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What Works : Gender Equality by Design /
Gender equality is a moral and a business imperative. But unconscious bias holds us back and de-biasing minds has proven to be difficult and expensive. Behavioral design offers a new solution. Iris Bohnet shows that by de-biasing organizations instead of individuals, we can make smart changes that h...
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Cambridge, MA :
Harvard University Press,
[2016]
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| Temas: | |
| Acceso en línea: | Texto completo Texto completo |
MARC
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| 100 | 1 | |a Bohnet, Iris, |e author. |4 aut |4 http://id.loc.gov/vocabulary/relators/aut | |
| 245 | 1 | 0 | |a What Works : |b Gender Equality by Design / |c Iris Bohnet. |
| 264 | 1 | |a Cambridge, MA : |b Harvard University Press, |c [2016] | |
| 264 | 4 | |c ©2016 | |
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| 505 | 0 | 0 | |t Frontmatter -- |t Contents -- |t The Promise of Behavioral Design -- |t Part One. The Problem -- |t 1. Unconscious Bias Is Everywhere -- |t 2. De-Biasing Minds Is Hard -- |t 3. Doing It Yourself Is Risky -- |t 4. Getting Help Only Takes You So Far -- |t Part Two. How to Design Talent Management -- |t 5. Applying Data to People Decisions -- |t 6. Orchestrating Smarter Evaluation Procedures -- |t 7. Attracting the Right People -- |t Part Three. How to Design School and Work -- |t 8. Adjusting Risk -- |t 9. Leveling the Playing Field -- |t Part Four. How to Design Diversity -- |t 10. Creating Role Models -- |t 11. Crafting Groups -- |t 12. Shaping Norms -- |t 13. Increasing Transparency -- |t Designing Change -- |t Notes -- |t Credits -- |t Acknowledgments -- |t Index |
| 506 | 0 | |a restricted access |u http://purl.org/coar/access_right/c_16ec |f online access with authorization |2 star | |
| 520 | |a Gender equality is a moral and a business imperative. But unconscious bias holds us back and de-biasing minds has proven to be difficult and expensive. Behavioral design offers a new solution. Iris Bohnet shows that by de-biasing organizations instead of individuals, we can make smart changes that have big impacts-often at low cost and high speed. | ||
| 538 | |a Mode of access: Internet via World Wide Web. | ||
| 546 | |a In English. | ||
| 588 | 0 | |a Description based on online resource; title from PDF title page (publisher's Web site, viewed 01. Dez 2022) | |
| 650 | 0 | |a Gender mainstreaming. | |
| 650 | 0 | |a Organizational behavior. | |
| 650 | 0 | |a Sex discrimination in employment. | |
| 650 | 7 | |a BUSINESS & ECONOMICS / Organizational Behavior. |2 bisacsh | |
| 653 | |a Behavioral economics. | ||
| 653 | |a Behavioral science. | ||
| 653 | |a Big data. | ||
| 653 | |a Business case for gender diversity. | ||
| 653 | |a Gender and work. | ||
| 653 | |a Gender bias. | ||
| 653 | |a Gender diversity in teams. | ||
| 653 | |a Hiring and promotion. | ||
| 653 | |a Talent management. | ||
| 653 | |a Unconscious bias. | ||
| 653 | |a Wage gap. | ||
| 653 | |a behavioral design. | ||
| 653 | |a closing gender gaps. | ||
| 773 | 0 | 8 | |i Title is part of eBook package: |d De Gruyter |t Harvard University Press Complete eBook-Package 2016 |z 9783110638585 |
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