{"id":1924,"date":"2021-04-13T19:16:53","date_gmt":"2021-04-13T17:16:53","guid":{"rendered":"https:\/\/lam.unisg.ch\/blog\/?p=1924"},"modified":"2021-04-13T19:16:53","modified_gmt":"2021-04-13T17:16:53","slug":"gender-equality-by-design","status":"publish","type":"post","link":"https:\/\/lam.unisg.ch\/blog\/en\/gender-equality-by-design","title":{"rendered":"Gender Equality by Design"},"content":{"rendered":"

Some of the most biased persons are also not only aware of their biases, but feel that their biases are completely justified and unapologetically express them. Remember the biochemist and Nobel laureate, Tim Hunt<\/a>? He brazenly announced that women are not only too emotional for science, but they are also disruptive to men\u2019s scientific accomplishments. This was only 6 short years ago.<\/p>\n

Similarly, our female talent pipeline has been packed with more educated women than<\/a> men<\/a>\u2014including here in Switzerland<\/a>\u2014for decades in many cases. However, equal representation \u00a0is also no automatic cure, as gender bias persists in fields with strong female representation<\/a> (e.g., veterinary sciences), particularly by those who believe gender bias is already solved.<\/p>\n

So, how can we make real progress towards gender equality in organisations?<\/p>\n

Based on recent advances in diversity science and behavioural economics, the evidence suggests we \u00a0might be able to make real progress by design<\/a>.<\/p>\n

Managers and organisations can implement design-inspired interventions for various decisions and applications, although the early career phase <\/a>is perhaps the most critical,\u00a0\u00a0\u00a0 \u00a0given that this is when we lose most of our trained female talents in paid employment. Several steps can be taken:<\/p>\n