Inclusive and Discrimination-Free Personnel Selection

Abstract

Inclusive and discrimination-free personnel selection (IPS) is one of the most critical processes in the Human Resource Management system in inclusive organizations because it determines the efficiency of many other subsequent HRM practices (e.g., training, promotion, and turnover). IPS represents one of the critical “barriers to entry” for individuals to any work organization. In this sense, fairness, equality, and nondiscrimination in the access to employment in a diverse workplace are fundamental objectives that can be achieved through social dialogue. IPS can be conceptualized as procedurally fair. This chapter is organized into three main sections as well as an introduction to relevant concepts within the IPS. The first one introduces some of the most relevant techniques for selection, together with the evidence of criterion-oriented validity, which is the first aspect to be taken into account in inclusive and nondiscrimination in IPS and includes several recommendations on this discrimination-free personnel selection. The second section is devoted to the empirical research on applicant perceptions and reactions to selection techniques and the implications for the practice of IPS. In the third and final section, several justice principles and recommendations are established to evaluate whether a personnel selection procedure is inclusive and discrimination-free.