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

3. 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

4. Document Classification: Internal use only

5. 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

6. 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

7. Perceptions of women’s leadership
McKinsey 2014

9. Document Classification: Internal use only

10. 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

11. Contact: Dan Robertson Diversity & Inclusion Director
Employers Network for Equality & Inclusion /