Affinity bias has the potential to impact all people management processes including who gets promoted, who is in the leaders’ in-group, who is seen as the go-to person, and who gets high profile assignments. Affinity bias occurs when we gravitate to people like us because it creates a sense of familiarity and comfortableness. Just like
Recently I was watching my daughter at an all-girls swimming carnival with over 200 primary school aged girls competing for their schools. The male MC made an announcement “Ok guys- we need you to move back to the covered area”. I asked my 9 year old daughter later that night what she thought of a
As part of AECOM’s Leaders in Infrastructure- Diversity & Inclusion Series, I had the opportunity to interview AECOM’s CEO, Lara Poloni. In this interview, I ask Lara what does Diversity & Inclusion personally mean to you? Watch it here. https://youtu.be/G9dU3HFpNfE AECOM has enlisted partners from across Australia’s infrastructure landscape to launch an event series committed to
The gender composition of the Australian workforce reveals men comprise more than 75% of the full-time workforce in mining; construction; electricity, gas, water and waste services; transport, postal and warehousing industries. There is a current skills shortage in Australian male-dominated industries, however despite government intervention and decades of organisational strategies to attract more women to
Since the beginning of human history, the human life cycle has been lived out many billion times. It may be assumed that from this accumulated experience, clear findings on human development would have evolved. This is not so. Traditional psychology has only been a formal discipline for approximately 100 years, focused on human development, mental and
Last week’s release of the Workplace Gender Equality Agency’s report found just 8.8 % of organisations have put in place internal targets to lift the number of women around the boardroom table. In business, what gets measured gets done. Organisations without internal diversity business measures are giving lip service to the diversity and inclusion agenda.
This year Twitter, Google, Yahoo and LinkedIn, have shared their statistics on low representation of females at every level of their organisations, declaring much work ahead to make changes. In October’s Harvard Business Review, Professor Willims, Professor of Law at UC Hastings College of the Law & Director of the Center for WorkLife Law, is optimistic that instead