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Minimizing Gender Biases in the Workplace - Video

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We can minimize gender bias by knowingly avoiding stereotypes as shortcuts. Additional strategies include setting clear evaluation criteria before the evaluation process begins and then adhering to them, holding decision makers accountable for their decisions, measuring and reporting our organization’s progress in gender fairness, and legitimating women leaders by vouching for their competence.

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Additional information about Minimizing Gender Biases in the Workplace - Video

Program Highlights

  • Why both men and women are prone to gender stereotyping.
  • How cumulative biases limit women’s rise to leadership positions.
  • Six strategies to reduce or eliminate gender bias.

When we process a lot of information in decision-making, such as evaluating candidates for a position, we unconsciously use cognitive shortcuts, including gender stereotypes, to speed the process. Unfortunately, these stereotypes bias our evaluations and often give men the edge. Drawing from compelling research, Dr. Correll maintains that women are held to higher standards than men, pay a penalty for being mothers, and experience the classic double bind of being viewed as either competent or likable, but not both, limiting their rise in organizations.

We can minimize gender bias by knowingly avoiding stereotypes as shortcuts. Additional strategies include setting clear evaluation criteria before the evaluation process begins and then adhering to them, holding decision makers accountable for their decisions, measuring and reporting our organization’s progress in gender fairness, and legitimating women leaders by vouching for their competence. (55 minutes)

Shelley Correll is the Director of the Clayman Institute for Gender Research and a professor of Sociology at Stanford University. She earned her BA from Texas A&M University and her MA and PhD from Stanford University.

  • Format:DVD
  • Duration: 55 Minutes (2013)

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