MGTO 231 Human Resources Management Equal Opportunity and the Law Dr. Kin Fai Ellick WONG.
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Transcript of MGTO 231 Human Resources Management Equal Opportunity and the Law Dr. Kin Fai Ellick WONG.
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MGTO 231Human Resources ManagementEqual Opportunity and the Law
Dr. Kin Fai Ellick WONG
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OutlineOutline
Basic conceptsBasic concepts
Equal opportunity in Hong KongEqual opportunity in Hong Kong
Assessment bias and equal opportunity
Assessment bias and equal opportunity
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Basic concepts
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What is equal opportunity?
The effective use of human resources is one of the key elements of every business's success. And equal opportunities is about using human resources effectively. Its basic philosophy is to create a level-playing field for the individual. In the employment world, it means matching the right person with the right job. We focus on people's abilities, not on their gender, marital status, or what they cannot do. Companies will reach their competitive potential when every employee feels fully valued and fully utilized.
Equal Opportunities also means building a society based on meritocracy. What we are saying is: ignore irrelevant factors and give individuals a fair chance to go as far as their talents and abilities can take them. Ensuring equal participation for every individual in all aspects of public life - that's what we are advocating for.
Anna Wu (from EOC homepage)
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What is discrimination?
Stereotype (定型 ), prejudice (偏見 ), and discrimination (歧視 ), are they the same?
Which is the target of the law?
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OutlineOutline
Basic ConceptsBasic Concepts
Equal opportunity in Hong KongEqual opportunity in Hong Kong
Assessment bias and equal opportunity
Assessment bias and equal opportunity
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Equal Opportunities Commission (EOC)
It was established in 1996 Goals
To work towards the elimination of discrimination on the grounds of sex, marital status, pregnancy, disability and family status.
To eliminate sexual harassment, and harassment and vilification on the ground of disability.
To promote equality of opportunities between men and women, between persons with and without a disability and irrespective of family status.
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EOC implements three Ordinances to achieve these goalsSex Discrimination OrdinanceDisability Discrimination OrdinanceFamily Status Discrimination Ordinance
Some of the laws are highly relevant to the HR context
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Chapter 480 Sex Discrimination Ordinance
Some sections highly relevant to the HR context Cap 480 s 7 Discrimination against married, etc. persons in employment field Cap 480 s 8 Discrimination against pregnant women in employment field Cap 480 s 11 Discrimination against applicants and employees Cap 480 s 12 Exception where sex is genuine occupational qualification Cap 480 s 13 Discrimination against contract workers Cap 480 s 18 Persons concerned with provision of vocational training Cap 480 s 19 Employment agencies Cap 480 s 20 Discrimination against commission agents Cap 480 s 23 Employees, etc. Cap 480 s 24 Other sexual harassment
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Chapter 487 Disability Discrimination Ordinance Some sections highly relevant to the HR context
Cap 487 s 11 Discrimination against applicants and employees Cap 487 s 12 Exception where absence of disability is genuine occupational qual
ification
Cap 487 s 13 Discrimination against contract workers Cap 487 s 18 Persons concerned with provision of vocational training Cap 487 s 19 Employment agencies Cap 487 s 20 Discrimination against commission agents Cap 487 s 22 Employees, etc. Cap 487 s 23 Other harassment Cap 487 s 83 Validity and revision of contracts
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Chapter 527 Family Status Discrimination Ordinance
Some sections highly relevant to the HR context Cap 527 s 8 Discrimination against applicants and employees Cap 527 s 9 Discrimination against contract workers Cap 527 s 14 Persons concerned with provision of vocational training Cap 527 s 15 Employment agencies Cap 527 s 16 Discrimination against commission agents Cap 527 s 20 Discrimination in disposal or management of premises
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OutlineOutline
Basic conceptsBasic concepts
Equal opportunity in Hong KongEqual opportunity in Hong Kong
Assessment bias and equal opportunity
Assessment bias and equal opportunity
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Assessment bias and
equal opportunity
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What is a biased assessment?
People with equal ability have different levels of performance as measured by the test
Bias usually occurs when assessing people from groups with different characteristics Gender Race Language proficiency
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Example 1
Suppose there is no difference in intelligence between Blacks and WhitesAn IQ test could have been biased if Whites in
general have scores higher than BlacksThe IQ test may overestimate the intelligence
of Whites and/or may underestimate that of Blacks
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Example 2
Suppose there is no ability difference between boys and girls on academic achievementAn achievement test could have been biased
if girls in general get higher scores than boys from the test
This test may overestimate girls’ performance and/or may underestimate boys’ performance
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Which of the following animals have higher intelligence? Rat, Monkey, Human, Ant, Pigeon
According to the scale of human, the possible order could be Human, Monkey, Rat, Pigeon, Ant
According to the scale of pigeon, the possible order could be Pigeon, Ant, Rat, Monkey, Human
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A possible IQ test developed by Blacks The Chitling Test
A “handkerchief head” is a) a cool cat; b) a porter; c) an Uncle Tom; d) a
hoddi; e) a preacherWhich word is most out of place here?
a) splib; b) blood; c) gray; d) spook; e) African-American
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Assessment bias and test validity
A test is believed to be less bias if it has high validity
Thus, bias can be assessed through the different types of validity we have learnt
In the HR context, criterion-related validity is often used A test may have been biased if its predictions are
differentially accurate for different groups of people Complete the in-class exercise for details
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Some solutions to assessment bias
Three different approaches of solution based on different definitions of bias have been proposedUnqualified individualismQuotaQualified individualism
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Unqualified individualism
Use test to select the most qualified individuals they could find
The goal is to predict those who would perform best on the job or in school
If race or gender was a valid predictor of performance, the unqualified individualist would see nothing wrong with using these variables for assessment and selection
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Quota
Explicitly equalizing race and gender differences
Population has 20% minority groups, then 20% of the employees or students must be from the minority groups
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Qualified individualism
Compromise between unqualified individualism and quota
It selects the best qualified people But it does not take information about
race, gender, and religion into consideration for assessment and selection
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