- A
- accountability, 200–201, 213
- advancement, keys, 89
- advertising, location, 75–76
- affinity
- bias, elimination, 62
- discovery, 26
- affinity groups, 11
- African Americans, hiring, 52
- AI. See artificial intelligence
- algorithmic attrition, 181–182
- algorithmic fairness, 183–184
- Amazon, Leadership Principles, 180
- Ambady, Nalini, 43
- Andersen, Kurt, 193
- “Angry Black person,” perception, 175
- anti-harassment policy, statement/visibility, 165, 176
- applicants, visibility, 75
- artificial intelligence (AI), 179, 209
- Asch, Solomon, 82
- audits
- B
- badges, first names (usage), 165, 176
- Bank of America, trainings, 10
- baseball, bias, 33–34
- Baumeister, Roy, 44
- Beane, Billy, 33–34, 37, 205
- behavioral design, impact, 40–41
- behavioral design techniques, usage, 44–45
- behavioral indicators, 83
- behavioral interview questions, development, 83
- behaviors, moral license, 23–24
- belonging, sense, 163–164
- Benioff, Marc, 129–130
- Bernard, Stephen, 33
- bias, 41–42, 76–78
- action, 180–181
- audit evaluations, 171
- demographic characteristics, relationship, 58
- disruption, 42–44
- elite bias, 72
- encoded bias, 182–183
- example, 33–35
- hiring process, debiasing, 77
- impact, reduction, 85
- infiltration, 109–110
- interviewing/scoring process, debiasing, 80–82
- job description, debiasing, 68–69
- perception, 18
- presence, 109
- racial bias, 71–72, 167
- responses, 76–77
- role, 31–32
- stumbling blocks, 27
- systemic bias, 39
- unconscious bias, 10, 12
- biased sorting, 180
- binary restrooms, usage, 166
- Black Americans/white Americans, negotiation frequency (contrast), 21
- Black, Asian, and Minority Ethnic (BAME), term (usage), 47
- Black Census Project, 189
- Black, Indigenous, and People of Color (BIPOC), term (usage), 46–47
- BlackJobs.com, 76
- blacklist/blacklisting, term (replacement), 71, 167
- Black Lives Matter movement, momentum, 7, 8, 89, 141, 169
- Blackness, toleration (reduction), 42
- Black people, prejudice (University of Toronto study), 24
- Blendoor, usage, 189
- blind résumé reviews, usage, 154
- blind reviews, 76–78
- Blindspot (Banaji/Greenwald), 17
- Bohnet, Iris, 151, 163
- brain teaser questions, 81
- brown bag session/lunch, term (replacement), 71
- Brown, Jerry, 150
- BSW Wealth, workplace setup (customization), 199
- buffer, coders/hackers, 68–69
- Burke, Tarana, 6
- business
- levels, representations, 152
- outcomes, performance (connection), 114, 171
- busyness, productivity proxy, 112
- C
- cakewalk, term (replacement), 71, 167
- Capitol Hill Autonomous Zone (CHAZ), 7
- Capitol Hill Organized Protest (CHOP), 7
- career, launch, 4–5
- Carney, Ray, 205
- Castilla, Emilio J., 33
- “casual conversation” interruption problem, navigation, 161, 175
- Catalyst, surveys, 90–91
- central tendency, measure (selection), 125, 172
- Chamorro-Premuzic, Tomas, 145
- Chang, Ange, 68
- change management, 47
- CHAZ, 7
- Checklist Manifesto, The (Gawande), 45
- checklists, usage, 45–46
- CHOP, 7
- Civil Rights Act (1964), Title VII (impact), 10
- client
- delivery processes, enhancement, 113
- focus, usage, 113
- CMS, employment denial, 42
- Coates, John, 36–37
- Code Fellows, 76
- code of conduct, 6
- cognitive strengths, assessments, 79
- collective intelligence (CI) scores, 35
- collective, power, 33–34
- communication
- ability, 59
- fostering, 83
- companies, inequitable policy cessation (demands), 29
- competencies
- assessment, 79–80
- crafting, 148
- maturity levels, 113
- quantification, 113, 171
- competency-based hiring questions, development, 82–83
- confidence-competence trap, 145–146
- constructive feedback, 93, 112, 169
- Coqual surveys, 42, 97
- corporate boards, minimum representation (Norway), 149
- corporate performance evaluation, 110
- correctness, question, 5
- course elements, constancy, 107
- COVID-19 crisis/pandemic
- lessons, 16
- women
- jobs, loss, 172–173
- layoffs, 8
- creativity, embracing, 103
- Crenshaw, Kimberlé, 51–52
- Criado Perez, Caroline, 41, 164
- criteria, 112–115
- critical mass, 151–153
- critical race theory, 200–201
- C-suite roles, Black women (percentage), 21
- cultural levers, 13, 42–44, 48, 63, 166, 207
- behavioral design techniques usage, 44–45
- customer base, representation, 152
- D
- data
- decision making
- amygdala, impact, 17
- assistance, 113
- driving, 58
- unconscious mind, impact, 61
- Deep Work (Newport), 112–113
- DeGraffenreid, Emma, 52
- Delivery Performance (Tesla), 12–13
- depletion effect, 44
- Development as Freedom (Sen), 203
- discrimination lawsuit, 119
- diversity, equity, and inclusion (DEI)
- binary perception, 15
- business leader perception, 8–9
- charity, contrast, 200
- choice, 199, 212
- data-driven strategy, 16
- demand, 28–30
- emotion, reduction, 48
- evaluation and reevaluation, intersectional lens (usage), 198–199
- evaluation and reporting policy, 196
- goals, 119
- Groundhog Day, analogy, 204
- HR ownership, absence, 198, 212
- knowledge, 48, 52
- mindset, symptoms, 53
- philosophy, 8
- principles, 193, 210–213
- programming, 3
- recruitment goals, meeting, 43
- reliance, 12
- solution, affinity groups (usage), 26
- strategies, 9, 47
- communication, 199–201
- creation, 194–197
- expectations, 197, 211
- implementation, 197–199
- long-term planning, 197, 211
- diversity initiatives
- “best person for the job” objection, 31–32
- promise, business imperative, 4
- diversity referrals, bonus (consideration), 119
- diversity training
- cessation, 10–11
- moral licensing, 22–24
- domestic violence leave, 138
- E
- Effron, Daniel, 22–23
- elite bias, 72
- employees
- desires, 196–197
- feedback, 93–94
- groupings
- controls, selection, 124
- selection, 123
- identification, group meetings (usage), 153
- leave
- keep-in-touch plan, development, 139–140
- promotions, accessibility, 140
- metrics, meaningful, 112–113
- participation, 141–142
- PTSD, 139
- resource groups, 26
- self-evaluations, 115
- talkativeness, Yale study, 146
- threats, protection, 138
- underestimation, cost, 30
- employees of color
- encoded bias, 182–183
- English fluency, term (replacement), 72
- Environmental, Social, and Governance (ESG) funds, impact, 29–30
- equity
- equality, contrast, 122–123
- lens, usage, 186–189
- strategy, documentation/distribution, 131
- equity-centered workplaces, building, 209
- equity trim tabs, 12–13
- eSkill Talent Assessments, 87
- ethnic minorities, application completion, 77
- evaluations
- audit, 115–116
- candidates, evaluation, 58, 86
- corporate performance evaluation, 110
- employee self-evaluations, 115
- high performers evaluation, 110
- indicators, upstream evaluation, 60
- performance evaluation, 103, 109–111
- policy design evaluation, 64
- policy, impact (evaluation), 59–60
- post-evaluation/pre-evaluation, 115–116
- skills, interviewer evaluation, 82–83
- Student Evaluations of Teaching (SET), 106–107, 109
- women, performance evaluation, 110
- Evia Events, transparency, 199
- Evil Geniuses (Andersen), 193
- exclusion, cost, 30
- expectations, exceeding, 103, 170
- experience, age proxy (usage), 124
- extraversion, role, 80
- F
- fairness standards, 183–184
- Fair Pay Workplace, certification (creation), 123
- family, 133, 172–174
- fathers, median leave (Pew survey), 137
- feedback, 93, 104
- constructive, 93, 112, 169
- gathering, 63
- open-ended, space, 154
- solicitation, 153–154
- system, 94
- usefulness, 93–94
- Felix, Allyson, 133–134
- female representation, quotas (US hostility), 149
- Fitzpatrick, T.J., 179
- Floyd, George (murder), 7
- Fortinet, diversity reports, 29
- Fuller, Buckminster, 11
- G
- Gapjumpers, usage, 189
- Gaskell, Harry, 182–184, 190
- Gawande, Atul, 45–46, 48
- Gee, Laura, 75
- Geena Davis Institute, 18
- GEN
- Certification, 12–13, 49, 74
- color-coded availability system, 161–162, 175
- national workplace experience survey, 25, 30, 53, 58, 89, 98, 136
- tests review, 86–88
- University of Washington, partnership, 44
- volunteerism, 27
- gender balance, 69–71
- gender-balanced workforce, 18
- gender checkboxes, movement, 43
- gender-coded terms, 69
- gender diversity, cognitive diversity (correlation), 36
- gender mainstreaming, 158
- gender-neutral job titles, 71
- gender-neutral restrooms, usage, 166, 176
- General Data Protection Regulation (GDPR), data usage, 190
- Gillibrand, Kirsten, 122
- GitHub data sets, absence, 184
- goals, 94
- Goldin, Claudia, 74
- Google Scholar, impact of h-index, 112
- Google, women (turnover), 54
- Goucher, Kara, 133–134
- Grote, Dick, 121
- groups, absence in data, 184–185
- groupthink, impact, 35–36
- H
- hacker, role, 68
- Hall, Brian S., 31
- halo effect, 82
- Hamilton, Arlan, 9
- harassment
- charge, EEOC collections, 30
- complaints, 95
- harm, acknowledgment, 201, 213
- Harvard Implicit Association Test, 17, 22
- Harvard Physician's Health Study, 39
- healthcare workers, identity (protection), 165, 176
- Healy, Bernadine, 40
- Highest Paid Person's Opinion (HiPPO) effect, 168
- activation, 85
- countering, 85–86
- high performers evaluation, 110
- h-index, 112–115
- hiring
- process, debiasing, 77
- rubrics, usage, 118–119
- Hirst, Alison, 159–160
- homophily, phenomenon, 76
- How to Be Good at Performance Appraisals (Grote), 121
- hybrid work models, usage, 141–142
- I
- identities, intersection, 52
- impact (evaluation)
- equity lens, usage, 186–189, 209
- example, 187f
- inclusion, 51, 63
- approach, 36–37
- initiatives, company investment, 5
- inclusive accommodations/architecture, 47–48
- inclusive hours/food choices, 100
- inclusive office design trend, 159–161
- inclusive recruiting, 67, 167
- inclusive workspaces, blueprints, 157
- indicators, upstream evaluation, 60
- intentions, 61
- extension, 14–15
- results, contrast, 8
- intersectionality, 63
- intersectional lens, usage, 129, 198–199
- intersectional perspectives
- collection, 56–57
- regathering, 60
- interview
- completion, 85–86
- process, 85
- questions, 80–82
- reward, 119–120
- scheduling, 84, 168
- structured interview process, 154
- unstructured interviews, 79, 119–120
- interviewer effect, 185–186
- interviewing/scoring process, debiasing, 80–82, 168
- introverts/extraverts, contrast, 146
- Invisible Women (Criado Perez), 41, 164
- J
- job advertisements
- gendered wording, 70
- masculine-coded language, female perception, 69
- qualifications, 69–74
- specificity, 70
- job candidates
- evaluation, 58, 86
- interviewer/interviewee demographic pairing, 185
- merits, debating, 86
- negotiation, chance (offer), 120
- promotion selection, reason (sharing), 155
- job description
- debiasing, 68–69
- gender-coded terms, 69
- phrases, racial bias, 71–72
- revisiting, 147–148, 174
- unconscious bias, 69
- visibility, 74–76
- words, usage, 185
- jobs
- gender-neutral job titles, 71
- offers, 119–121
- salary range, 171
- self-description, 74
- Jones, Chastity, 42
- K
- keep-in-touch plan
- development, 139–140
- phases, 140
- key performance indicator (KPI)
- importance, 142
- inclusion, 101
- tracking, 92, 169
- upstream evaluation, 119
- knowledge workers, metrics, 112-113
- Koch, Christina, 41
- Koul, Anirudh, 183
- Krause, Heather, 184, 185, 187, 190
- Krawcheck, Sallie, 35–36
- L
- lag indicators, 60
- leaders
- access, 91
- burnout, 92
- identification, 153–154
- male leaders, leave taking, 136–137
- review, lead time (providing), 154
- targets, relationship, 148–150
- leadership
- experience, 72
- groups, critical mass, 156
- material, 143, 174–175
- needs, 147–148
- lead time, providing, 154
- Lean In (Sandberg), 19
- leaning in
- advice, 9
- DEI solution, consequences, 20
- double bind, 20–21
- prescription, 11
- leave, 195
- amount, determination, 137
- destigmatization, 139–140, 173
- family leave, 136
- keep-in-touch plan, development, 139–140
- non-parent leave, 137–139
- paid leave, 136–137
- policies, extension, 199
- providing, 139
- LEED certification, 13
- Lewis, Carl, 134
- LGBTQ, Generation Z identification (proportion), 28
- Library of Missing Datasets, The (Onuoha), 184
- LinkedIn
- advertising, location, 75–76
- homophily, 76
- transferable skills recognition, 73
- Lipman, Joanne, 40
- M
- machine learning, 180–181
- Madden, Janice Fanning, 116
- majority rule, avoidance, 55–56
- male-default job titles, 71
- male leaders, leave taking, 136–137
- mandatory arbitration, 29
- Markon Solutions
- certification, 205–206
- inclusive leadership strategy, 152–153, 199
- masculine-coded language, female perception, 69
- masculine traits, overpromotion, 145
- maternity leave, 136, 173
- maturity levels, 113
- McClain, Anne C., 41
- media, gender study, 18
- meetings, 92–94
- men, feedback, 111
- mentees
- career vision, mentor development, 96
- inventory, 92
- meeting, 92–94
- mentors, matching, 91–92, 95–96, 169
- underestimation, 94
- mentoring, 95–96
- backgrounds, differences, 96
- post-#MeToo, 94–95
- relationships, Catalyst tracking, 90–91
- transparency/visibility, 95
- mentors, 90–91
- inventory, 92
- meetings, structuring, 92–94
- mentorship, 169–170
- matching program, usage, 91–92
- seniority gap, closing, 169
- sponsorship, relationship, 96
- merit-based hiring, 79, 168
- meritocracy
- myth, 30–31
- paradox, 32–33
- #MeToo, 6, 8
- Milano, Alyssa, 6
- minorities, margin existence, 52–53
- Minority Ethnic Group, term (usage), 47
- missing data sets, 184–185, 210
- Modern Racism Scale, 23
- mommy track, 135–136
- Montaño, Alysia, 133–134
- moral licenses/licensing, 22–24, 62
- Morgan Stanley, trainings, 10
- “Most Inclusive Workplaces” lists, problems, 9–10
- mutual fund sector, management teams (data tracking), 150
- N
- Neale, Margaret, 29
- negotiation, social risks, 120
- networking
- events, scheduling, 170
- success, 100–101
- networks, advertising, 76
- Newport, Cal, 112
- Nia Impact Capital
- assets, leverage, 29
- leave policies, extension, 199
- nondisclosure agreements (NDAs), breaking, 133
- non-parents, leave (requirement), 137–139
- nursing rooms, providing, 162–163, 175
- O
- office housework, 114, 171
- “official retirement age,” 193
- onboarding/orientation meeting, 94, 173
- “One and Done” rule, 150–151
- O'Neil, Cathy, 181, 184
- one-on-ones
- ongoing education, 195
- on-the-job violence, 165
- Onuoha, Mimi, 184–185
- open box, 111–112, 170–171
- open-ended questions, 57
- open-ended responses, space, 57
- open floor plan (Silicon Valley), usage, 159–160
- open office space
- option, movable partitions (usage), 162
- reimagining, 161–163
- opportunities, 98–99
- oriental, term (replacement), 72
- P
- paid leave, 136–137
- Paid Sick Leave Act, 138
- Panchyati Raj Act, 148
- Pandit, Vikram, 35–36
- Pao, Ellen (discrimination lawsuit), 119–121
- participatory pause, invocation, 153–154
- paths of least resistance
- charting, 44–45
- creation, cultural levers (impact), 45
- preparation, 58–59
- pay
- communication, consulting, 130–132, 172
- data, analysis, 125
- intersectional lens, usage, 129
- decisions, self-evaluations (separation), 121
- discussions, 131
- equity, 132, 195
- metrics/reporting commitment, 131
- strategy, documentation/distribution, 131
- pay-for-performance schemes, 32–33
- physiology, 117, 171–172
- raise negotiation, consequences, 20
- rubrics
- development/sharing, 132
- usage, 118–119
- pay gap
- analyses, results (communication), 131
- audit, 123–129
- closing, 117–118
- defining, 122–123
- discovery, reaction, 129–130
- identification/analysis, 125, 126f–128f, 129
- inequality, 172
- payscale, employee study, 130
- peer approval, biased dynamics, 32
- peer review studies, 87
- people of color
- negotiations, social risks, 119
- term, usage, 46
- performance
- business outcomes, connection, 114, 171
- measurement, criteria, 112–115
- progress, connection, 114, 171
- reviews, open box (closure), 111–112
- support bias, 116, 171
- US Women's National Soccer Team, 122–123
- performance evaluation, 103, 170–171, 195
- bias, infiltration, 109–110
- review, 110–111
- usage, 124
- value, salvage, 111
- personality
- Personal Protective Equipment (PPE), male design, 41
- physical workplace concept, change, 193
- physical workspaces, male accommodation, 62–63
- PI Behavioral Assessment, 86–87
- PI Cognitive Assessment, 87
- pipeline-dependent targets, 152
- pipeline problem, 32
- policy
- impact, evaluation, 59–60
- implementation, 58–59, 63
- policy design, 56–57
- collaboration, 57
- evaluation, 64
- post-evaluation, job candidate, 115–116
- prayer rooms, providing, 162, 175
- pre-evaluation, job candidate, 115–116
- prejudice, behaviors (test), 23
- pre-leave (keep-in-touch program phase), 140
- private spaces, providing, 162, 175
- procurement policy, 195
- pro-diversity trainings/messaging, white male reactions, 24–25
- professional development, 89, 169, 195
- professors, rating, 104–109, 104f–108f
- progress, performance (connection), 114
- promotion, 195
- decisions, self-evaluations (separation), 121
- opportunity, 154
- promotion-oriented focuses, 81
- Pronovost, Peter, 45–46
- protected categories (PC), data filtration, 125
- protégés, 89, 169
- selection, Center for Talent Innovation report, 91
- PTSD, employees, 139
- Q
- Queen Bee syndrome, 151
- questions
- competency-based hiring questions, development, 82–83
- orientation, difference, 81
- wording/order/weighting, decisions, 84
- quiet/focus rooms, usage, 163, 175
- quotas, US hostility, 149
- R
- race checkboxes, movement, 43
- racial bias, 71–72, 167
- racial discrimination settlements, 10
- Racism at Work (Gaskell), 182
- raise negotiation, consequences, 20
- randomized control trials (RCT), 187, 188f
- RateMyProfessor.com, student usage, 104
- Rebel Ideas: The Power of Diverse Thinking (Syed), 37
- recruiting strategy (creation), retention strategy (inclusion), 195–196, 211
- red-yellow-green (GEN color-coded availability system), 161–162, 175
- referral, 118–119
- bonuses, offering, 119
- impact, understanding (Payscale survey), 118
- treatment, avoidance, 118–119
- regression analysis, 125, 129
- regulatory focuses, term (APA usage), 80–81
- Remote Employee Experience Index, 140–141
- remote work, 140–142, 195
- Resume.io study, 81
- résumés
- downgrading, AI, 181
- HR Daily Advisor study, 77
- reviewers, demographic reviewers, 185
- restrooms, gender-neutral/binary, 166
- retention strategy, usage, 195–196, 211
- revenue, generation, 122
- risk taking, valuation, 180
- Robbins, Cindy, 129
- Roberts, Tony, 184
- role modeling effects, 164
- role models
- importance, 163–164
- visibility, increase, 164
- S
- Sadasivan, Sunil, 68
- salary
- expectations, 120–121
- negotiations, ban, 119–120
- range, stating, 120, 171
- Salary History Bans (SHB), implementation, 120–121
- Sandberg, Sheryl, 19
- sandwich generation, 138, 173
- scheduling, respect, 100
- Schmidt, Benjamin M., 104
- Schultz, Howard, 21–22
- Schwabenland, Christina, 159
- Seka, Leyla, 129
- self-belief, 44
- self-criticism, 146
- self-description, 74
- self-evaluations, pay/promotion decisions (separation), 121
- self-nomination, biased dynamics, 32
- Sen, Amartya, 203
- seniority gap, 90, 169
- senior leaders
- attendance, requirement, 101
- demands, 92–93
- SET. See Student Evaluations of Teaching
- Shawahin, Lamise, 57
- she-cession, 135–136, 173
- Shih, Margaret, 43
- shine theory, 19
- Situation, Task, Action, Result (STAR), 168
- skills
- feedback, absence, 111
- identification, 72–73
- interviewer evaluation, 82–83
- transferable skills, expansion/statement, 73–74
- Smith, Dave, 130
- sober socializing, 100, 170
- social capital, increase, 182
- Society for Human Resource Management (SHRM), applicant interaction, 68, 73
- sponsees
- benefits, 97
- selection, 97–98
- sponsor check, 99
- sponsorship, 169–170
- application, 97–98
- revenue, 122
- Starbucks, black men (arrest), 21–22
- stereotype dispersion, 151
- stockbrokers, compensation, 116
- structured interview process, 154
- Student Evaluations of Teaching (SET)
- bias, presence, 109
- factors, 109
- results, 106–107
- summaries, meta-analysis, 108–109
- Syed, Matthew, 37
- systemic bias, 39
- T
- Take 2 test, 139
- targets
- communication, 152–153, 175
- leaders, relationship, 148–150
- numbers, selection rationale, 152, 174
- setting, 151–153, 174
- teaching sessions, 103–104
- team performance, perception, 34–35
- teamwork, 111
- TechCrunch Disrupt, Q&A interactions, 80
- technical competencies, assessment, 83
- Tesla
- Delivery Performance, 12–13
- mandatory arbitration, Nia Impact Capital challenge, 29
- test-takers, penalization (avoidance), 87–88
- Textio, gender-coded word study, 69
- thin-slicing, 55–56
- Thorndike, Edward, 82
- Time's Up, founding, 6
- tipping, advice, 166, 176
- total compensation, measurement, 129
- Trailblazer (Benioff), 129
- trainings
- attendance, underestimated (relationship), 24–25
- focus, 99
- trap, 21–22
- transferable skills, expansion/statement, 73–74
- transition safety nets, pre-planning, 194, 210
- transparency, 190–191
- criteria, principles, 147–148
- importance, 146–148
- increase, 130
- transphobic violence, combatting, 176
- trickle-down exclusion, costs, 54–55
- trim tab
- approach, 13–16
- usage, 11–12
- U
- unconscious bias, 12, 42, 69
- unconscious self-defense system, 17
- underestimated
- application encouragement, 155, 175
- overautomation, avoidance, 194
- promotion, biased outcomes, 32
- resignation, culture (impact), 30
- term, usage, 9
- trainings attendance, 24–25
- United States Institute for Peace, 18
- unstructured interviews, 79
- US Women's National Soccer Team (WNT), equal pay campaign, 122–123
- V
- variance explained, term (usage), 124
- vendor policy, 195
- venture capital funding, gender gap, 80
- violence, on the job, 165
- VMWare, 111–112
- W
- We All Count, 185–186, 189
- Weapons of Math Destruction (O'Neil), 181
- WerkLabs study, 73
- What Does It Mean to Be an Effective Leader? (CEO panel), 6
- What Works (Bohnet), 151, 163
- white men, senior leader access, 91–92
- Why Do So Many Incompetent Men Become Leaders? (Chamorro-Premuzic), 145
- Willpower (Baumeister), 44
- Winners Effect, 36
- women
- advocacy, 97
- coding acceptance rates, 31
- competition aversion, 75
- design exclusions, 41
- feedback, 110–111
- harassment, 164
- heart disease, impact, 39
- intersectional perspectives, 56–57
- negotiations, social risks, 119
- nudging, 154–155
- pay raise negotiation, consequences, 20
- performance evaluation, 110, 170
- privacy, need (absence), 160
- risk aversion, 75
- turnover, addressing (Google), 54
- vulnerability, 160
- work punishment, displaying emotion, 160
- Women in Digital (community), 76
- Women's Equal Pay Day, 52–53
- Woolley, Anita Williams, 34–35
- Worcester Polytechnic Institute research, 100–101
- words, gender-coded, 69
- work
- future, 28
- hybrid work models, usage, 141–142
- keep-in-touch program phase, 140
- policies, determination, 141, 174
- remote work, 140–142
- return, 161–163
- tracking/rewarding, 114–115
- workplace
- bias, 41–42
- burden, reduction, 48
- creation, 40
- data, absence, 184–185
- design (cultural lever), 166
- diversity, 62
- equity, focus, 117–118
- meritocracy, pay-for-performance schemes (usage), 32–33
- safety, 164–166
- women, reintegration after leave, 137
- workspace
- inclusive workspaces, blueprints, 157
- physical workspaces, male accommodation, 62–63
- Z
- zero pay discrepancy, Starbucks, 125
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