by Michael Burkart | Nov 5, 2020 | Uncategorized
As we saw in Part II, it is impossible to design a management system that is impervious to bias. This is the case because any time someone has to use their discretionary judgement, their conscious or unconscious bias can drive the direction of that decision. In any...
by Michael Burkart | Oct 27, 2020 | Uncategorized
In order to mitigate unconscious bias, each management system must be examined. There are four phases to this work: Create a flow chart identifying each step in the process (recruiting, evaluating, promoting, assigning projects, mentoring). At each step in the...
by Michael Burkart | Oct 18, 2020 | Uncategorized
Research by Professors Judd Kessler and Corinne Low indicates that employers continue to show bias against BIPOC candidates, in spite of affirmations about wanting to hire more BIPOC candidates.[1] In that study of 72 employers, 90% continued to rate lower the...
by Michael Burkart | Oct 10, 2020 | Uncategorized
I have some concrete suggestions for any organizational leader whose company is “unable to find qualified BIPOC workers,” as the Wells Fargo CEO recently said. The first thing you need to do is to find out whether your company is perceived as a place where BIPOC...
by Michael Burkart | Sep 21, 2020 | Uncategorized
A recent article in the New York Times is entitled: “Faces of Power: 80% Are White, Even as U.S. Becomes More Diverse.”[1] The article states that about 40% of US residents identify as BIPOC. The article contrasts this statistic with the following data: 94% of...
by Michael Burkart | Sep 16, 2020 | Uncategorized
Of late, I have come across quite a few posts on social media advertising or advocating for anti-racism and diversity training. While I understand it is very much the need of the hour, most of these ‘training sessions’ do have one fundamental flaw. It is a...
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