Tools
These tools take different forms — toolkits, guides, a videobook — but share a common purpose: translating research into frameworks and practical steps to improve the practices and processes where bias, harassment, and other barriers can creep in. Each tool offers change agents an evidence-based starting point for small, targeted interventions to try in their own organization.
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Diagnosing Bias
See Bias | Block Bias Tool: Diagnosing Bias
Identify how bias can impact evaluations of talent and enter into organizational processes.
The Diagnosing Bias toolkit is part of the Lab's See Bias | Block Bias series, drawn from research on how bias can enter decisions about talent and shaped by feedback from practitioners doing the work in their own organizations.
Bias can influence decisions about talent at several points — hiring, performance reviews, project assignments, credit for group work, promotions. This tool can help identify where and how bias may creep in, so processes can be made more fair and effective, and organizations can better value the full range of available talent.
Assessing Performance and Potential: Toolkit
See Bias | Block Bias Tool: Assessing Performance and Potential - Part 1
Learn how to identify how bias creeps into evaluations about performance and potential
The Assessing Performance and Potential two-part toolkit is part of the Lab's See Bias | Block Bias series. It focuses on how bias can shape decisions about who is considered high-performing or high-potential, and offers tools to help organizations evaluate talent more accurately.
The first-part — toolkit: Performance evaluation happens in many contexts, formally and informally — shaping who is identified as high-potential, who is identified as needing improvement, and who gets access to the high-visibility assignments that lead to advancement. This part of the toolkit lays out the research and frameworks behind how bias can enter those evaluations across hiring, development, retention, and advancement.
Assessing Performance and Potential: Guidelines
See Bias | Block Bias Tool: Assessing Performance and Potential - Part 2
Clarify and refine evaluation criteria to help block bias.
The Assessing Performance and Potential two-part toolkit is part of the Lab's See Bias | Block Bias series. It focuses on how bias can shape decisions about who is considered high-performing or high-potential, and offers tools to help organizations evaluate talent more accurately.
The second-part — guidelines: How can organizations keep bias from shaping evaluations of performance? By finding ways to block it, starting with the criteria used to evaluate talent. When those criteria are vague, stereotypes can act as a shortcut, opening the door for bias. These guidelines offer ways to clarify criteria to help close that gap.
Preventing Sexual Harassment
Preventing Sexual Harassment Guide: What Individuals, Managers and Leaders Need to Know
Equip individuals, managers, leaders and policy-setters with evidence-based strategies to prevent sexual harassment.
This guide gives change agents a research-based tool for addressing sexual harassment in their own organizations. Sexual harassment is one of the most persistent barriers to women's leadership in the workplace. Today, the prevalence of sexual harassment in companies, universities, organizations and public institutions is epidemic. This report provides the current state of knowledge about sexual harassment, and provides evidence-based strategies and actions tailored to individuals, managers, and organizational leaders and policy-setters.
Redesigning, Redefining Work
Spark discussion about how workplaces are — and could be — structured.
The Redesigning, Redefining Work Videobook offers research-based frameworks on workplace culture and structure.
Use the RRW Videobook to prompt discussion about how workplaces are and could be structured — the frameworks here offer a broad overview of the challenges organizations face, along with different ways of approaching solutions. Whether as a training video or a course resource, it can provide a starting point for conversations about how to make work more inclusive.