A Playbook for Disrupting Bias
1. DO YOUR OWN DIAGNOSTIC
• Field a survey among your employees, using ACE or your own criteria for assessing potential.
• Identify respondents whose assessments of their own potential are higher than the assessments from their managers.
2. UNDERSTAND WHAT THE DIAGNOSTIC IS TELLING YOU
• Examine talent cohorts of interest to your company (e.g. foreign nationals, African Americans, veterans) to learn where bias lurks.
• Conduct an inquiry to get the context for counterintuitive findings.
• Apply filters to test whether employees with sponsors, inclusive leaders and/or diverse division leaders are least likely to perceive ACE bias in your corporate context.
Prioritize the roll-out of interventions based on the cohorts with the deepest needs.
Expand leadership archetypes
• Hire and promote candidates who embody difference.
• Codify and socialize company standards and expectations.
• Implement a ‘tone from the top’ that endorses a variety of acceptable approaches to leadership.
• Create role model videos and playbooks of executives in action, featuring a diversity of leadership styles and backgrounds.
Train managers to be inclusive leaders
• Introduce managers to the six behaviours that prompt everyone to contribute ideas and communicate openly with managers and colleagues.
• Ensure everyone gets heard: train managers in dialogue skills.
• Build accountability and incentives into annual performance reviews on the six inclusive leader behaviours.
Build a culture of sponsorship
• Educate and incentivize leaders to sponsor others.
• Educate rising stars on how to be stellar protégés.
• Create opportunities for diverse talent to show their leadership potential.
• Make leaders who sponsor diverse talent more visible.
4. RE-FIELD THE DIAGNOSTIC
Identify where your map has ‘cooled’, and where bias lingers. Disrupt again.