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2014 | 10 | 59-77

Article title

Using Information Regulation to Enhance Workplace Diversity, Inclusion, and Fairness

Title variants

Regulowanie przepływu informacji w zwiększaniu różnorodności, inkluzji oraz sprawiedliwości w miejscu pracy

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In the U.S., traditional means of promoting improved employment practices – such as public regulation, union pressure, litigation, and long-term employment relationships – have weakened, increasing the power imbalance between employers and their workers and contributing to increased economic inequality in American society. Management theory and empirical evidence suggest that “information regulation” (IR) can significantly affect employer behaviour and contribute to countering these trends. This paper explores development of a large-scale “data utility” in which objective information on the employment practices and employment outcomes of individual employers are collected, curated, made accessible on-line, and actively marketed to a range of stakeholders. The goal is to muster information to empower these stakeholders – from individual workers and their advocates to employers’ key business partners – to reward good employer behaviour and sanction bad behaviour, thereby moving employers toward “high road” practices concerning, among other things, workplace diversity, inclusion, and fairness.
Tradycyjne rozumienie awansu w Stanach Zjednoczonych jako doskonalenia stosowanych praktyk w zakresie zatrudniania, wynikających z regulacji publicznych, presji związków zawodowych, sporów sądowych czy długoterminowych stosunków pracy, osłabło w ostatnim czasie, nadwyrężając siłę nierówności pomiędzy pracodawcami a ich pracownikami oraz przyczyniając się do wzrostu nierówności w amerykańskim społeczeństwie. Teorie zarządzania oraz dane empiryczne wskazują na to, że regulowanie przepływu informacji (IR) w znacznym stopniu może wpłynąć na zachowania pracowników i przyczynić się do przeciwdziałania tym trendom. Artykuł poświęcony jest rozwojowi na dużą skalę „danych użytkowych”, które zawierają rzeczywiste informacje na temat praktyk zatrudniania czy wyników indywidualnych pracowników, pozwalają na ich gromadzenie, wprowadzanie w trybie on-line oraz przesyłanie do szerokiego grona interesariuszy. Celem tych działań jest gromadzenie informacji dla uprawnionych interesariuszy – od indywidualnych pracowników i ich orędowników po kluczowych dla organizacji partnerów biznesowych – aby nagrodzić pożądane zachowania pracowników oraz sankcjonować zachowania niepożądane, a tym samym zachęcać ich do pożądanych praktyk, między innymi z zakresu różnorodności, inkluzji oraz sprawiedliwości.






Physical description


  • Bendick and Egan Economic Consultants, Inc., 4411 Westover Pl. NW Washington, DC 20016, USA


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