Report Resources

Snyder 2014.

Ryan et al. 2016.

Cook & Glass 2014.

Change et al. 2019. Token pressures are greater for women of color due to their hyper underrepresentation in professional and leadership roles (Watkins, Simmons & Umphress 2019).

Kanter 1977; Wingfield 2013.

Fine 2010.

Rosette & Livingston 2012.

Karpowitz & Mendelberg 2014.

See “Best Practices for Organizations” in this report for guidance on organizational strategies for reducing bias in your organization.

The Center for WorkLife Law at UC Hastings College of the Law has created a tool kit to support bias interrupters. To learn more about those resources, visit their website at: https://biasinterrupters.org/.

Research finds that both men and women accurately describe biased interactions, but men are less likely than women to describe the behavior as biased, especially if it is subtle or benevolent or reinforces common stereotypes (Becker & Swim 2011).

We provide a list of some resources at the end of this document to help guide your efforts.

Johnson & Smith 2018.

Research finds that most of us suffer from bias blind spot, the tendency to assume we are less biased than others (Scoptelliti et al. 2015). This blind spot leads us to (1) underestimate our own biases; (2) ignore or disregard advice of peers or experts; and (2) overestimate how well we and our organizations are doing when it comes to bias. Be aware of this blind spot so you can avoid it. 

Flexible work arrangements reduce work-life conflict, improve worker health, increase work commitment, improve productivity and raise job performance (Chung & van der Lippe 2018). Remind your colleagues of these benefits.