By the early 1990s, public concern in Europe over discrimination against women and minority groups had grown manifestly. This confronted psychologists with the problem of the disproportionate representation of various subgroups in certain kinds of jobs. In this article, the authors deal with the major upheaval in the legal issues that presently shape the selection practices in Europe and the US. Then they turn the attention to the problem of indirect discrimination and the discussion on the validity of some of the most representative assessment devices used in selection.
The number of women earning advanced degrees in science, technology, engineering, and mathematics (STEM) has increased, yet women remain underrepresented at all ranks of the academic hierarchy in these fields. To help explain this pattern, we explored mechanisms in the recruitment and hiring process at the level of the department that hinder or promote the hiring of women into tenure-track positions.