Breaking Through Bias

Synopsis

More than fifty years after the beginning of the Women's Movement, women are still not "making it" in traditionally male careers.

Women start their careers on parity with men but generally end them far earlier, having achieved less status, lower compensation, and less satisfaction than men. Breaking Through Bias explains that it is the stereotypes about women, men, work, leadership, and family that hold women back, and it presents an integrated set of communication techniques that women can use to avoid the discriminatory consequences of these stereotypes.

This highly practical book makes clear that women don't need to change who they are to succeed in their chosen careers, and they certainly don't need to act more like men. Women do, however, need to be attuned to the negative gender stereotypes that surround them; they need to anticipate the biases these stereotypes foster, and they need to manage the impressions they make to avoid or overcome these biases.

Breaking Through Bias presents unique, practical, and effective advice about how women can at last break through gender bias in the workplace and win at the career advancement game.

Summary

Chapter 1: Understanding Bias

* Defines bias as an inclination or preference toward a particular thing.
* Describes different types of bias, including confirmation bias, affinity bias, and halo effect.
* Provides an example: A hiring manager may favor a candidate who attended the same university they did, even if the other candidate has more relevant experience.

Chapter 2: The Impact of Bias

* Explores the negative consequences of bias in various areas, such as hiring, customer service, and healthcare.
* Discusses how bias can lead to discrimination, unfair treatment, and inaccurate decisions.
* Provides an example: A patient with a mental illness may receive suboptimal care if a healthcare provider holds negative stereotypes about individuals with mental health conditions.

Chapter 3: Identifying and Overcoming Bias

* Offers strategies for identifying and acknowledging biases.
* Provides tools for mitigating bias, such as using structured interview questions and seeking feedback from diverse perspectives.
* Provides an example: A recruiting team may implement a blind hiring process to reduce affinity bias by concealing candidate names and backgrounds.

Chapter 4: Creating a Bias-Free Culture

* Emphasizes the importance of creating a work environment that values diversity and inclusivity.
* Outlines steps leaders can take to promote fairness and reduce bias, such as establishing clear policies and providing bias training.
* Provides an example: A company may launch a diversity and inclusion program to increase representation of underrepresented groups and foster a more equitable workplace.

Chapter 5: The Courage to Change

* Encourages individuals to challenge biased assumptions and behaviors.
* Provides tips for having difficult conversations about bias in a respectful and productive manner.
* Provides an example: An employee who observes a coworker making a biased remark might respectfully question their reasoning and suggest an alternative perspective.

Chapter 6: Building an Inclusive Society

* Extends the concept of bias beyond the workplace to broader social contexts.
* Discusses how bias affects marginalized groups and perpetuates systemic inequalities.
* Provides examples of how individuals and organizations can work together to create a more equitable and inclusive society.