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Fine, Cory R.; Schupp, Robert W.

doi:10.1023/a:1021137321006

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Employee Responsibilities and Rights Journal

2002

DOI: 10.1023/a:1021137321006

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Cory R. Fine

Robert W. Schupp

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Cited by 4 publications

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HRM Role in EEO: Sheep in Shepherd’s Clothing?

Bennington

2006

J Bus Ethics

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Despite a plethora of laws prohibiting discrimination in employment, supporting and enforcing equal employment opportunity (EEO) principles has proven to be an enormous challenge for those charged with this responsibility. The question often asked is who should exercise this role in organizations. Not surprisingly, there has been a call for HRM to become the guardian of EEO in organizations but should human resource managers be male or female, and/or would line managers be better positioned to assume this responsibility? This paper overviews the literature and then summarizes an empirical study that attempted to address the possible impact of these options as they exist in organizations. One hundred and eighty respondents who met the criterion of having interviewed one or more job applicants in the previous 6Â months were systematically selected from business telephone listings. Based on self-reported behaviors, no significant difference was found between the expected and actual distributions of HR and line managers in respect to whether decisions were made on unlawful grounds. The percentage of each respondent category that asked unlawful questions varied from 1% to 36% depending upon the attribute (unlawful ground of discrimination) under consideration. This begs the question as to what value HR managers contribute to EEO in the selection process. The second finding was that significantly less female managers admit to making decisions on the basis of unlawful questions than male managers. Thus, support was found for female line managers as guardians of EEO but no clear justification for HRM in this role. Copyright Springer 2006Discrimination in employment, equal employment opportunity, human resource managers, illegal/unlawful behavior,

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HRM Role in EEO: Sheep in Shepherd’s Clothing?

Bennington

2006

J Bus Ethics

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Predicting Self-Disclosure in Recruitment in the Context of Social Media Screening

Jeske

Lippke

Shultz

2019

Employ Respons Rights J

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The effect of adverse impact in selection practices on organizational diversity: a field study

Sears

2010

The International Journal of Human Resource Management

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Untitled

Cited by 4 publications

References 2 publications

HRM Role in EEO: Sheep in Shepherd’s Clothing?

HRM Role in EEO: Sheep in Shepherd’s Clothing?

Predicting Self-Disclosure in Recruitment in the Context of Social Media Screening

The effect of adverse impact in selection practices on organizational diversity: a field study

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