Jennifer Allyn is not someone you’d expect to embrace the notion that a woman’s place is at home. She earned a mas- ter’s degree from Harvard Kennedy School, served as an HR consultant to Fortune 500 companies and is currently leading diversity efforts for PricewaterhouseCoopers LLP. She sits on
women’s leadership boards, won a Feminist Press award and is her
family’s primary breadwinner.
So it stands to reason that when this accomplished professional
sees the word “career,” she thinks of women as often as men.
Except she doesn’t.
Somewhere in her subconscious—so deeply buried that she isn’t
aware of it—Allyn associates women with families and men with
careers. So says the assessment she took called the Implicit Association Test (IAT), a well-respected tool designed to uncover hidden
biases about everything from race to gender to age.
Like it or not, everyone harbors unconscious prejudice. The trick is gaining enough
insight to prevent it from affecting who you hire and how you treat people.
By Dana Wilkie
into the Bias
an interview with diversity expert Howard Ross on addressing hidden bias.