Title: Debiasing age discrimination in HR decisions

Authors: Christoph Döbrich; Jutta Wollersheim; Isabell M. Welpe; Matthias Spörrle

Addresses: Chair for Strategy and Organization, Technische Universität München, Arcisstr. 21, 80333 Munich, Germany ' Chair for Strategy and Organization, Technische Universität München, Arcisstr. 21, 80333 Munich, Germany ' Chair for Strategy and Organization, Technische Universität München, Arcisstr. 21, 80333 Munich, Germany ' University of Applied Management, Am Bahnhof 2, 85435 Erding, Germany

Abstract: Age discrimination in the workplace is widely acknowledged, but little is known regarding effective interventions against this phenomenon. Therefore, we experimentally investigate debiasing in two HR contexts. Study 1 (N = 176) analyses the effect of direct debiasing (i.e., explicit informative warnings) on age discrimination in work performance appraisals with HR professionals. Study 2 (N = 384) replicates and extends the findings of study 1 by examining the effects of direct as well as indirect (i.e., olding decision makers accountable) debiasing strategies on the emergence of age stereotypes in hiring decisions, using data from 384 personnel selection professionals. Surprisingly, direct debiasing, in general, significantly lowers the influence of age stereotypes on performance appraisal and hiring decisions, whereas indirect debiasing reduces age discrimination in hiring decisions towards older male candidates, but not towards older female candidates.

Keywords: age stereotyping; debiasing; performance appraisals; older candidates; age discrimination; ageism; bias; HR decisions; human resource management; HRM; hiring decisions; personnel selection; gender.

DOI: 10.1504/IJHRDM.2014.069352

International Journal of Human Resources Development and Management, 2014 Vol.14 No.4, pp.219 - 241

Received: 05 Jun 2014
Accepted: 10 Dec 2014
Published online: 13 May 2015 *

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