jr., Day, E. A., McNelly, T. L., & Edens, P., S. (2003). Meta-analysis of the criterion-
related validity of assessment center dimensions. Personnel Psychology, 56,125-154.
Arthur, W. Jr., Edwards, B. D., & Barrett, G. V. (2002). Multiple-choice and constructed re­
sponse tests of ability: Race-based subgroup performance differences on alternative paper-
and-pencil test formats. Personnel Psychology, 55, 985-1008.