There’s a troubling paradox when it comes to what we know about unconscious bias. Researchers have long found that individual levels of bias can change from one day to the next and they have rarely been able to link individual biases to behaviors. On the other hand, aggregate levels of bias (at the country, state, company level, etc.) are stable and predict biased behavior. A fascinating new study argues that this paradox is explained by the bias of crowds: some environments are more likely to trigger bias in individuals than others. Talent Sonar’s sociologist and CEO wrote a commentary for Psychological Inquiry examining the implication of the bias of crowds theory for businesses.
Tl;dr: companies have a responsibility to create an environment and support processes that limit biases from being triggered.
Eager to implement bias-proof hiring processes?
Read on for a roundup of headlines that got our attention this week, resources you can take back to your team, and recent research findings.
In the news
From sexual harassment scandals to real-world solutions
In an attempt to address the shocking prevalence of harassment, Congress has mandated sexual harassment training for all lawmakers. Unfortunately, research shows that these trainings are not an effective solution. Writing in HR Tech, our CEO argues that organizations can and must address sexual harassment in a meaningful way: by hiring more women.
Resources for team builders
Recource: Culture Amp’s Inclusion Survey
While traditional diversity metrics rely on representation, Culture Amp’s Inclusion Survey measures the employee experience of all groups and highlights where you may have blind spots. This is a very thoughtfully designed survey that allows your organization to benchmark against similar organizations. Plus, it’s free!
Thursday, December 14, 2017 at 10 am PT/ 1 pm ET
Lyft’s Head of Inclusion & Diversity, Tariq Meyers will share the 5 key strategies behind his team’s explosive growth and admirable culture.
What we’re reading
New research shows bias in hiring remains at same level as 25 years ago
A thorough meta-analysis of every available field experiment of hiring discrimination in the last 25 years has found that discrimination based on race in job applications is largely the same today as it was a quarter of a century ago. On average, white applicants receive 36% more callbacks than equally qualified African Americans. White applicants receive on average 24% more callbacks than Latinos. What does Harvard economist Iris Bohnet recommend as the solution? Inclusive job descriptions and identity-blind resume review. Get started today.
Seven steps to reduce bias in hiring
NYU researchers lay out the seven most effective ways to make better hiring decisions in The Wall Street Journal. “The key is taking the bias out of the hiring process, instead of trying to take bias out of the person,” they argue. We’re happy to say that Talent Sonar makes it easy to implement most of their recommendations, including #1 (Check the job description), #3 (Evaluate every résumé the same way), #4 (Identify what you want before interviews begin), and #5 (Stick to a script during interviews).
Pinterest Head of I&D on creating a winning strategy for inclusion
Candice Morgan shares details from her work at Pinterest on how to go beyond numbers and create a culture of inclusion. How? By fostering belonging, uniqueness, and diversity through targeted programing at all levels. We love the holistic, yet rigorous approach.