Wisdom for Women

Amplification is the process of causing an increase in volume or amount. It was used as a strategy by women in the White House to fight gender bias. Research shows women get interrupted more, are given less credit, or penalized for speaking out. In White House meetings, “when a woman made a key point, other women would repeat it, giving credit to its author… forcing men in the room to recognize the contribution.”

To all those with less power – there is strength in numbers!

Reference: The amazing tool that women in the White House used to fight gender bias - Vox

The Contrarion or Devil’s Advocate role is where an individual is assigned to be the critic of the proposed decision or widely-held viewpoint. Having a role for a member to express diverging opinions and alternate perspectives can combat group think and expose limitations and unconscious biases. The result can be high-quality decision-making that is innovative and equitable.

Reference: 3 Tools for Effective Business Decision Making | by Sorin Dumitrascu | Loud Updates | May, 2022 | Medium

This question is an example of perspective-taking, which is taking a mental walk in someone else’s shoes. In one experiment, participants wrote a few sentences imagining specific challenges a person with a marginalized identity might face. This increased their internal motivation to respond without prejudice toward the marginalized group and pro-diversity attitudes that persisted eight months later.

Reference: Lindsey A, King E, Hebl M, & Levine N. (2015). The impact of method, motivation, and empathy on diversity training effectiveness. Journal of Business and Psychology, 30(3), 605-617.

Psychological reactance is a knee-jerk reaction to do the opposite when you believe your choice is being taken away (Steindl et al., 2015). Data shows sometimes resistance or bias increases when DEI-initiatives are made mandatory. Remember Humpty Dumpty? He didn’t have an urge to sit on the wall until he saw the sign that read, “Wall sitting is strictly prohibited, especially if you’re an egg!” When working to engage others in DEI, remember to consider incentives as a viable strategy.  

“Incentive is a more effective method than penalization to teach something.” Kailash Aaithan

Reference: Steindl C, Jonas E, Sittenthaler S, Traut-Mattausch E, & Greenberg J. (2015). Understanding Psychological Reactance: New Developments and Findings. Zeitschrift fur Psychologie, 223(4), 205–214.

Language is powerful. Our language can communicate respect and make people feel included. If we are not careful, it can marginalize. Take care to use language that reflects people’s lived experiences and humanity and demonstrates a desire to ensure everyone feels valued and that they belong.  

Inclusive Language is person-centered, gender neutral, non-ableist, open to change: 

“The words we choose and the language we use have the power to affect the people and the world around us.” -Amy Agarwal  

“Language does not just describe reality. Language creates the reality it describes.” – Archbishop Desmond Tutu 

Researchers have documented bias in the quality of recommendation letters that are written for various groups of people, particularly for women and people who identify as a racial or ethnic minority. Importantly, these structural/format differences in letters often occur implicitly/unconsciously and without the writer's intent. Letters for male applicants are longer, use stronger language and more emphasis on superlatives/differentiators from other candidates; letters for female applicants are shorter and more frequently focus on relationship building (e.g., "caring"), work ethic, general positive qualities and personal information. They are twice as likely to raise doubts about the applicant.   

To write more equitable letters:

• Write letters of equivalent length, mentioning the candidate by name, ensuring that you use first names or professional titles consistently across the letters you write, regardless of the gender or identity of the candidate.
• Use standout adjectives and strong language.
• Focus on professional achievement, ability. Specifically describe awards, achievements, leadership, scholarship.
• Remove language that includes physical descriptors, general praise, or personal or stereotypical information. Be mindful about language that raises doubts

Include: successful, accomplished, outstanding, excellent, skilled, knowledgeable, insightful, confident, ambitious, independent 

Balance the incorporation of: caring, compassionate, hard-working, conscientious, dependable, diligent, dedicated, tactful, warm, helpful

Further resources/guides to reduce bias in letters of reference and interview ratings:

• University of Arizona: Avoiding Gender Bias in Reference Writing
• Montana State University: Avoiding Racial Bias in Letter of Reference Writing