What works: gender equality by design
Saved in:
| Main Author: | |
|---|---|
| Format: | Book |
| Language: | English |
| Published: |
Cambridge, Massachusetts ; London, England
<<The>> Belknap Press of Harvard University Press
2016
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| Subjects: | |
| Online Access: | Inhaltsverzeichnis |
| Item Description: | Hier auch später erschienene, unveränderte Nachdrucke |
| Physical Description: | xi, 385 Seiten Diagramme |
| ISBN: | 9780674089037 |
Staff View
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| adam_text | Contents
The Promise of Behavioral Design 1
The violin behind the screen; a well-timed break matters; nudge by nudge;
biases are everywhere; the business case for gender equality; for women, a
matter of life and death; the importance of experimentation; overcoming
gender bias by design
Part One
THE PROBLEM
1. Unconscious Bias Is Everywhere 21
Why people like Howard more than Heidi; the competence- likability
dilemma across cultures; the dangers of having a counterstereo typical job;
survivor bias; statistical discrimination, or why women cannot get a good price
on a used car; who lives in Florida?; the representativeness heuristic; how
your brain forms first impressions; measuring your own biases—the Implicit
Association Test; a taste for discrimination
viii Contents
2. De-Biasing Minds is Hard 44
How to know when to settle and when to take a case to court; self-serving
bias; it’s your bias, not wine; teaching about bias or suppressing it can
backfire; halos and hindsight; when our better natures do not whisper in our
ears; why diversity training programs might not work; moral licensing; taking
advice from the crowd within; a radio soap opera changing norms in Rwanda;
bchaviorally inspired diversity training programs
3. Doing It Yourself is Risky 62
The dilemma of an academic dean at Harvard; why women are less inclined
to negotiate; why President Obama called on female reporters only; the
social cost of asking, and how using “we” can help; why female politicians
in Sweden and the United States speak less than their male counterparts;
transparency is key; negotiating on behalf of others; what, the Pill and
dishwashers have in common; a nudge, not a shove
4. Getting Help Only Takes You So Far 82
Evaluating leadership development programs; bridging the gender promotion
gap through mentoring; how a business training program in India did
not work for everyone; mentors or sponsors—what s the difference?; from
leadership training to leadership capacity building; why representation
matters; social networks can help you achieve your goals
Pa rt Two
HOW TO DESIGN TALENT MANAGEMENT
5. Applying Data to People Decisions 103
How people analytics helped new mothers at Google; why female
stockbrokers earned less and female professors at MIT had smaller labs
than their male counterparts; using evaluation and certification tools to
reveal gender gaps; the pitfalls of a meritocracy; signing a form before
completing it increases honesty; how we can improve performance
appraisals; a machine can make predictions better than you can, but
you might not trust it
Contents SX
6. Orchestrating Smarter Evaluation Procedures 123
Pink is for tax bills; why Lakisha needs a longer resume than Emily;
how comparative evaluation can overcome stereotypical judgments; seeking
diversity over cultural fit; the beauty premium trap, halo effects; and
confirmation bias; in praise of the structured interview; check your biases,
frames, and anchors at the door; a smarter approach to hiring and evaluation
7. Attracting the Right People 146
Diet Coke and Diet Pepsi for women—Coke Zero and Pepsi Max for
men; looking for attractive women and experienced men in China; the
economic concept, of sorting; sending the right messages to attract community
health workers in Zambia; what if every work arrangemen t was flexible until
proven otherwise?; why more women apply to jobs when others do so as well;
how long does stardom last?
Pa rî Three
HOW TO DESIGN SCHOOL AND WORK
8. Adjusting Risk 167
De-biasing the SAT; women do not gamble on long odds when running for
public office; who wants to be a millionaire?; testosterone and the winners՝
effect; who else is in the room matters; stereotype threat and self-fulfilling
prophecies on math tests; why the placement oj that checkbox for demographic
characteristics should move; counting to five in the classroom and other
techniques to promote inclusion
9. Leveling the Playing Field 182
Girls outperform boys in reading and writing in Nordic countries and boys
outperform girls in math in Latin American countries; cost-effective
aid—when deworming helps more than scholarships; why formal self-
appraisals should not be shared with managers; competition among the Maasai
in Tanzania versus the Kkasi in India; not everyone is a tennis star; how
feedback can eliminate gender differences in competitiveness; the dictator game
10. Creating Pvole Models 201
The portraits on our walls; why looking at a picture of Hillary instead of Bill
Clinton might make your speech better; the impact of quotas on local politics
in India; how role models change stereotypical beliefs and career aspirations;
becoming a politician; why having a same-sex teacher matters; the scarcity of
role models can turn into a self-fulfilling prophecy; fear of same-sex competition
in Spain; are justices opinions influenced by the gender of their children?
11. Crafting Groups 220
Cooperation works but negotiation may not among groups of women; the
pros and cons of single-sex education; more girls, better classrooms; collective
intelligence; the protective effect of political correctness; diversity, done right,
leads to improved performance; critical mass:gender balance in groups; quotas,
perceived fairness, and the impact of affirmative action; evaluating the impact
of gender diversity and quotas on corporate boards
12. Shaping Norms 244
Why we are more likely to pay our taxes if others do; prescribing social
norms through design; more than one quarter of UK directors on the board
of FTSE 100 companies are female; why we need experiments to evaluate
impact; the battle of the sexes; norm entrepreneurship; why our energy bill is
lower than our neighbor s; the impact of rankings; how I became a jaywalker;
the expressive power of Title IX; gender equality as a company value
13. increasing Transparency 266
What, you should know about restaurant hygiene; on (not) reading disclosure
statements; product labeling: keep it salient, simple, and comparable; eating
food from a plate, not a pyramid; the comply-or-explain approach in Canada
and other countries; what traffic lights have to do with what you choose to
eat; transparency of pay; how accountability can reduce stereotyping and help
o rganizati o ns follow th ro ugh
Designing Change 235
We can do this; the DESIGN mnemonic; effortless and energy-saving design
for lights in hotel rooms; behavioral insights teams across the globe; a leader is
a behavioral designer; overcoming the tension between “want” and “should”;
creating a global movement
Notes 293
Credits 365
367
Index
373
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| spelling | Bohnet, Iris 1966- (DE-588)171270576 aut What works gender equality by design Iris Bohnet Cambridge, Massachusetts ; London, England <<The>> Belknap Press of Harvard University Press 2016 xi, 385 Seiten Diagramme txt rdacontent n rdamedia nc rdacarrier Hier auch später erschienene, unveränderte Nachdrucke Sex discrimination in employment Gender mainstreaming Organizational behavior Diskriminierung (DE-588)4012472-1 gnd rswk-swf Gender Mainstreaming (DE-588)4845903-3 gnd rswk-swf Organisationswandel (DE-588)4075693-2 gnd rswk-swf Arbeitswelt (DE-588)4002805-7 gnd rswk-swf Organisationsstruktur (DE-588)4115464-2 gnd rswk-swf Gender Mainstreaming (DE-588)4845903-3 s Organisationswandel (DE-588)4075693-2 s DE-604 Arbeitswelt (DE-588)4002805-7 s Organisationsstruktur (DE-588)4115464-2 s Diskriminierung (DE-588)4012472-1 s Digitalisierung UB Bamberg - ADAM Catalogue Enrichment application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=028864229&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Bohnet, Iris 1966- What works gender equality by design Sex discrimination in employment Gender mainstreaming Organizational behavior Diskriminierung (DE-588)4012472-1 gnd Gender Mainstreaming (DE-588)4845903-3 gnd Organisationswandel (DE-588)4075693-2 gnd Arbeitswelt (DE-588)4002805-7 gnd Organisationsstruktur (DE-588)4115464-2 gnd |
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| title | What works gender equality by design |
| title_auth | What works gender equality by design |
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