A blog of fresh ideas and findings from organizational leaders and researchers on how they’re making work better, shared regularly.
Would you rather give harsh, truthful criticism or provide nicer, less accurate feedback? It turns out it may depend on how we perceive the recipient, and we wind up sugarcoating feedback for women more often than for men.
Our unconscious biases can help us make decisions quickly but sometimes they may lead us astray, especially when it comes to judging other people. When making hiring and promotion decisions, reduce potential unconscious biases by using these tools.
Google is funding research at Berkeley and MIT to help uncover ways to reduce bias among teachers and help all students excel in computer science and STEM (science, technology, engineering, and math).
For over ten years, Carnegie Mellon University has been successful at enrolling, sustaining, and graduating women in computer science at a much higher rate than national averages. Here are six ways we made it happen.
Dr. Christine Looser examines why it is that we often value our own mental health above our physical well-being but when considering the priorities of others, we usually assume they value their body more than their mind.
Individuals of all types can face bias in the workplace, conscious and unconscious. How they manage bias related to their social group membership is called “identity management” and can have serious consequences, not just for individuals but for managers and organizations too.
Combatting unconscious biases is hard, because they don’t feel wrong; they feel right. But there are things that individuals - employees and managers - can do to mitigate the potentially negative influence of unconscious bias.
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