Fixing ourselves is hard: Iris Bohnet on solving bias in the workplace
Oct 16, 2019
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Iris Bohnet, a leading researcher into gender bias and Harvard Kennedy School's academic dean, discusses the ineffectiveness of traditional diversity training programs and the need to focus on fixing processes rather than people. Topics explored include strategies for reducing bias in the hiring process, the impact of language in job advertising, eliminating bias in interviews, biases affecting women's promotions, and performance support bias in the workplace.
Traditional diversity training programs do not effectively reduce bias in the workplace.
Processes and systems, such as blind evaluations and structured interviews, can help mitigate biases in hiring and promotions.
Deep dives
Addressing Unconscious Bias in Hiring and Promotion
Unconscious bias affects hiring and promotion decisions, particularly in regards to gender bias. Research shows that stereotypes and biases impact how individuals evaluate candidates. For example, a case study with Heidi Rosen and Howard revealed that Heidi received lower likability ratings compared to Howard, despite having the same qualifications and achievements. This bias affects both men and women. Diversity training programs have proven ineffective in reducing bias, and it is important to reevaluate traditional approaches. Instead, organizations can employ behavioral design techniques to create processes that prevent biases. Some suggested strategies include blind evaluations, structured interviews, and analyzing language in job advertisements to attract diverse candidates. It is crucial to measure and address biases within systems and procedures.
Performance Support Bias and the Thin File Problem
Performance support bias is prevalent in organizations, where certain individuals are not given equal opportunities to perform and excel. This can lead to the "thin file" problem, where some employees have limited material to submit during evaluations or promotions. Studies have shown that initial opportunities, feedback, and assignments can significantly impact career advancement. It is essential for employers to provide equal support and opportunities to all employees, regardless of their demographics or background. Companies can centralize work allocation, implement structured performance evaluation processes, and encourage employees to seek challenging assignments and career growth.
The Role of Self-Evaluations in Performance Appraisals
Self-evaluations in performance appraisals may contribute to bias in evaluations. Men tend to rate themselves higher than women, and whites tend to rate themselves higher than people of color. Sharing self-evaluations with managers can anchor their assessments and perpetuate bias. It is recommended to avoid sharing self-evaluations and rely on objective criteria and measurements for evaluations. Measuring and focusing on performance rather than self-assessments can help reduce bias and ensure fair evaluations.
Measuring and Systematically Addressing Bias
Measuring bias and addressing it systematically is critical for creating a fair and inclusive work environment. Organizations should implement regular evaluations, collect data on diversity and inclusion, and track progress over time. By identifying and addressing biased practices, such as biased hiring and promotion procedures, organizations can work towards creating equal opportunities for all employees. It is also important to move away from trying to fix individuals and focus on fixing systems and procedures to ensure fairness and reduce biases across various stages of employment.
Iris Bohnet is a behavioral economist, a leading researcher into gender bias, and Harvard Kennedy School's academic dean. She’s got some tough advice for the world’s biggest governments, corporations, and organizations: Stop wasting money on traditional diversity training programs, because they don’t work. But Dean Bohnet tells host Thoko Moyo that there's also good news: By focusing on fixing processes rather than people, we can create workarounds that solve for our stubborn biases.
Bohnet is also co-director of the Women and Public Policy Program at HKS and her research combines insights from economics and psychology to improve decision-making in organizations and society, primarily with a gender or cross-cultural perspective. She is the author of the award-winning book What Works: Gender Equality by Design, and was named one of the "Most Influential People in Gender Policy" by apolitical in 2018 and 2019.
For more about the Women and Policy Policy Program (WAPPP), please visit: https://wappp.hks.harvard.edu/.
PolicyCast is hosted by Harvard Kennedy School Associate Dean of Communications Thoko Moyo. The show is produced by Ralph Ranalli and Susan Hughes.
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