Nudging Toward Diversity: Applying Behavioral Design to Faculty Hiring
Nudging Toward Diversity: Applying Behavioral Design to Faculty Hiring
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DOI：
10.3102/0034654320914742
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发表时间：
2020-04-08
影响因子：
11.2
通讯作者：
Templeton, Lindsey L.
中科院分区：
文献类型：
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作者：
O'Meara, KerryAnn;Culpepper, Dawn;Templeton, Lindsey L.
这种叙述性和综合性的文献综述综合了关于何时，何地以及如何在大多数美国高等教育环境中使用的教师招聘过程的文献。文献回顾分析了教师招聘过程的“四个阶段”，借鉴了行为经济学和社会心理学的理论。结果表明，虽然许多研究建立了偏见的存在，在招聘，相对较少的研究检查干预措施或“轻推”，可用于减轻偏见，并鼓励招聘和雇用教师确定为妇女和/或教师确定为代表性不足的少数群体。本文随后提出了历史，准实验和随机研究的建议，以测试招聘干预措施与更大的数据库和更多的控制条件比以前使用的，建立以证据为基础的做法，有助于更包容的招聘过程和更多样化的教师的目标。
This narrative and integrative literature review synthesizes the literature on when, where, and how the faculty hiring process used in most American higher education settings operates with implicit and cognitive bias. The literature review analyzes the "four phases" of the faculty hiring process, drawing on theories from behavioral economics and social psychology. The results show that although much research establishes the presence of bias in hiring, relatively few studies examine interventions or "nudges" that might be used to mitigate bias and encourage the recruitment and hiring of faculty identified as women and/or faculty identified as being from an underrepresented minority group. This article subsequently makes recommendations for historical, quasi-experimental, and randomized studies to test hiring interventions with larger databases and more controlled conditions than have previously been used, with the goal of establishing evidence-based practices that contribute to a more inclusive hiring process and a more diverse faculty.