This fall, a team including Martha Burwell, an independent consultant, Ruchika Tulshyan, and Artemis Connection, a consultancy focused on aligning strategy and team, were pondering the Seattle tech industry along with our oft-criticized tendency to not talk about issues like race and diversity. To understand what these facts meant for our startups culture, we surveyed more than 315+ employees at start-ups (defined as companies with fewer than 250 employees) in the Seattle area about their experience.
In an effort to become more gender inclusive, the Princeton University HR department has released a new policy in a four-page guideline on words to use instead of “man.”
New software programs aim to do what unconscious bias training has not yet accomplished: Create blind hiring processes and diversify tech workplaces.
“Data drives results. Unless you can measure a problem—and thereby prove it exists—you can’t start solving it.” Melinda Gates on the Gates Foundation’s commitment to investing $80 million toward gathering better data on women and girls in the world’s poorest places, and putting that data to use to improve policies and programs.
Research shows sharing information about salaries makes employees work harder. Here’s how to get started.
Working Mother reports that 25 American companies have been honored as the best companies for multicultural women work in terms of hiring, retention, networking, mentoring and promotion. The bad news is that only 4 percent of corporate executives at these companies are multicultural women – the same rate as in 2009.
At the Women Deliver conference in Copenhagen, Melinda Gates announced a Gates Foundation commitment to filling gaps in data about women’s unpaid labor, improving the accuracy of data around land and property ownership, and using that data to inform civil and government decision-makers about the effects of their existing programs and recommend areas for improvement.
Men vastly outnumber women in both technology and late-night comedy. But it doesn’t have to stay that way. Late-night host Samantha Bee says the “Full Frontal” team made it a priority to diversify its behind-the-scenes staff, with a concerted outreach effort.
Gender equality is a moral and a business imperative. But unconscious bias holds us back, and de-biasing people’s minds has proven to be difficult and expensive. Diversity training programs have had limited success, and individual effort alone often invites backlash. Behavioral design offers a new solution. By de-biasing organizations instead of individuals, we can make smart changes that have big impacts. Presenting research-based solutions, Iris Bohnet provides the tools required to move the needle in classrooms and boardrooms, in hiring and promotion, benefiting businesses, governments, and the lives of millions.
Six years ago, Harvard Business School embarked on one of the most ambitious case studies in its 108-year history. The case: gender inequality. The protagonist: itself. Gender inequality in the business world has long been a topic of conversation and research among academics, but it was only a few short years ago that these issues came to a head at one of the world’s most influential business institutions.