Decision-making bias in organizations can either have a positive or negative impact. One example that I came across was during a recruitment process of key positions in the organization. The decision that was made during that time went against the organization’s stand on gender inequality. This paper looks into paralysis of analysis on decision bias that I witnessed. As much as everyone in the panel understood the importance of gender equality in the recruitment, they decided to go against the rule. The organization was recruiting two senior officers in the finance department. Out of the six shortlisted applicants, the human resource department was supposed to come up with one male and one female for the job.
However, in the process of interviewing and doing the background check of the applicants, the most qualified was one the female applicants. Surprisingly, she was not given the job because of racial considerations. The interviewing members decided to employ two males, one Caucasian and one African American. This decision was gender biased but the organization wanted to achieve its goal of creating an all-inclusive environment.
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Having an African American among many white employees portrays the picture that the organization can accommodate everyone. Besides, the individual was also qualified, even though not as good as the woman that was dismissed. Diversity at the workplace cannot be underestimated. The decision brought many positive impacts in the department.
Studies show that racial diverse companies are 35% more likely to make higher profits than those that are not all inclusive (Flynn at al., 2017). Since the decision was made, the company has improved customer orientation and employee satisfaction, which has increased return. Employing an African American adds value to other employees hence boosting innovation. The impact the biased decision created can be felt even in other departments. Even marketing the company has become easy because customers appreciate diversity. Having an inclusive culture in an organization has a way of enhancing employee performance.
- Flynn, P. M., Haynes, K., & Kilgour, M. A. (Eds.). (2017). Overcoming Challenges to Gender Equality in the Workplace: Leadership and Innovation. Routledge.
