In order to reduce women’s underrepresentation in leadership positions, a wide range of diversity trainings has emerged. However, these trainings have been criticized for targeting aspiring women but not personnel decision makers and for only raising awareness about gender stereotypes without suggesting concrete measures to act against them. To address these limitations of previous diversity trainings, we integrate the literature on gender stereotypes and personnel selection and compile a comprehensive model of stereotype-proof personnel selection measures. Moreover, we translate this model into a diversity training concept that combines raising awareness for stereotypes with teaching personnel decision makers how to create organizational structures that prevent stereotypes from influencing decisions. Our evaluation data show that this training concept is able to improve participants’ attitudes toward stereotype-proof selection measures. In addition, it enhances participants’ use of structured interviews—a measure identified as effectively reducing the influence of stereotypes in the selection process.
Bitte loggen Sie sich ein, um Zugang zu diesem Inhalt zu erhalten