Implicit Bias

The Courage to Pay Heed: Knowing and Responding to Implicit Bias

The negative impact of ‘micro-messages’ exist in the workplace as we exercise human preference for our own in-group. Whether it be weaker recommendation letters for women or judgements based solely on the name on the resume, we must continue debiasing training so we are able to acutely catch and change these micro-inequalities.  

Siri and Alexa Reinforce Gender Bias, U.N. Finds

Lack of diversity within artificial intelligence is reinforcing problematic gender biases. The impact of virtual assistants like Apple’s Siri and Amazon’s Alexa, both of which have female names and voices and often respond in a submissive, deflecting manner. The more that culture teaches people to equate women with assistants, the more women will be seen as assistants.

Gender Differences in Accepting and Receiving Requests for Tasks with Low Promotability

Evidence shows that women, more than men, volunteer, are asked to volunteer, and accept requests to volunteer for low promotability tasks. Vertical gender segregation refers to how men and women advance in the workplace and the belief that women will accept such tasks appears as an important driver of these differences.

Sarah Redfield Shines Light On Hidden Bias In The Court Room

Many people tend to think that they don’t need bias training and fail to even recognize their implicit biases. This article details the importance of educating people about implicit bias and its impact on courtroom decisions, as well as mechanisms for interrupting bias.

What it Takes To Be a Trial Lawyer If Your Not a Man

In addition to the absurd amount of motions filed against female lawyers to ‘preclude emotional displays’,  they must also avoid being seen as too ‘soft’ or too ‘strident,’ too ‘aggressive’ or ‘not aggressive enough. This article explores the extreme double standard that exists between female and male lawyers.

She’s Not Mad. She’s Just Using Exclamation Points.

Exclamation points are the emotional fabric softeners of workplace interactions, brightening the tone of exchanges and rounding the edges of tough requests. However, management research has shown that female bosses tread a thin line; too few and they are viewed as hard, too many and they lack gravitas. 

Some New Partners are Troubled by Perceived Bias in the Workplace

More than 70 percent of new partner surveyed said they were dissatisfied with some aspect of their partnership. In a survey in which respondents were asked to rate their satisfaction with seven aspects of partnership, work-life balance, compensation and training and guidance were among the top causes of dissatisfaction.

Here is How Unconscious Bias Holds Women Back

Stereotyping and bias are key contributors to the gender gap in corporate leadership which is why proper training is crucial in creating a more inclusive workspace.