Many studies are showing that the traditional diversity trainings don’t work. For example, unconscious bias training effects last 2 days, and can often have an adverse effect. So what does a good gender diversity training & development programme look like?
– What are the key success factors of an effective training programme and how do we evaluate trainings?
– What are the building blocks in terms of training and development for gender equality? What are the key topics to start with, which should follow?
– Who should be trained? Should trainings be only women, or women & men or men only? And how should one train leaders vs middle managers…?
Trainings and workshops geared toward eliminating people’s hidden prejudices are all the rage—but many don’t work. Now the psychologist who made the case for "implicit bias" wants to cure it.
Businesses started caring a lot more about diversity after a series of high-profile lawsuits rocked the financial industry. In the late 1990s and early 2000s, Morgan Stanley shelled out $54 million—and Smith Barney and Merrill Lynch more than $100 million each—to settle sex discrimination claims.
A recent study reveals how company's diversity efforts can backfire if they aren't well-researched and implemented properly.
It won't be long before U.S. minorities are not in the minority anymore. Due to projected growth among Asian, Hispanic and multiracial groups, traditionally underrepresented populations will hit majority status by 2044,
All rules relevant to gender have an effect on living conditions and access to resources for women and men. This effect is known as "gender impact."
Generic unconscious bias training and its umbrella intervention, diversity training, have been around for decades, but they have still failed to close the leadership gender gap.
At Facebook, we believe that understanding and managing unconscious bias can help us build stronger, more diverse and inclusive organizations.
Gender-equality training provides participant(s) with the relevant knowledge, skills and values that allow them to contribute to the effective implementation of the gender-mainstreaming strategy in their field, organisation, institution or country.
Why Women Mean Business showed you why business needs to change. Now Avivah Wittenberg-Cox’s new book shows you how to achieve a healthy and profitable balance.
Gender equality is a moral and a business imperative. But unconscious bias holds us back, and de-biasing people’s minds has proven to be difficult and expensive. Diversity training programs have had limited success, and individual effort alone often invites backlash.
The 2nd edition of this groundbreaking Guidebook addresses what are Inclusion Nudges, explains the three types, and offers over 70 practical interventions to inspire you to foster greater inclusion in your organisations
What separates a great manager from a mediocre one? According to Catalyst’s global report, Inclusive Leadership: The View From Six Countries, it’s the ability to lead with an inclusive mindset.
Bias interrupters are tweaks to basic business systems (hiring, performance evaluations, assignments, promotions, and compensation) that interrupt implicit bias in the workplace, often without ever talking about bias.