Utilize Randomization Procedures

FranklinCovey Content Team


Sometimes the best way to take bias out of the equation is to shield yourself from, well, yourself. Here are two common situations where limiting information and choices can help:
Hiring: Candidate names can cue biases related to gender, race, nationality, and more, without even realizing it. Ask HR to replace the names on top of resumes with initials or an identification number - or do it yourself for the rest of your interview team. You can also find apps that will help you hide certain information on job applications. consider removing names for sample projects, too.
Delegation: Let's say you need a direct report to do something tedious, like take notes in team meetings. Rather than directly assigning it or waiting for someone to sheepishly volunteer (both of which might disproportionately place women in these mop-up duties), institute a rotating policy.
Remember, though, not all situations call for impartiality. For instance, it may actually be unfair to ask a remote team member to take team-meeting notes if they already struggle to get a word in during virtual meetings. So be sure to consider mitigating factors.

Anyone can contribute to a culture of inclusion. Here are six ways to help your organization be more inclusive—a guide for leaders and employees at all levels.


Previous Article
Avoid The Dangers Of Duplicity
Avoid The Dangers Of Duplicity

When you defend the integrity of a person who is absent, what does that say to those who are present?

Next Article
There Are No Quick Fixes
There Are No Quick Fixes

To get quality, we need a principle-centered, character-based, inside-out approach, meaning that we start w...