Recruteurs sous tensions. Discrimination et diversité au prisme de registres argumentaires enchevêtrés

Cortéséro, Régis; Kerbourc’h, Sylvain; Mélo, David; Poli, Alexandra

doi:10.1016/j.soctra.2013.09.006

Cited by 18 publications

(1 citation statement)

References 12 publications

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“…The French context was chosen because while recruitment discrimination is prohibited by law, individuals involved in recruitment and selection must sometimes juggle contradictory requirements. These contradictions may influence their recruitment practices and give way to biases and discrimination (Cortéséro, Kerbourc'h, Mélo & Poli, 2013). This is similar to other European countries as employment protection laws are created at the European level and thereafter brought into national law to be implemented in each country.…”

Section: Introductionmentioning

confidence: 77%

Recruitment discrimination: how organizations use social power to circumvent laws and regulations

Hennekam

Peterson

Tahssain-Gay

et al. 2019

The International Journal of Human Resource Management

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This study focuses on the relationships between social power and recruitment discrimination in organizations. We examine how individuals in different hierarchical positions in organizations in France intentionally discriminate in their recruitment practices through various means of circumventing internal and external anti-discrimination policies. Social power theory is used as a theoretical framework. 28 semi-structured in-depth interviews with individuals involved in recruitment in France were conducted, transcribed and analyzed. The findings reveal two distinct strategies used to intentionally discriminate in recruitment. One strategy concentrates on outsourcing recruitment actions. In doing so, organizations can effectively divert the responsibility of upholding anti-discrimination rules and regulations to an outside party. In this strategy, the use of unwritten codes and external pressure (or the threat thereof) are employed so that the outside recruitment agency understands that it is to follow the client's wishes over the law, which relates to coercive power. The second strategy focuses on conducting covertly controlled in-house recruitment through the use of differential and legitimate power to overrule decisions, make use of vague and complex laws, or use costs and administrative difficulties as potential business reasons which may permit discrimination. We add to a growing body of research on recruitment discrimination and power.

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Section: Introductionmentioning

confidence: 77%

Recruitment discrimination: how organizations use social power to circumvent laws and regulations

Hennekam

Peterson

Tahssain-Gay

et al. 2019

The International Journal of Human Resource Management

View full text Add to dashboard Cite

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Attitudes to Justice and Injustice in the Company: Recruiters Faced with the Theme of Non-discrimination and Diversity

Poli

Kerbourc’h

Mélo

2022

Where Has Social Justice Gone?

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Introduction

Gaviria¹,

Mélo²

2018

Agora Débats/Jeunesses

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Recruteurs sous tensions. Discrimination et diversité au prisme de registres argumentaires enchevêtrés

Cited by 18 publications

References 12 publications

Recruitment discrimination: how organizations use social power to circumvent laws and regulations

Recruitment discrimination: how organizations use social power to circumvent laws and regulations

Attitudes to Justice and Injustice in the Company: Recruiters Faced with the Theme of Non-discrimination and Diversity

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