Organizational psychologist Dr. Barbara Adams says there is transformational power for everyone in diversity and inclusivity, but initiatives like employee training days and inclusive hiring aren’t enough. What we need, says Dr. Adams, is a fundamental shift in mindset about our implicit biases and how they affect every aspect of organizations, from design to hiring practices and beyond. And the goal shouldn’t be to eliminate biases, but to acknowledge them and to do the work to ensure that there’s more than one kind of bias in the room when decisions are being made. Listen to my conversation with Dr. Barbara Adams, author of “Women, Minorities and Other Extraordinary People” to see what’s broken about current organizational diversity initiatives and what we can do to create a workplace that works for all of us.
“The biggest trick is... how do we teach women at any stage to keep knowing what they want and asking for that,” says Leanne Meyer, Program Director of the Carnegie Mellon Leadership and Negotiation Academy for Women. Meyer’s work focuses on two main components that inhibit women’s progress in the workplace: the environments at work and school, and the habits of women themselves. Meyer educates women on the stereotypes and biases holding them back; teaches them to network; how to seek out and make use of the support of sponsors and mentors; and how to understand their environments and not sell themselves short in negotiation.
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