Abid Jan

Instead, a more effective approach is redesigning systems so that they interrupt bias. In the case of hiring, for example, that could mean incorporating “bias disrupters” such as standardized hiring rubrics and hiring panels that ensure no one person can unilaterally decide whether a person is hired or not.

Similar initiatives, Zheng says, can be deployed in deciding promotions.

Chief | DEI Is a Multi-Billion Dollar Industry That Doesn’t Work. Here’s How to Change It

In a conversation with Chief Members, DEI strategist Lily Zheng explains how leaders can move beyond performative DEI acts to drive real change.

chief.com