Relationship between managerial values and hiring preferences in the context of the six decades of affirmative action in India

Purpose – The purpose of this paper is to explore the relationship between managerial values and preference for hiring of low caste and female job candidates in the context of the six decades of affirmative action in India. Design/methodology/approach – A sample of managers from India filled in a questionnaire indicating their beliefs and values concerning the Indian reservation system, social activism and minority employment. Subjects also made hiring choices in a simulated decision environment. Findings – Findings indicate that managers were marginally in favour of hiring minority candidates and that their values and beliefs concerning minority employment of low caste and female job candidates were mixed. Research limitations/implications – The study used self‐reported questionnaires, and the sample size was small. Future studies are recommended to overcome the limitations. Practical implications – Managers responsible for making hiring decisions should be trained and educated in the need for equity, justice and diversity in the workplace. Originality/value – This investigation provides empirical evidence linking managerial beliefs and values to hiring preferences of minority job candidates.