Abstract
Large numbers of organisations use interviews and psychometric tests as methods of recruiting new employees. The inherent biases of these approaches are examined here for a number of common scenarios and the implications for inclusivity explored. Axiology or Value Science has been proposed as a philosophy and approach that analyses and leverages the concept of value judgement and provides practical methods by which it can be deployed to reduce organisational bias and increase inclusion via identifying, leveraging and raising the levels of cognitive diversity within organisations. In particular, the methods of Axiometrics are examined and contrasted with those of psychometrics; along with a detailed look at its validation in practice. It concludes that Axiometrics is superior to personality and behavioural based psychometrics in fostering diversity and therefore effectiveness in organisations by increasing understanding of people capability.
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Burns, A., Davies, R., Langdon, P.M. (2020). Thinking Bias: The Hidden Talent Excluder. In: Langdon, P., Lazar, J., Heylighen, A., Dong, H. (eds) Designing for Inclusion. CWUAAT 2020. Springer, Cham. https://doi.org/10.1007/978-3-030-43865-4_17
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