Articles for Systemic Bias

Acknowledging Your Bias Isn't Enough

by Julie Graber | on 29 Sep 2020

Acknowledging your bias is all well and good, and it may foster a sense of inclusion, but what will ultimately matter is whether or not diverse talent is nurtured inside the organization.

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White Men Can Increase the Diversity of Executive Leadership in One Move

by Julie Graber | on 8 Sep 2020

We could drive diversity metrics off the chart if every white male executive officer/senior leader would develop a succession plan for his position that would fill his role with someone different - someone whose identity doesn’t match his own. 

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Mandatory Diversity Targets and Concerns About Unqualified Candidates

by Julie Graber | on 23 Jun 2020

Questions about the qualifications of women and people of color come from a place of privilege, where qualifications are assumed. That they only come up when we talk about women and people of color means they are also sexist and racist.

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Why Yet Another Committee Isn't the Answer to Addressing Racial Inequality

by Julie Graber | on 8 Jun 2020

If the Business Roundtable wants to be a part of the solution for racial inequality, they are going to have to focus their efforts inward, at themselves, and address the biases and privilege that got most of them where they are today. 

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Why the Rooney Rule Isn't Enough

by Julie Graber | on 14 Oct 2019

NYC’s comptroller wants big businesses to commit to the Rooney Rule for board and CEO searches. But research shows that a single diverse candidate on a slate has little hope of being successful. It takes two, researchers tell us - two women or two minorities - to disrupt the bias about who will be the right candidate for the job and open up opportunities for women and minorities to advance.

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Systemic Bias: From the Classroom to the Boardroom

by Julie Graber | on 13 Sep 2019

Two great reads on systemic bias from Paolo Gaudiano: it starts in the classroom and follows women all the way to the boardroom. When metrics of success are based on male strengths and norms, there is little room to value what women bring to the table. This is a failure of our systems and practices, not the women whose careers may suffer the consequences.

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