Tolerance beats intolerance, but it is merely “putting up with.” We must move to valuing and appreciating difference – not tolerating it.
The Millennial generation is more diverse and more comfortable with racial and cultural diversity than prior generations. Is this reason to hope that racial bias will disappear? Most people think so. But is it true?
Deaf, Blind, Biased – or Stumped? Why Leaders Don’t Respond to the Business Case for Gender Diversity
Why might the message about the value of diversity not be heard? Why might leaders hear it but not buy it? Why do men who do buy it not take effective action? These are not rhetorical questions. I have some ideas but I want your thoughts.
Unconscious gender bias is the root cause of business’ slow progress in capturing the business benefits of gender diversity. Having unconscious bias is simply human as Shankar Vedantam shows in his book “The Hidden Brain.” It is hard to change ways we aren’t even aware we have been wired, taught or acculturated to think. Our approach starts with helping people understand and appreciate both masculine and feminine strengths – in men and women.
A recent conversation brought to mind how people are missing the mark in trying to achieve gender diversity in leadership. I heard more about (a) how people understand the business value of gender diversity, (b) they don’t know how to get it, and (c) they are still trying to “fix” women instead of eliminating the barriers to gender diversity. How can we shift the focus from “fixing women” to bringing awareness to unconscious gender biases?