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There are a lot of visible company-wide efforts to counter bias around gender and race, like initiatives to reduce pay disparity between groups. However, gender and race are far from the whole landscape. We also have biases based on people’s job function, age/generation (e.g., Millennials), socioeconomic status, family/domestic status (e.g., married, parent), nationality, language ability, veteran status, culture, sexuality, weight, height, physical ability, attractiveness, political affiliation, remoteness (e.g., how much face time they put in at the office), hair color, and even seemingly mundane characteristics, like how messy someone’s desk is or how powerful they look in their chair. This doesn’t mean you can or should monitor every thought and action for bias against every kind of person. However, you can revisit the overall fairness of your procedures and decision- making on a regular basis (maybe once every quarter or six months), helping build a more inclusive culture at work.


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