Creating a Level Playing Field

Create effective workplaces where all people can thrive.

Shelley Correll

In many ways, the playing field of work is still tilted in favor of men. Stanford Professor and Faculty Director, Stanford VMware Women's Leadership Innovation Lab, Dr. Shelley Correll explains how errors in judgment and evaluation contribute to a gap in opportunities for women. Evaluations are the gatekeepers to opportunities, promotions, and recognition. It’s natural to look for shortcuts with so much information to process every day. However, when you rely on your gut instincts as a shortcut to make decisions, mistakes can happen. In this talk, Correll explains how to create solutions that scrutinize the ways individuals and organizations make decisions about people and relationships in order to reduce errors. Doing so, you'll create environments where people have opportunities to do their best and be recognized for their work.

Discussion Guide

Use the free discussion guide to reflect on key takeaways from what you've seen or to start the conversation after watching the video with friends or colleagues

Download the guide

Key Takeaways

Stereotypes are widely held, generalized beliefs about people.

Stereotypes act as cognitive shortcuts when processing information and can lead to bias, or errors in decision-making.

Ways Gender Stereotypes Create Bias Against Women

Create a harsher standard for women. Stereotypes can lead us to doubt women’s expertise. As a result, their performance is more heavily scrutinized, and they are required to repeatedly prove their competence.

Shift the criteria used to evaluate women in order to justify a more stereotypical decision.
Create a backlash for women who do not meet our stereotypical expectations.

Six Strategies to Reduce Bias

Educate yourself and decision makers on bias. Raising awareness can reduce reliance on stereotypes
Establish clear criteria in advance of making decisions
Scrutinize the criteria being used. Are these the right criteria for the decision? Or, do they unintentionally screen out certain candidates or outcomes?
Hold decision makers—and yourself—accountable. Explain decisions about people to others.
Be transparent in progress toward goals. Post numbers and keep track of progress
Vouch for the competence of all women, especially women leaders. Talk about their accomplishments, skills and contributions as a means to counter bias.