Report Resources

Moss-Racusin et al. 2012.

Madera et al. 2009.

Glass & Fodor 2018.

Headworth 2017.

McPherson, Smith-Lovin & Cook 2001.

Dobbin & Kalev 2018. Informal mentoring programs support the careers of women and minority lawyers; however, many White men lawyers in senior roles are reluctant to reach out to them than if they are assigned through formal mechanisms (Jaffee et al. 2016).

Martinez-Cola’s (2020) recent work on mentoring of students of color finds that White mentors often tokenize or fail to understand the challenges facing their mentees. These challenges can be overcome, however, by providing meaningful and needed guidance and supporting the careers of junior colleagues in inclusive ways.

While our guide is focused on organizational actions, we note that there is a vital and urgent role for White and men allies and co-conspirators to practice “bias interruption” routinely and regularly in the workplace. Allies and co-conspirators can amplify the voices and ideas of women and people of color, name and police everyday bias when it occurs, publicly highlight the accomplishment of their women and minority colleagues and otherwise raise awareness about and advocate for anti-bias initiatives. For guidance on how to become a strong ally in the workplace, we recommend Catalyst’s research-based MARC program: https://www.catalyst.org/marc/

Castilla 2015.

Pettigrew & Tropp 2006; Taschler & West 2016.

Ely, Stone & Ammerman 2014.

Chung & van der Lippe 2018.

Snyder 2014.

Ironically, men’s speaking style is much more dominant and disruptive in the workplace. In work meetings, men speak approximately 75% more than women on average and they interrupt women speakers three times more often than they interrupt men speakers (Hancock & Rubin 2014; Karpowitz & Mendelberg 2014).

Castilla and Benard 2010.