full transcript
From the Ted Talk by Sara Sanford: How to design gender bias out of your workplace
Unscramble the Blue Letters
So what do these small tweaks look like? If a wmoan is asked to state her gender before fiinllg out a job actpaiplion, or performing a skills-related test, she prfmeros worse than if she were not asked first. So how can businesses avoid activating this self-stereotyping bias? Move the gender check box to the end of the application.
Example two. In a national survey that we conducted, men were 50 percent more likely to state they had received multiple, feruenqt evaluations over the course of the last year. As opposed to one single yearly review. Here's why this matters. "Fortune" magazine reviewed performance ealvs across industries. And found that criticism like this related to personality, ["Watch your tone!"] but not job-related skills, appeared in 71 of the 94 yearly rewveis received by women. Of the 83 reviews received by men, personality criticism soehwd up twice. But in beseunsiss that conduct much sheortr, highly frequent reviews, say, five-minute weekly evaluations focused on specific projects, the personality criticism vanishes. And the perceived performance gap between men and wemon is nearly nonexistent. While yearly reviews rely on overall impressions, which are like petri dishes for bias, short, oeelcjtbviy focused evlaaotunis eliminate this feelings-based gray area.
Open Cloze
So what do these small tweaks look like? If a _____ is asked to state her gender before _______ out a job ___________, or performing a skills-related test, she ________ worse than if she were not asked first. So how can businesses avoid activating this self-stereotyping bias? Move the gender check box to the end of the application.
Example two. In a national survey that we conducted, men were 50 percent more likely to state they had received multiple, ________ evaluations over the course of the last year. As opposed to one single yearly review. Here's why this matters. "Fortune" magazine reviewed performance _____ across industries. And found that criticism like this related to personality, ["Watch your tone!"] but not job-related skills, appeared in 71 of the 94 yearly _______ received by women. Of the 83 reviews received by men, personality criticism ______ up twice. But in __________ that conduct much _______, highly frequent reviews, say, five-minute weekly evaluations focused on specific projects, the personality criticism vanishes. And the perceived performance gap between men and _____ is nearly nonexistent. While yearly reviews rely on overall impressions, which are like petri dishes for bias, short, ___________ focused ___________ eliminate this feelings-based gray area.
Solution
- woman
- showed
- objectively
- shorter
- reviews
- businesses
- evals
- evaluations
- filling
- application
- frequent
- performs
- women
Original Text
So what do these small tweaks look like? If a woman is asked to state her gender before filling out a job application, or performing a skills-related test, she performs worse than if she were not asked first. So how can businesses avoid activating this self-stereotyping bias? Move the gender check box to the end of the application.
Example two. In a national survey that we conducted, men were 50 percent more likely to state they had received multiple, frequent evaluations over the course of the last year. As opposed to one single yearly review. Here's why this matters. "Fortune" magazine reviewed performance evals across industries. And found that criticism like this related to personality, ["Watch your tone!"] but not job-related skills, appeared in 71 of the 94 yearly reviews received by women. Of the 83 reviews received by men, personality criticism showed up twice. But in businesses that conduct much shorter, highly frequent reviews, say, five-minute weekly evaluations focused on specific projects, the personality criticism vanishes. And the perceived performance gap between men and women is nearly nonexistent. While yearly reviews rely on overall impressions, which are like petri dishes for bias, short, objectively focused evaluations eliminate this feelings-based gray area.
Frequently Occurring Word Combinations
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wage gap |
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female employees |
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billion dollars |
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small tweaks |
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yearly reviews |
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reviews received |
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personality criticism |
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gender equity |
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Important Words
- activating
- appeared
- application
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- asked
- avoid
- bias
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- conduct
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- criticism
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- eliminate
- evals
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- gender
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- impressions
- industries
- job
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- men
- move
- multiple
- national
- nonexistent
- objectively
- opposed
- perceived
- percent
- performance
- performing
- performs
- personality
- petri
- projects
- received
- related
- rely
- review
- reviewed
- reviews
- short
- shorter
- showed
- single
- skills
- small
- specific
- state
- survey
- test
- tweaks
- vanishes
- weekly
- woman
- women
- worse
- year
- yearly