1. Identify if there is a bias
– you will find symptoms across hiring practices, evaluation practices, bonus allocations, how the airtime with decision makers gets allocated, how the day-to-day communication is conducted (are some favoured more? are some interrupted more when they speak?), and many more…
2. Validate the bias
– how robust are your facts & observations behind it? Draw patterns, is it leader-driven, individual-driven, or group-driven? Discuss with a coach or experienced person. Once you are convinced that bias exists, a moral war starts in your head, and be ready to fight it
3. Assess your situation and define the next step
– this is the tough part. It depends on how make decisions in life. Seek help, confide in your coach whom you can trust
4. Speak up about the bias
– this is indeed the toughest part of the journey. Whether you choose to stay or leave the situation…ensure you speak up about it. I know it’s related to your risk-taking ability BUT this is the route to unlock possibilities… (which includes everything between failure and success, building a support system, etc.). Again, a coach will be of tremendous help; this journey could be long and exhausting!
5. Uplift others who are going through similar bias around you
– This is the radically satisfying part of the journey. Don’t miss this opportunity
If you have even reached step #1, you have made a change at an individual level because many of us choose to ignore the bias
Would like to hear your experiences on how you solved for bias. If you find it meaningful, share in your network
Towards a gender-forward world…
PS: Above is derived from my experience of coaching 100+ women (& a few men too) across career stages.
#breakthebias#iwd2022#genderforward#inclusionmatters#inclusiveleadership