What Works: Gender Equality by Design | Summary and Q&A

TL;DR

Unconscious bias is a natural tendency that can result in bias towards people, but behavioral design can help collapse gender inequality by changing organizations and societal norms.

Transcript

let's face it you're biased but don't get defensive we're built to be biased does your brain think these squares are different shades of grey think again your brain took this shadow into account and made assumptions that this square was darker based on the checkerboard pattern this natural tendency gives us shortcuts to make sense of our world the ... Read More

Key Insights

• 🧠 Unconscious bias is a natural tendency rooted in our brains and affects our perceptions and judgments.
• 🙈 Behavioral design offers practical solutions to mitigate unconscious bias in various fields, such as blind auditions and resume anonymization.
• 🙈 Seeing women in leadership roles and providing role models can challenge societal norms and inspire future generations.
• 🧘‍♀️ Behavioral design interventions have successfully increased the representation of women in leadership positions.
• 🥺 Countries like India have implemented policies to promote women's participation in governance, leading to positive societal outcomes.
• 💱 Changing who we look up to and admire, such as hanging up portraits of underrepresented groups, can challenge biases and promote inclusivity.
• ❓ Addressing unconscious bias is not only a moral imperative but also a strategic move for organizations and societies to tap into diverse talent and perspectives.

Questions & Answers

Q: What is unconscious bias and how does it affect our perceptions?

Unconscious bias refers to the automatic and unconscious judgments we make based on stereotypes and preconceived notions. It affects our perceptions by leading us to make assumptions about others, potentially leading to discriminatory behavior.

Q: How has behavioral design been used to address gender inequality?

Behavioral design has been utilized to collapse gender inequality by implementing measures such as blind auditions, removing names from resumes, and comparing candidates to each other rather than a stereotypical ideal. These interventions have resulted in increased diversity and improved talent acquisition.

Q: Can behavioral design be applied outside of the workplace?

Yes, behavioral design principles can be applied in various settings. For example, mandating reserved seats for women in Indian local governance encouraged women's participation and motivated girls to stay in school. Hanging up portraits of female role models also helps challenge societal perceptions of gender roles.

Q: Why is it important to address unconscious bias?

Unconscious bias perpetuates inequality and hinders progress towards a more inclusive society. By addressing unconscious bias, we can ensure equal opportunities for everyone and tap into a wider pool of talent and perspectives.

Summary

This video explores the concept of unconscious bias and how our natural tendency to make assumptions can result in bias, particularly when it comes to people. It suggests that behavioral design can help us overcome unconscious bias by making small changes in our organizations and society. Examples like adding curtains to auditions for orchestras and removing names from resumes have been proven to reduce bias and increase diversity. The video also highlights the importance of representation and the impact it can have on shaping beliefs and possibilities for individuals. Finally, it encourages viewers to take action and actively design solutions to address bias.

Questions & Answers

Q: How does our natural tendency to make assumptions result in bias?

Our brains are wired to take shortcuts in making sense of the world, and while this can be helpful, it can also lead to bias. For example, our brains may assume that a square is darker based on surrounding patterns, even when the shade is actually the same. When applied to people, these shortcuts can result in stereotyping and bias.

Q: What is the solution to unconscious bias proposed by behavioral design?

Behavioral design suggests that we can overcome unconscious bias by making small changes in our organizations and society. By redesigning processes and systems, we can create environments that allow our biased minds to get things right. For example, adding a curtain to the audition process for orchestras allowed the judges to focus solely on the music, leading to the selection of better talent and an increase in female musicians.

Q: How can organizations reduce bias in hiring processes?

One simple solution is to remove names from resumes, which helps eliminate bias based on gender or ethnicity. This allows access to the full talent pool of candidates and calibrates our minds to focus on the qualifications and skills of applicants. Additionally, comparing candidates to each other rather than an imaginary stereotypical applicant can also help reduce bias and lead to the selection of the best candidates.

Q: How has behavioral design impacted gender diversity in UK companies?

Through behavioral design, the fraction of women on the boards of the UK's largest companies has doubled in a short amount of time. Simple changes like including more female role models on the walls of organizations have made a significant difference in challenging stereotypical beliefs and expanding possibilities for women.

Q: What impact does representation have on individuals and society?

Seeing women in leadership roles, whether in business or politics, changes what people think is possible for themselves and their daughters. When women are visible in influential positions, it encourages other women to believe in their capabilities, speak up, and participate in important conversations and decision-making processes. This can have a ripple effect, leading to positive outcomes such as women staying in school, marrying later, and delaying having their first child.

Q: How has India addressed gender diversity in elected leadership roles?

In 1993, India mandated that one-third of seats be reserved for women to serve as elected leaders at the local level. This policy not only provided new insights into public policy but also empowered women to have a voice in community meetings. The presence of women in leadership roles also served as inspiration for girls in the community to stay in school, pursue dreams, and believe in their own potential.

Q: How has Harvard applied the concept of seeing is believing?

Harvard and other organizations have recognized the impact of seeing women in leadership positions and have taken steps to increase representation. One action they have taken is hanging up more portraits of female role models, providing visual inspiration and challenging the traditional male-dominated narrative. By changing who we look up to on our walls, we can shape beliefs and possibilities for future generations.

Q: Why is it important to actively address bias and redesign how we work, learn, and live?

Overcoming bias is not only the right thing to do, but it is also the smart thing to do. Research and tools exist to help us cheaply and quickly redesign our systems and processes to be more inclusive and diverse. By actively addressing bias, we can tap into the vast talent pool and potential that is often undervalued and underrepresented, leading to better outcomes for individuals and society as a whole.

Takeaways

This video emphasizes the power and influence of unconscious bias and the importance of addressing it through behavioral design. Small changes in our organizations and society, such as removing names from resumes or increasing diversity in representation, can have a significant impact on reducing bias and creating a more inclusive environment. The video urges viewers to take action and embrace this redesign to create a better, fairer society.

Summary & Key Takeaways

• Unconscious bias is inherent in the human brain and can lead to biased assumptions and judgments.

• Behavioral design offers solutions to mitigate unconscious bias and create a more equitable society.

• Examples like implementing blind auditions and removing names from resumes have proven effective in reducing bias and increasing diversity.