Ethical Data and Bias in HR

This capstone unit examines the limits of presumed impartial data, the dual nature of cognitive and structural biases, and how society’s valuation of human life informs ethical human-resources decisions. Students synthesize referenced scholarship (Chapters 1–8) to propose bias-mitigation strategies and organizational policies that align HR practice with ethical and legal responsibilities.

Learning Objectives

• Analyze the paradoxes of ‘impartial’ data by critiquing at least two case studies and identifying how data design or interpretation can produce biased HR outcomes
• Apply bias-mitigation techniques to two HR processes (e.g., recruitment, performance evaluation) and document procedural changes in a brief implementation plan
• Demonstrate the ability to distinguish specific (individual) versus systemic (institutional) biases in workplace scenarios and recommend three organizational interventions to reduce disparate impact
• Evaluate ethical frameworks concerning the value placed on human life and synthesize evidence from Chapters 1–8 into a policy brief that justifies recommended HR practices and accountability measures