Suggestion: Stop Trying to Achieve Gender Diversity by “Fixing” 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?

Unconscious Gender Bias in Workplace Feedback

She is “helpful” but “too assertive.” He “shows initiative” and “solves problems.” Research shows that the language used in performance reviews for men and women is very different. The language clearly reflects underlying gender bias. Can making managers more aware of their language actually uproot and change gender biases?