2. Moving from Talk to Action – Concrete Steps to Promote Diversity and Inclusion
Dr. Paola Cecchi-Dimeglio, Senior Research Fellow, Harvard Law School and Chair of Research Initiative for Women and Minorities Patricia Gillette, Board Member, Legal Momentum; Board Member and Director of Development, Directwomen; and Co-Chair, The Opt In Project Melanie Heller, Vice President and General Manager, Bloomberg BNA Moderator: Anirma Gupta, Co-Founder, ChIPs and General Counsel, Tanium Inc.

3. Ten years ago, women were underrepresented

4. And ten years later . . .

5. Moving from Talk to Action – Concrete Steps to Promote Diversity and Inclusion

6. Gender Balance System Design[GBSD]: A nudging strategy
Strategy for inclusive Leadership
Preferences & Choices
Data & Analytics driven
OB change
Problems
Male dominated environment
Language and content is gendered
- Job worth applying for?
- Compensation scheme?
- Team-work?
- Flexible work?
Attracting
Evaluation is affected by stereotypes
Filling in blanks [representativeness heuristics and confirmation bias]
Automatic activation
Interview process
Dilemma of cultural fit
Recruiting
Work assignments [valuable accounts]
[Bias] performance appraisal
Credit vs. input
Accountability for success or failure of others
Retaining
Competition vs.Cooperation
Referrals [experience, expertise, reputation]
Origination credit
Client succession
Leadership roles [from partners to Chair]
Sustaining
© 2016 P. Cecchi Dimeglio
Design enablers
Shape content [algorithms / match]
Establishing a sense of belonging [monitor & report]
Desirability of job assignments
Blind evaluation of candidates
Dual evaluations
Structure interviews and assess tasks
Score assignments by value and introduce weighting factors
Comparative and sequential
Capture incentives to bolster success
Support builders
“Quid pro quo”
Leadership toolkit from individual to collective thinking
Capture incentives to gain group support
Source: Paola Cecchi-Dimeglio

7. IMPACT RECRUITING NUDGES
© 2016 P. Cecchi Dimeglio

8. IMPACT RETAINING NUDGES
© 2016 P. Cecchi Dimeglio
Source: Paola Cecchi-Dimeglio

9. Why Gender Balance System Design [GBSD] works…
Summary
Why Gender Balance System Design [GBSD] works…
Its easier to change organizational biases than individual biases
Design solutions exist to attract, promote, retain & sustain women talent within law firms and in-house departments
© 2016 P. Cecchi Dimeglio