Gender bias in trade hiring

Prof. Claudia Goldin made history by becoming the first woman to win a solo Nobel Prize in Economics. She was recognized for her ground-breaking work on the key drivers behind gender differences in the labour market. Goldin’s work shows that although historical factors such as disparities in education have narrowed in modern times, the earnings gap between men and women remains.   One reason for this is a lack of opportunities. This is where behavioural science may be able to help by identifying implicit biases and engineering a choice architecture to help tackle them.   Acknowledging the difficulty in proving that discrimination on the basis of gender in the workforce exists, Goldin and her colleagues at Harvard University turned their attention to one occupation which attempted to combat gender-biased hiring – musicians.   Before 1980, none of the “Big 5” symphony orchestras in the U.S. contained more than 12% female musicians due to both implicit and explicit biases in the hiring process. To combat these, orchestras began implementing “blind” auditions – that is, the candidate performed behind a screen so that the committee could not identify them as male or female.   This helped a little, but less than expected until they added a carpet.   What?   It turned out that the committee could hear the click of women’s shoes as they walked on stage and even that was sufficient to bias their decisions!   Analyzing data from 11 orchestras who implemented these changes revealed some shocking statistics. By hiding the identity of the musician in the audition, there was a 50% increased likelihood of a female musician progressing to the next round of auditions.   Goldin further estimated that blind auditions accounted for about 25% of the increase in the number of female orchestra musicians from 1970 to 1996. (Other factors like training more female musicians also contributed to this growth).   So, what does this teach us? 👉 Being blind to the #gender (as well as to other things like race) can improve impartiality in #hiring 👉 Biases are persistent and creep into decision making through the smallest of gaps (e.g. no carpet!) 👉 A carefully designed choice architecture can help to mitigate hiring biases and enhance #equity in the workplace Do you know of other innovative ways organisations are changing hiring processes to be as unbiased as possible?   #DiversityAndInclusion

I want to talk about something uncomfortable… because avoiding it won’t make it go away. Performing arts organizations are navigating financial pressures, declining audiences, and a battle for standing out among a crowded entertainment landscape. But there’s another problem that’s just as damaging: ➡️ Gender bias in leadership and hiring. I wish this wasn’t still an issue… but it is. It’s not that the talent isn’t there. Women make up 73% of the nonprofit labor force—the vast majority—yet senior leadership positions across the arts, and especially at the largest institutions, are overwhelmingly held by men. And when women are promoted, it’s often during a financial crisis, setting them up to fail. All of this is backed by research. On the latest episode of The Offstage Mic, I’m breaking it all down: 🎙️What “glass cliffs” are and how they set women up to fail 🎙 How we all have “mental tire ruts” and why it's important to break free of them 🎙 The “Heidi vs. Howard” study and its implication on the arts 🎙 How to reroute outdated social norms and create more equitable hiring practices Listen now wherever you get your podcasts or by visiting the 🔗 in the comments ⬇️ #womenshistorymonth #genderbias #nonprofits

I used to think the hardest part of hiring was sourcing candidates. Turns out, most firms lose the best talent before interviews even begin, because of subtle bias in job descriptions and unstructured interviews. Here’s what I learned: 1. Unbiased Job Descriptions Matter Gender-neutral language: Replace “he/she” with “they/their,” and swap masculine/feminine-coded words for neutral alternatives like “goal-oriented” or “team-player.” Clear, accessible language: Avoid jargon, acronyms, and long lists of “must-haves” that unintentionally filter out qualified candidates. Inclusive titles: Use “software engineer” instead of “rockstar coder,” “firefighter” instead of “fireman.” 2. Structured Interviews Reduce Bias Standardized questions: Ask every candidate the same questions in the same order to avoid “likability bias.” Scoring rubrics: Grade answers objectively on merit, not gut feeling. Behavioral + situational questions: Focus on skills and past performance, not shared backgrounds. Diverse panels & limited chit-chat: Multiple perspectives + minimal small talk reduce affinity bias. Here’s the kicker: these simple practices don’t just make hiring fairer, they make it smarter. Firms using inclusive, structured approaches attract more qualified, diverse candidates, shorten time-to-hire, and build teams that actually perform. If you’re still relying on old-school job posts and free-flow interviews, you’re leaving talent and revenue on the table.

So as promised in my earlier post sharing more insights and take-aways from the Women In Trade Finance session organized by #GTRWITF and Standard Chartered   Topic – Changing cultures and mindsets: Improving female representation in Indian trade Key Themes Discussed: 🔹 Challenges Faced in Advancing Careers: 👉 ‘Conscious rather than unconscious biases’ – Backed by centuries of patriarchy, how do you unclog years of belief systems and superior/inferior complexes? 👉 ‘Prove it again’ syndrome – Will SHE be good enough for this role? Can SHE manage increased responsibilities while newly married or pregnant? 👉 ‘Assertive vs Aggressive’ – “Ohh I don’t like HER, she’s so demanding” vs “Ohh I’m waiting to work with HIM, he’s so driven” (notice the difference – “demanding” vs “driven”) 👉 'Role perception' – I depend on women in my personal life, yet find dependable women “threatening” at work? 👉 'Pay gap' – An open secret that spans industries and hierarchies.   🔹 Role Modelling by Senior Leaders: 🚶➡️ 🦜 Walk the talk 😊 Be authentic 🦻 Listen more 🫢 Show your vulnerabilities 🤗 Embrace full spectrum of inclusivity with empathy   🔹 Mentorship, Sponsorship & Coaching – For All, Not Just Women: 🤝 Mentorship: Crucial at entry levels 🫶 Sponsorship: Key at mid to senior levels when strong endorsement is vital 👐 Coaching: Useful throughout but especially impactful at the C-suite level 🫴 Career Accelerator Programs: Effective enablers   🔹 Strategies to Improve the 3Rs – Recruit, Retain, Raise: ✍ Insist on a 1:1 resume shortlist, especially at junior/mid levels 🌈 Ensure diverse interview panels 👩👩👧👧 Build women- and family-oriented policies that support the 3Ms – Marriage, Maternity, Menopause 👭 Introduce returnship programs – Women often take career breaks as primary caregivers, sacrificing without regrets 😇 Most Important – Take a Leap of Faith – If she has kept stride with her male peers through the first two Ms, she surely deserves her place when the third M (yes, Peri-menopause) approaches Some Personal Notes or GEMS that I follow: 💎 Know yourself – your values and principles. Never compromise. 💎 Life without challenges is no fun… so smile and witness the magic 💎 Don't chase external validation. Believe in yourself and your dreams – pursue them relentlessly 💎 There is no substitute for hard work and no shortcut to success. Don’t choose to be a victim – be a survivor 💎 Make your voice heard – not by shouting, but by being courageous, assertive, responsive, and dependable    Once again a big thank you to these special ladies and the two gentlemen...Mona Pandit Pathak Anna Skinner Amisha Shah Dilkhush Cooper Manpreet Kaur Deepa Pant Nimish Pant Jack Longman and the entire tribe of WOMEN IN TRADE FINANCE...    

The representation of women within skilled trades in the UK is alarmingly low, standing at just over 2%. This underrepresentation has significant implications not only for gender equality but also for the broader economy. The low female participation in skilled trades contributes to a severe skills shortage, limiting the potential for economic growth and innovation within the industry. With fewer women entering these fields, the trades are missing out on a vast pool of talent and diverse perspectives that can drive progress and efficiency. This shortage is a barrier to tackling crucial projects, from infrastructure to manufacturing, ultimately slowing down economic development. Unfortunately, this issue isn't unique to the UK. Australia faces a similar challenge with low female representation in skilled trades, impacting the economy's ability to meet the demands of a growing market. The USA also grapples with underrepresentation of women in these vital sectors, which stymies potential economic advancements and perpetuates gender disparities in the workforce. Increasing female participation in skilled trades is not just a matter of fairness but an economic imperative. By fostering an inclusive environment and supporting women to enter and thrive in these careers, we can unlock new opportunities, drive innovation, and bolster economic growth across the globe. The work Empowered Women In Trades (EWIT) Group has been doing in Australia highlighted some key learnings that are applicable across Australia, the UK, and the USA. It has been incredibly rewarding to share the learnings from EWIT's work in Australia and witness their positive impact in promoting gender equality and fostering inclusive environments within skilled trades globally. Despite the cultural and systemic differences between these countries, the psychology behind creating a supportive and inclusive environment remains the same. Positive psychology can play a crucial role in attracting and supporting women into skilled trades. By focusing on strengths, fostering a growth mindset, and building resilience, we can create workplaces where women feel valued and empowered to succeed. Let's work together to make skilled trades a welcoming and inclusive field for all, driving economic growth and innovation. #GenderEquality #SkilledTrades #EconomicGrowth #UKEconomy #AustraliaEconomy #USAEconomy #WomenInTrades #DiversityInWorkplace #InclusiveWorkplace #EconomicDevelopment #PositivePsychology #EWIT