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What WorksGender Equality by Design PDF â What

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 Behavioural design offers a new solution By de biasing organisations instead of individuals we can make smart changes that have big impacts Presenting research based solutions Iris Bohnet hands us the tools we need to move the needle in classrooms and boardrooms in hiring and promotion benefiting businesses governments and the lives of millions What Works is built on new insights into the human mind It draws on data collected by companies universities and governments in Australia India Norway the United Kingdom the United States Zambia and other countries often in randomised controlled trials It points out dozens of evidence based interventions that could be adopted right now and demonstrates how research is addressing gender bias improving lives and performance What Works shows whatcan be done often at shockingly low cost and surprisingly high speedGender 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 Behavioural design offers a new solution By de biasing organisations instead of individuals we can make smart changes that have big impacts Presenting research based solutions Iris Bohnet hands us the tools we need to move the needle in classrooms and boardrooms in hiring and promotion benefiting businesses governments and the lives of millions What Works is built on new insights into the human mind It draws on data collected by companies universities and governments in Australia India Norway the United Kingdom the United States Zambia and other countries often in randomised controlled trials It points out dozens of evidence based interventions that could be adopted right now and demonstrates how research is addressing gender bias improving lives and performance What Works shows whatcan be done often at shockingly low cost and surprisingly high speedGender 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 Behavioural design offers a new solution By de biasing organisations instead of individuals we can make smart changes that have big impacts Presenting research based solutions Iris Bohnet hands us the tools we need to move the needle in classrooms and boardrooms in hiring and promotion benefiting businesses governments and the lives of millions What Works is built on new insights into the human mind It draws on data collected by companies universities and governments in Australia India Norway the United Kingdom the United States Zambia and other countries often in randomised controlled trials It points out dozens of evidence based interventions that could be adopted right now and demonstrates how research is addressing gender bias improving lives and performance What Works shows whatcan be done often at shockingly low cost and surprisingly high speed


5 thoughts on “What WorksGender Equality by Design

  1. says:

    We hear a lot about people trying to fix gender equality issues with little success or even denying there is a problem This book provides evidence that there is indeed a problem why many existing approaches to tackling it don’t work and lays out proven ways to ameliorate itI’m taking it as given that there is a problem but if you disagree Bohnet provides plenty of evidence of its existence The problem is not restricted to the misogynists actively discriminating it is also due to the unconscious biasses we all have sabotaging our best efforts But unconscious bias training has very little effect And stereotypes are hard to overcome if women aren’t appointed to certain positions because of the stereotype that they aren’t appropriate in those positions then there will never be any evidence to overcome the stereotype So what should we do?The answer Bohnet advocates is behavioural design changing not our innermost biasses but nudging what we do in the right direction After all a bias that is never acted on doesn’t really matter So Bohnet lays out a series of design changes – to our hiring and promotion processes to our team building to our norms and – to make it easier to act in a inclusive way These can be implemented piecemeal using an unfreeze the old behaviours – change to the new behaviours – refreeze stick with the new behaviours processExamples of behavioural design include recruit staff in batches rather than one at a time to reduce the temptation to go for the standard option and to allow for diverse choices interview one on one rather than in panels and aggregate the individual interviewers’ independent scores to avoid groupthink Quotas can help level the playing field to get round the perception that the “beneficiaries” of the quota are under qualified first choose a long list of candidates based on quality and only then use the quota to increase diversity everyone eventually chosen has passed the same quality thresholdSome of the evidence shows possibly counter intuitive effects For example having a “token” minority can backfire the way our biassed brains work means that singletons will typically be judged by their group stereotype not by their individual qualities Including than one person from the particular group allows each to be seen and judged as an individual rather than just as a representative of their class This is the “critical mass” effect a minority shouldn’t be present as less than one third or three people in total This is an interesting approach It implies that if you have a class of say 40 students 30 men and 10 women to be partitioned into teams of four then it is much better to have five teams with two men and two women and five teams all men than to have 10 teams of three men and one womanThere are many relatively simple ideas for change here from wording in job adverts to de risking applications from negotiation processes to stereotype threats from the importance of role models to implementing transparent processes And Bohnet is a strong advocate for the use of data to determine the presence and shape of the problem and the using controlled experiments to determine the effectiveness of the interventionsI have just summarised parts of the advice Bohnet provides the rationale and the evidence If you are serious about improving gender equality and equality for other under represented groups then this is the book for you