Summary of a great HBR article by Joan C. Williams and Sky Mihaylo
We’re all aware that companies pour millions into anti-bias training annually, aiming for more inclusive, innovative, and effective workforces. The evidence is clear: diverse teams outshine the rest, bringing higher commitment, collective intelligence, and superior decision-making abilities. Yet, the harsh truth is that many bias prevention programs fall short, and some organisations don’t even take the leap. So, what can YOU, as an individual leader, do to ensure your team thrives on diversity?
Understanding Bias: The First Step to Inclusion
Bias is a tough nut to crack, but interrupting it? That’s within our reach. Recognising the four main ways bias shows up in the workplace is crucial:
- Prove It Again – Some need to demonstrate their worth more than others.
- Tightrope – A limited range of acceptable behaviours for certain groups.
- Maternal Wall – The competence of women, especially mothers, is often questioned or conversely they face disapproval for being too career focused.
- Tug-of-War – Disadvantaged groups find themselves pitted against each other because of differing strategies for assimilating – or refusing to do so.Practical Steps to Counter Bias
As leaders, it’s our duty to become bias interrupters. Here’s how:
- Diversify Your Hiring Pool: Insist on a diverse group of candidates. Studies show the odds of hiring a woman or a nonwhite candidate skyrocket with at least two in the final round.
- Objective Criteria & Accountability: Define what “culture fit” really means and hold everyone to the same standards.
- Limit Referral Hiring: Expand your search beyond your immediate network to include a wider range of backgrounds.
- Structured Interviews: Use skills-based questions to ensure fairness and objectivity.
Managing with Inclusivity in Mind
Even the best leaders can fall into the trap of bias in day-to-day management. From ensuring fair distribution of “office housework” to recognising and rewarding the often overlooked contributions of diverse team members, every action counts towards building a more inclusive environment.
Developing Your Team Equitably
Fair performance reviews, equal access to high-potential assignments, and promotions based on merit are non-negotiables. Remember, diversity isn’t just about hiring; it’s about nurturing and developing talent across the board.
Conclusion: Your Role in Driving Change
Change doesn’t happen overnight, but with these strategies, you can start making a difference today. As leaders, we have the power to shape a more inclusive, equitable, and high-performing workplace. Let’s lead by example and make our teams the benchmark for diversity and inclusion in action!
Let’s chat in the comments: What strategies have you found effective in promoting diversity and inclusion within your teams?