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wiki:ghc:ghc18:ot664 [2018/10/21 20:44] (current)
shivangibansal created
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 +====== How unconscious bias affects retention of women in the workplace ======
 +
 +===== Presenters =====
 +Dr. Melissa ​ Abad
 +Sociologist,​ Stanford VMWare Women’s Leadership Innovation Lab
 +
 +
 +===== Abstract =====
 +
 +Dr. Abad, a sociologist at the Stanford VMWare Women’s Leadership Innovation Lab, will discuss how unconscious bias operates for women across race and ethnic backgrounds and its consequences for their career trajectories. She will draw on the Lab’s research findings and discuss solutions for both female employees and the companies for which they work.
 +
 +
 +====== Session Notes ======
 +
 +==== State of Affairs ====
 +
 + In 2015, women filled 47% of job positions in United States. Out of this, only 24% were STEM jobs. Data reveals that women with STEM degrees are less likely to work in STEM occupation as compared to their male counterparts.
 +
 +==== Bias ====
 +
 +=== What is Bias? ===
 +
 +Bias - An error in decision making.
 +Stereotypes - Generalized beliefs about a particular group
 +
 +For instance, women are believed to be nice and friendly or they are expected to be academically more inclined towards English as compared to Science. So, if you are any different, then you are at the receiving end of bias.
 +
 +[[http://​php.net|{{wiki:​ghc:​ghc18:​unconsciousbias.jpg}}]]
 +
 +Common example of unconscious bias represented using a cartoon: (In a meeting room full of people) - “That’s an excellent suggestion Miss Triggs. Perhaps one of the men here would like to make it.”
 +
 +
 +=== What leads to unconscious bias? ===
 +
 +  * Categorization by sex and race
 +  * Expectations about the individual
 +  * Bias in how we process information
 +  * Evaluation, Inference, Decision Making
 +
 +People have categorization in their mind based on sex, race, color etc. They form their opinion about you or expect you to behave in a certain way even before you talk, meet or present yourself to them. When you do not meet their expectations or behave any differently,​ it leads to unconscious bias.
 +
 +
 +=== Some fields affected by unconscious bias ===
 +  * Compensation
 +  * Hiring/ Sourcing
 +  * Performance Evaluation
 +  * Promotion
 +  * Career Growth
 +
 +== How bias affects us? ==
 +
 +4 mechanisms of unconscious bias:
 +
 +  * __Extra Scrutiny__: If you are of color or minority, then you are under extra scrutiny wherever you go as compared to a white male. 
 +  * __Higher Bar__: A resume study was done where only the name of the candidate was changed for male to a female name and all qualifications and experience was similar. It revealed that a resume with the name of a female got lesser callbacks. Thus, bar is always higher for a female as compared to male.
 +  * __Additional Criteria__: Females are usually scrutinized using additional criteria. For example, they are expected to be nice. So, if a female is a team leader and aggressive then she’d be at a disadvantage. ​
 +  * __Double Bind__: Women who demonstrate leadership behaviors are penalized for acting against the traditional female gender role. This often leads to female leaders being unpopular. Thus, if a woman acts like a leader, she will be disliked. And If she acts like a woman (kind and compassionate),​ she won’t be seen as a leader.
 +
 +== Strategies to deal with Bias ==
 +
 +  * Build effective networks
 +    * Identify colleagues who you do not know very well and reflect on ways to engage them.
 +    * Identify specific stakeholders who are uniquely situated to help you advance in your organization.
 +    * Identify individuals who could benefit from your mentorship.
 +    * Engage with colleagues to accelerate changes.
 +    * Always try to expand your network beyond white men.
 +    * Invest in building bridges between white women and women of color.
 +    * Rethink your ally-ship. [Degree of isolation among women is heartbreaking.
 +
 +  * Raise Awareness
 +    * Educate people about the effects of stereotypes.
 +    * Develop tools and clear criteria so that everyone is being judged by the same criteria.
 +    * Make effort to ensure people around you have access to unconscious bias training.
 +    * Put a team in place (including corporate communications,​ internal leaders and executive sponsors) and a process for responding, to external and internal events.
 +
 +  * Measure success in small wins
 +    * Mitigating bias in people processes is a long-term, deep commitment. Anticipate backlash, people may not be receptive to changes.
 +    * “Short-term quick-fix” approaches do not work.
 +    * Instead, focus on, and celebrate small-wins.
 +    * Example:
 +      * a difficult but successful conversation;​
 +      * an event where seemingly different groups learned from each other;
 +      * a stand by the CEO.
 +
 +
 +
 +
  
wiki/ghc/ghc18/ot664.txt · Last modified: 2018/10/21 20:44 by shivangibansal