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  • newswise-fullscreen How do we fight workplace biases that hold women back?

    Shelley Correll, Stanford Graduate School of Business Professor of Organizational Behavior (by courtesy)

In the wake of the #MeToo movement, many businesses and corporations are recognizing that significant effort is still needed to move beyond the gender stereotype biases that hold women back.

According to Stanford Graduate School of Business Professor of Organizational Behavior (by courtesy) Shelley Correll, equality for women has yet to be achieved, and continuous steps must be taken to reduce common biases -- such as the motherhood or likeability penalties -- that plague many corporations today.

Correll is available to speak to the following topics:

How small wins are key to addressing gender bias in the modern workplace

There are no “check-the-box” solutions to curbing bias against women in the workplace. Instead, organizations and leaders must focus on continuous improvement to fight the gender gap that limits the full potential of women in society. For example, small wins like reducing gender biases in workplace evaluations can lead to larger, longer-term changes like hiring more women.

Why biased performance reviews and vague feedback hold women back

During the employee review process, developmental feedback is more likely to focus on business outcomes for men, with less focus on results for women. Not only does this make promotions more likely for men when they hit their goals, but when women miss their goals, it is more unlikely that the necessary feedback will be given to ensure they succeed next time. To combat these biases, employers must develop strict evaluation criteria to be applied equally in similar specificity to all employees.

How technology companies alienate women

Even as women-focused STEM initiatives are designed to pull more women into the technology sector, technology companies are alienating women from their talent pool as early as the recruiting process. Potential solutions could include making female engineers more prominent at recruiting events, showcasing the real-world impact of technology and presenting technical work in ways that appeal to more diverse audiences.

Shelley Correll Bio:

Shelley Correll is a professor of sociology at Stanford University and a professor of organizational behavior (by courtesy) at Stanford Graduate School of Business. She also directs the Stanford VMware Women’s Leadership Innovation Lab and the Clayman Institute for Gender Research. Her expertise is in the areas of gender, workplace dynamics and organizational culture. Correll is committed to uncovering and removing the biases and barriers that limit women’s full participation in society.

To schedule an interview, please contact Jacqueline Wasem at jwasem@ideagrove.com.

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