Understanding unconscious gender bias at work (and what we can do about it!) Dan Robertson Director Employers Network for Equality & Inclusion

The human mind must think with the aid of categories The human mind must think with the aid of categories....Once formed, categories are the basis for normal prejudgment. We cannot possibly avoid this process. Orderly living depends upon it.  Gordon Allport

Document Classification: Internal use only

Affinity Bias Lack of role models Individuals and groups gravitate to people like them… Commonness leads to Comfort which leads to Trust and some people being seen as more Competent Lack of role models Informal sponsorship and access to networks Gendered career paths Gender benevolence

Think Manager / Think Male: Double Bind and likeability penalty Strong Intelligent Ego-driven Powerful Dominant Assertive Focused Competitive Emotional Empathetic Strong Intuitive Compassionate Relationship building Consensus building Gossipy Outline of the key facts around how UB works

Perceptions of women’s leadership McKinsey 2014

Document Classification: Internal use only

Stop trying to fix the women Calling out bias Call out attribution bias: men as assertive and confident but women as bossy and… Championing & defending gender initiatives Encourage men to attend a women’s networks as a show of support. Celebrating and encouraging women Become a (male) sponsor Provide speaking opportunity Raise visibility through the allocation of stretch projects Challenging workplace practices: Actively support flexible / agile working Do it yourself

Contact: Dan Robertson Diversity & Inclusion Director Employers Network for Equality & Inclusion 07946 466 180 / dan.robertson@enei.org.uk