Work and Gender Equity (WAGE)

Despite progress in women's representation at work, gender gaps still exist in all stages of the employee lifecycle. Business, government, and civil society want to benefit from 100% of the talent pool but unconscious gender bias ingrained in minds and embedded in organizational practices and procedures can get in the way—whether it is during recruitment, hiring, work allocation or promotion procedures.

Research shows that nobody is immune from unconscious bias—as soon as evaluators know the gender of a person, unintentional and implicit bias can creep in—and choosing or promoting a candidate not based on a rational assessment of their capabilities but on stereotypes is not useful in predicting future performance. What are the interventions that can help women navigate these barriers in the workplace and how can organizations "debias" their systems to level the playing field for all?


Image of diverse figures in front of globe. Image of two hands shaking.

Debiasing Systems

Negotiating Systems
Behavioral design offers a fresh look at how we can debias systems and structures to advance gender equity. Within gendered systems, negotiation skills are needed to overcome behavioral expectations and give women and other marginalized groups a sense of agency over financial and social outcomes.