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PolicyCast

Fixing ourselves is hard: Iris Bohnet on solving bias in the workplace

Oct 16, 2019
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.
45:44

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Quick takeaways

  • 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.

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