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Beyond Bias
Despite extensive and costly diversity initiatives, little progress has been made in recent years in ending workplace gender inequality. Beyond Bias presents a compelling explanation of the reasons for this failure. Current diversity initiatives focus primarily on “teaching” people to be less biased and more inclusive. But this is the wrong focus. As Beyond Bias make clear, workplace gender inequality is a systemic problem caused largely by the (unintended) discriminatory operation of personnel systems, policies, and practices. Beyond Bias presents the four-prong PATH program for directly attacking this structural discrimination—and with it, individuals’ discriminatory conduct:
- Prioritize Elimination of Exclusionary Behavior
- Adopt Bias-free Methods of Decision-Making
- Treat Inequality in the Home as a Workplace Problem
- Halt Unequal Performance Evaluations and Leadership Development Opportunities
In the authors’ characteristically clear and engaging style, Beyond Bias lays out a comprehensive set of actions that organizations can take to ensure women no longer encounter gendered obstacles to their career advancement and find their workplaces engaging, supportive places where they—and everyone—can thrive.
This discussion guide was shared and sponsored in partnership with Hachette.
Book club questions for Beyond Bias by Alton B. Harris
Use these discussion questions to guide your next book club meeting.
Based on your personal experience, are you surprised by the statistics that show that gender inequality is still a pervasive problem in a large number of organizations today? Does it ring true in your organization?
The “cumulative effects” simulation we discuss on pg. 13 captures people’s attention. What was your reaction? Do you believe micro-inequalities exist in your workplace, e.g., a difference in the assignment of plum projects, access to networking or mentoring, or criteria used to evaluate women versus men for advancement?
Did any of the cartoons in this chapter resonate with you? Which ones? Reprise this question for each chapter.
Does leadership in your company believe that the organization is a true meritocracy? Do you? Have you been a part of or overheard conversations where women’s lack of advancement is blamed on the women- either their competency, decisions, or desire to advance?
Have you personally seen – overtly or subtly – any of the “5 Gender Myths” play out in your workplace?
Does the distinction and interaction of structural versus individual biases ring true for you?
Do the 4 specific biases identified in this chapter (affinity bias, gender bias, out-group bias, or status quo bias) resonate with you? One more than the others? If so, which?
Have you been part of a team where you tangibly felt the benefits of diverse perspectives? What was it and how did it work?
Conversely, have you seen problem-solving, or innovation stilted by a lack of diversity or by the manifestation of the 4 biases discussed in Chapter 2 (affinity bias, gender bias, out-group bias, or status quo bias)?
Were you surprised by the discussion of the pros and cons and ultimate impact (or lack thereof) of mandates or disclosures?
Do you have any experience where these have been tried on either a compulsory or voluntary basis and worked/ not worked?
This chapter is one of the most eye-opening in the book for many. What has your experience been with “de-bias-the-individual” training, if any?
What is your reaction to the common types of “fix-the-women” training?
Do the arguments made in this chapter persuade you more, less, or not at all that too much focus is on individual training and not enough attention is being paid to structural discrimination in efforts to eliminate gender inequality?
What is your reaction to the premise that too many men are AWOL in the battle against gender inequality?
Of the 5 reasons offered on page 81 that men are not sufficiently involved, does one more than another ring true for you? Is any other major reason missing in your opinion?
Does the combination of addressing the above concerns men have expressed combined with the three principals presented at the end of the chapter present a compelling enough way to encourage men to be more involved? If not, what is still missing in your opinion?
On first blush, what is your reaction to the four components of the PATH program?
Does one component stand out more than another to you as a particularly impactful way to reduce or eliminate gender inequality in the workplace?
Conversely, does one component feel harder to gain support for or implement?
What do you think the overall response would be if this program were proposed at your organization? Why?
What is your response when you read that 73% of American women report experiencing persistent exclusionary behavior at work?
Are the descriptions of exclusionary behavior offered in this chapter recognizable to you?
Intervening as a bystander can be difficult. What are your thoughts on the proposed suggestions (page 125)?
Do you feel the overall plan laid out in the chapter will help eliminate exclusionary behavior? Is anything missing in your opinion? What would be the hardest part of the plan to implement?
What is your reaction to the 7 approaches laid out in this chapter to avoid discrimination-resistant decision-making? Could you see them being adopted in your organization?
What would be the hardest of the 7 suggestions to implement? Why?
Would you add anything to the suggestions made here?
What is your reaction to the proposition that inequality in the home is a workplace problem?
Do you feel the overall plan laid out in the chapter will help efforts to end gender inequality at work?
What would be the hardest part of the plan to implement?
Would you take away or add anything to the suggestions made here?
Do you feel the overall plan laid out in the chapter will help women advance more equally to men? Why or why not?
What would be the hardest part of the plan to implement?
Would you take away or add anything to the suggestions made here?
Having now read through the PATH program in detail, what do you think the overall response would be if this program were proposed at your organization? Why?
Does one component stand out to you more than another as a particularly impactful way to reduce or eliminate gender inequality in the workplace?
Conversely, does one component feel harder to gain support for or implement?
What do you think of the John Kotter quote on page 218? Do you think the PATH program has the teeth to overcome resistance and make “change stick?” What will be the biggest obstacle as you see it?
Do you agree with the premise that workplace gender inequality will have positive effects on other areas of society?
Beyond Bias Book Club Questions PDF
Click here for a printable PDF of the Beyond Bias discussion questions
Advance Praise for Beyond Bias:
“Beyond Bias offers a curated introduction to the literature on workplace gender bias, and many concrete steps organizations can take to interrupt bias by providing more structure in their business systems.”
--Joan C. Williams, Author of Bias Interrupted: Creating Inclusion for Real and for Good, Harvard Business Review Press, 2021
“Beyond Bias’s actionable best practices equip leaders with the tools to create an equitable and more productive workplace that allows everyone to thrive. The “must read” for every leader who is serious about positioning their organization for success in the 21st century!”
--David G. Smith, PhD, Johns Hopkins University & W. Brad Johnson, PhD, U.S. Naval Academy, authors of Good Guys and Athena Rising
“Finally, a book that tackles workplace gender inequality at the root of the problem. Grounded in solid research, this book is a must for leaders determined to improve business results by fostering deeper engagement from both men and women.”
--Carol Frohlinger, President, Negotiating Women, Inc.
“Beyond Bias is a timely, powerful, and compelling book. In it, Kramer and Harris provide a clear and do-able PATH to create a business climate where people feel trusted and appreciated; one where DE&I is more than hope—it becomes a reality.”
--Andi Simon, Ph.D. Corporate Anthropologist and CEO Simon Associates Management Consultants
“Here it is! We’ve long been in pursuit of creating a bias-free workplace—what is needed to unlock so much potential and profit for our businesses. Yet so many companies have put in place huge efforts that have failed. Through their PATH program, Andie and Al show us how big goals are met through small wins. Focus on the seemingly small practices they outline that compound over time, and you and your organization will reach the goal we all seek.”
--Lee Caraher, CEO, Double Forte, Author of Millennials & Management and The Boomerang Principle, and host of Everything Speaks