Evaluations play a critical role in the allocation of resources and opportunities. Although evaluation systems are a cornerstone of organizational and market processes, they often reinforce social and economic inequalities. The body of organizational research on inequality and evaluations is extensive, but it is also fragmented, siloed within specific contexts and types of evaluations (e.g., hiring, performance). As a result, we currently lack a systemic understanding of the conditions under which inequalities emerge. This paper provides a unifying framework to identify how gender and racial inequality is produced and reproduced in evaluations across professional contexts (e.g., digital platforms, entrepreneurship, traditional employment). Our framework categorizes the drivers of inequality into three main areas: prevailing beliefs in evaluative contexts, the design and structure of evaluation processes, and the characteristics of evaluators. Our approach not only sheds light on the common processes that exacerbate inequality but also underscores why an integrative framework is critical for both theoretical advancement and enacting effective reforms.

中文翻译：

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评价中不平等的（再）生产：一个统一的框架，概述了评价结果中性别和种族差异的驱动因素


评估在资源和机会的分配中起着关键作用。尽管评估系统是组织和市场过程的基石，但它们往往会加剧社会和经济不平等。关于不平等和评估的组织研究主体很广泛，但它也是分散的，孤立在特定的背景和评估类型（例如，招聘、绩效）中。因此，我们目前缺乏对不平等出现的条件的系统理解。本文提供了一个统一的框架，以确定性别和种族不平等是如何在跨专业背景（例如，数字平台、创业、传统就业）的评估中产生和复制的。我们的框架将不平等的驱动因素分为三个主要领域：评价环境中的普遍信念、评价过程的设计和结构以及评价者的特征。我们的方法不仅阐明了加剧不平等的常见过程，还强调了为什么综合框架对于理论进步和实施有效改革都至关重要。