gender bias

Does anyone care about bias? Four Things Holding Organizations Back from Inclusive Change

Over the past few months, I’ve been asking myself this question:

Does anyone care about bias?

I needed to answer my question—does anyone care about bias? Am I getting it wrong? Is everyone out there learning, doing the work, making the shifts, making a difference? 

In talking to several people across industries, roles, and interest in this work, I identified four themes on what is holding organizations back from meaningful, inclusive change. Of course, all four of these are deeply intertwined and have cause and effect on one another, but perhaps one stands out more to you than others when it comes to your organization.

Understanding Women's Inequality in the Workplace

Gender inequality remains a critical issue in today's workplace. Despite advancements in gender equality, women still face numerous challenges and disparities compared to their male counterparts. In this post, we delve into the concept of gender inequality in the workplace, explore its historical roots, analyze current statistics and realities, and discuss the top contributors to this issue. Additionally, we examine ways to combat women's inequality, including the importance of legislation and policies, diversity and inclusion initiatives, and empowering women through mentoring and skill training.

Achieving and Promoting Gender Inclusion in the Workplace

In recent years, the conversation about gender inclusion in the workplace has grown louder. With increased attention on wage gaps, lack of representation in leadership roles, and systemic gender biases, it's imperative that businesses take concrete steps to promote gender inclusion. We're delving into the importance of gender inclusion and equality in the workplace, covering its benefits, current state in various industries, strategies to build it, overcoming challenges, leading case studies, and future possibilities.

Boosting Inclusion: How Gender Workplace Diversity Drives Success

In today's diverse and interconnected world, fostering an inclusive and balanced workplace has many benefits. Not only is it morally right to ensure equal representation and opportunities regardless of gender, but it's also a clear business advantage. From technology giants like Google paving the path to inclusivity, small startups and traditional firms alike can gain insight and direction in their journey towards gender diversity. Today we are taking an in-depth look into the nuances of gender diversity, its importance, and its impact on a business's success. We discuss several strategies followed by successful corporates to create an inclusive environment and unravel research findings linking gender diversity to economic benefits and innovation.

Exploring Gender Bias in the Workplace

Gender bias remains a prevalent issue in the workplace. The unequal treatment and opportunities based on gender have long hindered the progress of gender equality. It is crucial to understand the concept of gender bias, the various manifestations it takes in the workplace, and how it can be addressed and overcome. By exploring these topics, we can strive towards creating a more inclusive and fair working environment for everyone.

Unpacking Gender Bias: A Close Look at Its Impact and Our Collective Role

The journey to overcoming gender bias is indeed a collective responsibility. Every single step taken in this direction matters and contributes towards building a more equitable society. However, the key to achieving real change lies in staying committed to the cause and consistently working towards the goal. When it comes to gender equality, change is definitely possible, but it requires persistent efforts from all stakeholders.

Uncovering Unconscious Bias in the Workplace

In today's diverse work environments, it is crucial to address the issue of unconscious bias. Unconscious bias refers to the attitudes and stereotypes that individuals hold towards certain groups, which can influence their actions and decision-making unconsciously. This bias can have a significant impact on employee morale, performance, diversity and inclusion efforts, as well as hiring and promotion processes. In order to foster a bias-free workplace, it is important to recognize and mitigate unconscious bias through self-awareness, tools and techniques, as well as implementing organizational policies and procedures.

Gender Inequality in the Workplace

Gender inequality in the workplace remains a persistent and widespread issue. Women, in particular, continue to face numerous obstacles in pursuing their careers, including unequal pay, limited career development opportunities, and prevalent gender stereotypes. This article will delve into the root causes and consequences of gender inequality in the workplace, as well as discuss strategies and best practices for addressing this issue.

Understanding Unconscious Bias: Definition, Causes, Effects, and How to Overcome

Unconscious bias is the automatic associations or attitudes that people hold about groups of people or individuals, often without awareness or intention. These biases can have a significant impact on decision-making, behavior, and interactions with others. In this post, we're going back to the foundational understanding of unconscious bias, the causes that contribute to its development, the effects it has on individuals and society, and strategies for overcoming it.

Unconscious bias is a natural phenomenon that affects everyone, but it can create negative consequences in various areas of life, such as the workplace, relationships, and social interactions. By understanding its definition, causes, and effects, individuals and organizations can take steps to reduce its impact and create more inclusive environments.

HCMx Radio Podcast: What's Next for Gender Bias

The HCMx Radio podcast is hosted by Rachel Cooke, Michael Rochelle, Mike Cooke and the Brandon Hall Group Analyst Team, and focuses on innovative, cutting-edge human capital management topics. I (Rachel) was thrilled to have a conversation with Rachel Cooke from Brandon Hall Group about “What’s Next for Gender Bias”.

Watch or listen, here!

Supporting Women in the Return to In-Person Work

Along with many of our clients, Gild Collective is beginning the transition back to in-person work. With several in-person workshops scheduled this June, the trend for companies returning to some amount of in-person work is clear.

As the transition to in-person work begins, how can each of us—regardless of role—push back against the negative impacts on women caused by the pandemic, and avoid new ones?

Women in the Workplace 2020: Spotlight on COVID-19

In years past, when the Women in the Workplace study by LeanIn and McKinsey and Company was released, I had been excited. Excited to see progress being made (even slowly) and new insights uncovered on how women can be better supported by their organizations.

The 2020 Women in the Workplace report was released last week, and like many other 2020 headlines, it did not bring with it this sense of excitement or hope. Despite my awareness that women are being disproportionately impacted by the COVID-19 pandemic, I did not anticipate some of these jarring data points.

Case Study: Nielsen Diversity Champions Experience the Gender Inequity Simulator

We loved working with the passionate group of diversity and inclusion champions at Nielsen. Participants in this session were leaders of an employee resource group or key D&I function within the organization. It was the perfect group to experience the Gild Collective Gender Inequity Simulator—part of our Changing Bias Behaviors program.

3 Things You Can Do in 2020 To Be a Better Champion for Gender Parity in your Workplace

On an individual scale, committing oneself to be a person dedicated to mitigating bias and creating cultural change is much simpler. It begins with a choice, or setting a goal. As it happens to be the time of year where we are creating and refining out goals, we encourage you to consider this one: (re)commit yourself to be a champion for intersectional gender parity. While it may seem lofty, there are small changes that you can make on a daily basis to ensure you are living this pledge. 

What I’m Reading: Invisible Women

I recently heard journalist Caroline Criado Perez interviewed on the podcast 99% Invisible. It just so happens that the podcast is aptly named for this episode which dives into Perez’s latest book: Invisible Women: Data Bias in a World Designed for Men. The book explores the data gap in research and design—how so many of our systems and the products we use each day fail to consider women in their basic design. Designing for men is often the default and the range of outcomes can vary from lost time to lost lives.

Balancing the Scales: A Look at Gender Bias in the Legal Industry

According to a study published on PayScale, the legal industry has one of the highest wage gaps not influenced by education or experience, as high as 38.6 percent. While this gap is outrageous at first glance and may appear to never close, there are some noticeable caveats to that statistic. First, while there are more women working in legal professions than men (at 68 percent), men dominate the higher-paying and higher-ranking legal jobs. This statistic also includes legal support workers, paralegals, and secretaries, which slightly skew the statistics because these lower-status jobs are more likely to be filled by women.

Unconscious Bias and Its Effect on Business Decisions: Spotlight on Starbucks

When Starbucks began their run to success in the early 1990s, it was clear the brand wasn’t simply about coffee and over the last year, we have seen many headlines highlighting their hits and misses in an effort to shift their culture. Such indications include their announcement of equal pay as well as their all-staff diversity and inclusion training. If Starbucks has taught us anything in the past year, it is that bringing awareness to unconscious bias and how it affects businesses is imperative.

How Women at Nike Changed Everything, and What It Should Mean to Your Organization

Women at Nike were fed up with sexual harassment and gender discrimination. They decided to do something about it with data. That data changed the narrative of the company forever. Here is what we learned, and what you should learn, too.