Today we are going to talk about
1. Why would they do that intentionally
2. How do they do it
But before we do that, I am delighted to announce that I have created a QUIZ for you to determine where you really are in your career based on your experience, influence, and impact. So be sure to check out the quiz and invest one minute to get your results right away.
First, why should you interrupt bias on your team?
It’s simple, because “well managed diverse groups outperform homogenous ones and are more committed, have higher collective intelligence, and are better at making decisions and solving problems.”
Second, how do they do it? This is divided into three sections - hiring, managing, and developing.
When hiring, they:
• insist on a diverse pool,
Sixty percent of male managers now say they are uncomfortable participating in work activities with women - activities including socializing, mentoring, and working one-on-one (Source: CNBC Make It: Closing the Gap: 60% of male managers now say they're uncomfortable participating in work activities with women). In other words, they don't participate in work activities with women. By process of elimination, it is quite likely that these same managers DO participate in those work activities with men.
What happens when managers invest time in talent? Workers get better projects, better exposure to high level leaders, they are more likely to have executive ambitions, and are more exited about staying with the company. This is equally true for both men and women.
What happens when workers don't get this attention? They don't get assigned to the better projects, they don't get exposure to leaders, they hold back and back off....