Diversity and Minorities: Layered Risks of Discrimination

Abstract

This paper formulates a theory to identify at risk minority/protected class employees. The theory suggest that there are minorities with layered minority discrimination risk, due to the presence of multiple additive factors, which can result in higher eccentricity quotients, and lower idiosyncrasy credit, which in turn results in a more biased view of the employee in terms of lower than average competence. As such the author suggests a process to manage and mitigate ‘extreme’ diversity risk. The author suggests that further research on extreme statistics and rare statistics should be done to determine how to leverage statistics to detect such risks, as such risk are incurred for a small sample of employees. For now the theoretical model based on the reinterpretation of idiosyncrasy credit and notion of layered risk serves as a powerful conceptual tool to help stop or detect such discrimination.