Recent literature on computational notions of fairness has been broadly divided into two distinct camps, supporting interventions that address either individual-based or group-based fairness. Rather than privilege a single de€nition, we seek to resolve both within the particular domain of employment discrimination. To this end, we construct a dual labor market model composed of a Temporary Labo...

The major purpose of Green Human Resource Management is to create a workforce that recognizes, values, and implements green ideas while upholding the company's goal in practice hiring, selecting, training, developing, rewarding, promoting human capital company. Two key elements HR are protection intellectual eco-friendly practices. Numerous academics have examined value HRM fostering an environ...

Gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices. For women, some of the most harmful gender inequalities are enacted within human resources (HRs) practices. This is because HR practices (i.e., policies, decision-making, and their enactment) affect the hiring, training, pay, and promotion of women. We propose a mo...

The hiring problem is a simple model of on-line decisionmaking under uncertainty. As in many other such models, the input is a sequence of instances and a decision must be taken for each instance depending on the subsequence examined so far, while nothing is known about the future. One famous example of on-line decision-making the secretary problem, formally introduced in the early sixties. Bro...

Prior research on the impact of mandatory quotas in one dimension diversity, other dimensions, shows contradictory results. We seek to resolve this puzzle by relying theory social psychology homophily and recategorization processes hiring. In context a law mandating gender quota Indian boards, we predict find that boards respond hiring new women directors who are similar existing terms caste co...

This article offers a brief comparative look at American and British jurisprudential pending selection reforms, and argues that American states could improve their appointive systems by incorporating modern personnel recruitment and hiring practices. To restore public confidence in the courts, people must believe that judges exercise legitimate authority, undistorted by personal or partisan pre...