MENGATASI BIAS GENDER DALAM PRAKTIK MANAJEMEN SUMBER DAYA MANUSIA DI TEMPAT KERJA
DOI:
https://doi.org/10.36087/jrp.v7i2.294Kata Kunci:
Bias gender, Bias moral, Teori Landasan Moral, Manajemen Sumber Daya Manusia, Etika organisasi, Intervensi biasAbstrak
Bias gender di tempat kerja masih menjadi isu kritis yang berdampak pada individu dan organisasi, meskipun berbagai upaya kesetaraan telah dilakukan. Artikel ini bertujuan mengeksplorasi keterkaitan antara bias moral dan bias gender dalam praktik manajemen sumber daya manusia (MSDM) dengan menggunakan pendekatan tinjauan literatur sistematis. Penelitian menelaah artikel ilmiah sepuluh tahun terakhir terkait bias gender, keputusan etis, dan Moral Foundations Theory (MFT) sebagai kerangka konseptual. Hasil analisis menunjukkan bahwa interpretasi moral yang berbeda, terutama pada fondasi authority, loyalty, dan sanctity, dapat menimbulkan bias moral yang memperkuat bias gender. Dampak yang muncul mencakup ketidaksetaraan dalam rekrutmen, promosi, evaluasi kinerja, dan alokasi proyek, yang pada akhirnya merugikan kesejahteraan psikologis karyawan dan menghambat kinerja organisasi. Artikel ini mengusulkan strategi intervensi multi-level, termasuk pelatihan reflektif, intervensi naratif, simulasi berbasis social practice, pre commitment strategy, dan mitigasi bias algoritmik, untuk membangun lingkungan kerja yang inklusif dan etis. Temuan ini menegaskan bahwa mengatasi bias gender membutuhkan kombinasi perubahan kognitif individu dan transformasi struktural organisasi.Referensi
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