- Accomplishments, stating, 95, 109
- Ackroyd, Dan, 8
- Actions, threat (stopping), 133
- Active bystanders, 132–134
- Affirmative mechanism
- balancing, 141–142
- impact, 62
- legal mandate, 56
- usage, 12–13, 17
- Aggressiveness, display, 109–115
- Allies, 125–129
- common interest, 126
- learning, 90
- practice, 128–129
- presence, requirement, 134
- wisdom, gaining, 126
- Allyship
- guidelines, 127–128
- perception, 126–128
- reward, 129
- teaching, 127–128
- Amplification, strategy, 122–123
- Anecdotes, impact, 135
- Anger, display, 103
- Annoyance, 9–10
- Anti‐bias training, problems, 119–120
- Anxiety, 101
- Argumentative styles, impact, 131
- Artificial intelligence (AI)
- advantages/disadvantages, 142–143
- limitations, 136
- Assignments, tracking systems (absence), 80
- ATHENA Leadership Model, 161
- Attrition, tracking systems (absence), 80
- Authentic leader, 154
- Automatic trust, presence, 20
- Awareness, 164
- Baker Scholars, women (representation), 130–131
- Barbie doll, evolution, 4
- Baseball, data (usage), 139
- Baum, Frank, 121
- Beane, Billy, 139
- Behaviors
- analysis/nudging/aid/correction, 120
- beliefs, falsity, 112
- change, 35–36
- externally imposed norms, impact, 141
- methods, 120
- dominant‐group acceptability, 110
- human behaviors, usage (limitations), 111
- inclusive behaviors, 164
- learning, 95
- limitations, burden, 111–112
- modifications, 96
- negative reactions, impact, 105–106
- openness, social media (impact), 147
- self‐aggrandizing behavior, problem, 106–107
- unlevel behavior, impact, 156–157
- Being, primacy (feeling), 51
- “Believing is seeing,” 71
- Benton, Marques, 66
- Bias
- absence, entitlement, 55
- elimination, 119–120
- interrupters, 137–138
- permanence, 7
- Black Lives Matter, impact, 20–21, 127
- Board of directors
- audits, increase, 62–63
- women, participation (increase), 14, 17
- Bohnet, Iris, 135, 136
- Bond assessment, 97–98
- Bond, James, 97
- Bosses, satisfaction, 113
- Boys, class attention, 108
- Brescoll, Victoria, 108
- Broderick, Elizabeth, 125
- Brooke, Beth, 12, 32
- Bropropriation, 123
- Business (enhancement), women (impact), 14–15
- Career
- 50/50 career deal, 94
- concern, 94–95
- control, 93
- goals, 109
- negative career consequences, 96
- pause button, 96
- priority, perception, 41–42
- Catcalling, intrusion/normalization, 44–45
- Catch‐22, 102
- Chamorro‐Premuzic, Tomas, 64, 110
- Champions of Change, creation, 125–126
- Change
- DEI, impact, 147
- possibility, inclusion, 77
- push, 8–9
- societal change, 9
- Characteristics, amalgam, 119
- Classroom
- culture, HBS examination, 131
- dynamics, effectiveness, 129
- Client
- expectations, meeting, 158
- satisfaction, diverse teams (impact), 65
- Clinton, Hillary, 154
- Code‐switching, 35–36
- Cognitive suiting, 140–141
- Collective, viewpoint/opinion/question (sharing), 48
- Comfort zones, exit, 95
- Command‐and‐control transaction leadership, requirement, 163
- Commitment, homogeneity, 161
- Communication
- culture, impact, 47
- style
- Companies
- data, analysis, 82–83
- hiring/promotion processes, examination, 84
- innovativeness/environmental changes, 58–59
- Competence, disguise, 64–65
- Competency, questions (responses), 112
- Conditioning, impact, 97
- Confidence/competence
- confusion, risk, 64
- contrast, 110–111
- correlation, 86
- equivalence, examination, 84–85
- relationship, 111
- Confidence, demonstration/display, 112–113, 131
- Confirmation bias, experience, 42–43
- Conflict, confrontation (fear), 131
- Conscious beliefs, presence, 119
- Corporate culture (improvement), diversity (impact), 55
- Corporate disclosure requirements, specificity (increase), 63
- Corporations
- diversity commitments, 20
- people, mass‐handling, 32
- performance reviews, usage, 131–132
- Covert, Bryce, 159
- COVID‐19 pandemic
- impact, 32
- mask wearing, benefit, 43–44
- risks, country choices, 163
- Credentials, stating, 109
- Crockett, Emily, 122–123
- Cross‐diversity wing people, presence, 124–125
- Cultural adaptations/messages, awareness, 47
- Cultural norms, betrayal, 105
- Culture
- approaches, differences (respect/appreciation), 46
- challenges, 49
- fit, meaning, 78
- meeting, effects, 34–35
- problem, leader creation, 153
- understanding/appreciation, 46
- Data, analysis, 82–83
- Data analytics, usage (increase), 135–136
- Davis, Geena, 37
- De‐bias processes, usage, 84–85
- Decision making
- information insufficiency, reduction, 160
- nonhuman help, reasons, 134–135
- Decisions
- homogeneity, 60
- overconfidence, risk, 63–64
- Declarations, false flags, 87
- Demographics
- changes, 58
- exclusion/underutilization, pattern, 156
- Devil's advocate, role (assigning), 60
- Difference, The (Page), 59
- Differential treatment, recognition, 30
- Disabled
- legal protections, 20
- taxi pickups, reduction, 76
- Discrimination
- organizational protest, 11
- patterns, 156
- Disillusion, 9–10
- Diverse candidates, search problems (meaning), 80
- Diversity
- achievement, 94
- advancement, embracing, 24
- advantage, 65
- blowback, avoidance, 18–19
- business case, 19–20
- cross‐diversity wing people, presence, 124–125
- data, infancy, 87
- effectiveness, men/women rating (differences), 38–39
- gain case, 66
- increase, absence, 18–19
- initiatives, implementation (problems), 88
- manifestation, increase, 25
- meaning, 79–80
- organizational avoidance, 66–67
- perspectives, differences (importance), 150–151
- precepts, extension, 23
- progress, 11
- realities/benefits, progress (absence), 23
- recognition/voice, 160
- requirement, 56
- revolution, impact, 30
- training programs, career threat (perception), 89
- value, 61
- Diversity and Inclusion (D&I) Technology, company compendium, 137
- Diversity efforts, 9
- accumulation, problems, 91
- correction, actions, 91–92
- description, 11
- effectiveness, perception (disparity), 38–39
- fatigue/disbelief/cynicism, 18–21
- question, 29
- reinforcement, 92
- tracking, importance, 90
- validation, 92
- Diversity, equity, and inclusion (DEI)
- advancement (unconscious bias trainings), impact (absence), 6
- behaviors, display (limitations), 111
- change, 147
- commitment, 158, 165
- concepts/realities, acknowledgment, 29
- cynicism, 18
- dynamics, leader recognition/balance, 160
- efforts, 86
- embracing, 154
- goals (achievement), double bind (impact), 103
- implementation, building awareness phase, 6–7
- integration, 158
- mission, treatment, 10
- practice, 124
- strategic tools, 26
- strategies/results measurement, 92
- truths, 3–5
- usefulness, 5
- Diversity, equity, inclusion, and social justice (DEI plus J), 55
- business case, 66
- loss, impact, 67
- Dobbin, Frank, 89, 91, 119
- Dobbins, Frank, 18
- Dominant‐group behavior, preference, 131
- Dominant‐group men, emotions (display), 104–105
- Dominant‐group mentor, coaching, 106
- Dominant group/nondominant group, speaking (balance), 157
- Dominant/nondominant groups, continuous engagement (importance), 90
- Donovan, Mason, 26, 148, 153
- Double binds
- concern, 103
- definition, 102
- dominant‐group mentor, coaching, 106
- minorities, 64–65
- occurrence, 101–109
- Douglass, Frederick, 9
- Dove, diversity promotion, 30–31
- Dress code, social consequences, 36
- Easy to Do Test, The (creation), 114–115
- Economic gaps, progress (absence), 5
- Economic inequities, focus (demand), 12–13
- Edmondson, Amy, 148
- Education gap, progress, 5
- Effort/outcome, confusion/mistaking, 72, 90–93
- Eilperin, Juliet, 122
- Ely, Robin, 41
- Emerging technologies, impact, 141–142
- Emmerich, Roxanne, 37
- Emotional intelligence, 152
- skills, evolution, 152–153
- Emotions
- display, limitations, 111–112
- full range, usage, 112
- Empathy, 33
- Employees
- business understanding, 22–23
- customization, request, 32
- excellence, organizational nourishment, 96–97
- exit (likelihood), predictors (Google analysis), 136
- leader humanization, 36–37
- listening, equality, 79
- representation, 57–58
- resource groups
- safety responsibility, 148
- Entelechy, cognitive suiting, 140
- Entrepreneurial efforts, women (presence), 106
- Environment, social, and governance (ESG)
- Equality
- data (World Economic Forum Gender Gap report), 5
- issue, 125
- Equitable processes, 164
- Equity, homogeneity, 161
- Excellence, organizational nourishment, 96–97
- Executive positions, women (presence), 11–12
- Externally imposed norms, impact, 141
- Face time, long hours (requirement), 96
- Fairness, principles (embracing), 24
- Family dinner, norm (determination), 34
- Fatigue, 9–10
- Feedback, 86, 95, 101
- personality‐based feedback, 137
- request, 48
- responses, 103
- results orientation, 137
- tracking systems, absence, 80
- Female intuition, 162
- Fetters, Ashley, 44
- Financial risk taking, tolerance, 162–163
- Fink, Larry, 13
- Finnbogadóttir, Vigdís, 74
- Flex work, negative career consequences, 96
- Focus groups, organizational engagement, 82
- Foster, Stephen, 151
- Fox, Catherine, 40
- Fridland, Valerie, 107
- Frost, Steven, 126, 127
- Gardner, Howard, 33
- Gender
- bias, issue, 125
- gap, 136
- issues, impact, 43
- parity, hardwiring (requirement), 16
- pay gap (disappearance), time allotment (Global Gender Gap Report), 15–16
- Girls, class attention, 108
- Glass cliff phenomenon, 15–17
- Global Gender Gap Report (2018), 15–16
- GlobeSmart, cultural framework grid, 48–49
- Goldberg, Emma, 78
- Golden trousers, 57
- Goldman Sachs, manager curriculum, 151
- Goleman, Dan, 152
- Goodwill, assumptions, 20
- Grant, Adam, 151
- Grindstaff, Laura, 22
- Group interactions, dynamics (tracking), 132
- Groupthink, impact, 59
- Gut feelings, impact, 135
- Handler, Ruth, 4
- Hand raising, aggressiveness, 131
- Harding, Warren G. (problems), 139–140
- Harvard Business School (HBS) women, success (problems), 130–131
- Health, progress, 5
- HE for SHE (UN program), 125
- Heterogeneity, achievement, 94
- Hierarchies, attributes (changes), 150–151
- Hill, Linda, 76
- Hiring
- disparities, identification, 88
- hiring/promotion processes, examination, 84
- results, gender correlation question, 84–85
- sources, 142
- Home, emote work, 141–142
- Homogeneity, 161
- Homogeneous thinking, handling, 20
- Homogeneous workforce, perception, 159
- Homophobia, defense mechanism, 105
- Human behaviors, usage (limitations), 111
- Humanyze, 137
- Humbleness, 109
- Humor, usage, 105
- Ibarra, Herminia, 85
- Ideas (production), opportunities (providing), 150
- If not/why not explanations, usage, 62
- Illusion of inclusion, 10–11, 72, 88–90
- Illusions, impact, 71–72
- Inclusion
- data, usage (infancy), 87
- fostering, 151
- homogeneity, 161
- Inclusion Dividend, The (Donovan/Kaplan), 148, 153
- Inclusive behaviors, 164
- Inclusive intelligence, need, 152–153
- Inclusivity statements, usage, 86
- Independent interlocutors, 129–132
- presence, requirement, 134
- Independent scribes, 129–132
- Individual behaviors, change, 120
- Inequality, sense, 131
- Influence, realization, 133
- In‐group favoritism, 57, 62
- Instinct, impact, 135
- Institutions, responsibility, 96
- Intent/impact, contrast, 72
- Interaction opportunities, training, 92
- Interlocutor/scribe, 129–132
- Interruptions, avoidance, 123–124
- Interventionist, actions, 132
- Jamieson, Kathleen Hall, 102
- Job descriptions, word selection (impact), 137–138
- Job interview, impression, 110
- Job performance reviews, evaluation (gender correlation question), 84–85
- Johnson, Aynesh, 94
- Kahneman, Daniel, 92, 139
- Kaiser, Cheryl, 10, 88, 90
- Kalev, Alexandra, 18, 119
- Kaplan, Mark, 26, 114, 148
- Keeton, Brogiin, 80, 84, 120
- King Arthur figure, rescue (misconception), 125
- Knowledge, absence, 35
- Landis, John, 8
- “Language in the Wild” (Fridland), 107
- Leaders
- actions, latitude, 155–156
- emotional intelligence, need, 152
- issues, ownership/action, 153–154
- relationship building, benefits, 37
- self‐awareness, importance, 155
- tools, institutional provision, 94
- Leadership, 150–151
- command‐and‐control transaction leadership, requirement, 163
- positions, competitiveness (impact), 108
- roles/positive outcomes, women representation (correlation), 14
- roles, women (presence), 106
- team diversity, innovation revenue (correlation), 83
- theory/practice, evolution, 154
- Leadership Soul (Wright), 6–7
- Leading, competence, 151
- Leading Minds (Gardner), 33
- Learned history, impact, 135
- Lewis, Michael, 138
- LGBTQ communities, legal protections, 20
- LGBTQ members, self‐behavior (discomfort), 73
- LGBTQ personnel, feedback response, 103
- Life experiences, appreciation, 128
- Lifeline (providing), outside intervention (usage), 120
- Like, gravitation, 96
- Lipman, Joanne, 19
- Listening/learning/acting, improvement (tools/actors), 50
- Loudest Duck, The (Liswood), 21, 24, 33, 113
- Majority groups, discrimination, 88
- Major, John, 11
- Management skills, requirement, 142
- Manager culture
- dialogue, 48
- understanding, 47
- Managers, awareness, 96
- Manterruption, 123
- Mason, C. Nicole, 78
- Mattel Inc., founding, 4
- Mayer, John, 152
- McQuiggan, Kathleen, 63
- Media formats, proliferation, 22
- Meeting dynamics, effectiveness, 129
- Meeting style facilitation, culture (impact), 47
- Memories, correction, 130
- Men
- discomfort, 113
- dominant‐group men, emotions (display), 104–105
- emotions, display (avoidance), 103–104
- leadership issues, 161–162
- overemphasis, 131
- performance reviews, differential, 137
- public speaking (ancient times), 107
- styles, women (embracing), 164
- talkativeness, 108
- worlds, habitation (contrast), 104
- Mentoring, sponsoring (contrast), 79
- Mentorship, offering, 91
- Merit‐based organization, privilege (absence), 86
- Meritocracy
- absence, solution, 77
- conclusionary word, 87
- myth, 72, 76–86
- opposites, 74
- perception, 73
- reality, homogeneity, 161
- robustness, creation (signals), 78–80
- Meritocracy Stress Test, 81–86
- Meritocratic treatment, perception, 73
- MeToo movement, impact, 20–21, 127
- Metrics, 164
- creation, 92
- provision, 96
- Micro‐aggressions, 17, 156
- Micro inclusions, 156
- Mikulski, Barbara, 102
- Mindsets
- control, 85–86
- impact, 71–72
- Minorities
- behaviors, perceptions, 131–132
- double bind, 64–65
- workplace complaint, perceptions, 74–75
- Minority groups
- discrimination, 88
- standards, impact, 105–106
- Minority majority populations, increase, 58
- Mission, homogeneity, 161
- Mistakes, over‐scrutiny, 74
- Model T, Tesla (contrast), 21–26
- Moneyball (Lewis), 138
- Movies, men/women (depiction), 37–38
- Multitasking
- methods, development, 51
- requirement, 113
- Murphy, Eddie, 8
- Myths
- control, 85–86
- impact, 71–72
- Name and shame, usage, 62
- Negative career consequences, 96
- Negative story, response, 102
- Noah's Ark (motif), 21
- Nondominant groups
- actions, narrowness, 109
- hypervigilance, 162
- mistakes, overscrutinization, 73–74
- Nonhuman help, 134–143
- Non‐majority groups, inclusion, 61
- Nonoptimal decision making, creation, 59
- Non‐quota tools, usage, 62
- Nonverbal cues, 161–162
- Nye, Jr., Joseph, 151
- Obama, Barack
- administration women, self‐support, 122
- emotions, coolness (misperception), 103–104
- Organizations
- culture, formation, 34
- de‐bias processes, usage, 84–85
- merit‐based organization, privilege (absence), 86
- meritocracy, belief, 72–73
- metrics, requirement, 25
- race, discussion, 66
- wing persons, presence (requirement), 134
- Other, caring (skills), 51
- Outcomes, measurement avoidance (risk), 91
- Outside consultants, usage, 129
- Overconfidence, portrayal, 109
- Page, Scott E., 59
- Parent gap, 136
- People
- airspace, usage (allowance), 47
- analytics
- “assets,” spending, 126
- bonding process, 96
- caring, skills, 51
- change, reasons, 66
- effectiveness, 129
- evaluation, ability, 141–142
- knowledge, 31–32
- mass‐handling, 32
- viewpoint/opinion/question, sharing, 48
- People of color
- code‐switching, 36
- feedback response, 103
- issues, awareness, 4
- Performance
- difference, perception, 76–77
- reviews, usage, 131–132
- statistics, 139
- Personality‐based feedback, 137
- Personnel evaluations, effectiveness, 129
- Physical attributes, critique, 97–98
- Playing field, leveling, 120
- Polanco, Rafael, 23
- Police behavior, scrutiny (increase), 11
- Political gaps, progress (absence), 5
- Political positions, women (presence), 106
- Pope, Patricia, 88
- “Possibility and frequency,” identification, 75
- Post‐conflict negotiations, women (involvement), 15
- Potential
- maximization, 126
- performance, worldview comparison, 42
- Power, position (leveraging), 126
- Private sector action, public sector good (equivalence), 60
- Problem, acknowledgment (absence), 39–40
- Promotions
- candidate, decisions, 131–132
- competitiveness, impact, 108
- decisions, effectiveness, 129
- demand, 106
- question, 95
- readiness, definition, 78–79
- request, aggressiveness (contrast), 109–115
- tracking systems, absence, 80
- Proxy disclosures, usage, 62
- Psychological safety, 148–149
- Put‐down, handling, 112
- Quotas
- appointments, 57
- balancing, 141–142
- government‐mandated quotas, usage, 17
- legal mandates, 61
- usage, 12–13
- Relationship building, benefits, 37
- Remote work, 141–143
- Reputational risk, danger (increase), 60
- Resnik, Judith, 42
- Retention, tracking systems (absence), 80
- Revenue generation, employees (impact), 96
- Reverse role play, usage, 112
- Rewards, 55–59
- Risk‐oriented behavior, risk aversion tendencies (imbalance), 60–61
- Risk taking
- financial risk taking, tolerance, 162–163
- penalties, 163
- workplace risk taking, men/women reporting (difference), 149
- Ritual apology, 96
- Ritual question, 95
- Roadblocks, experience, 75
- Role model, realization, 133
- Rumors, response, 102
- Rumsfeld, Donald, 160
- Sadker, David, 107
- Safety
- importance, 155
- measurement, 148
- Safety first concept, 10
- Salovey, Peter, 152
- Same‐sex marriage, legalization, 11
- Satisfaction, sense (diminishment), 43
- Schmitz, Jörg, 159
- Seed and the Soil
- 50/50 career deal, 94
- combination, 97–98
- empowerment/challenge, 24
- responsibility, 93–97
- Self‐aggrandizing behavior, problem, 106–107
- Self‐assuredness, portrayal, 109
- Self‐awareness, importance, 155
- Self‐censorship, burden, 111
- Self, natural/positive sense, 106–107
- Self‐promotion, 114
- Self‐regard, display, 110
- Servant leader, 154
- Sexual harassment
- Sexual misconduct, allegations (corporate understanding), 13
- Shelton, Chuck, 38
- Smith, Lydia, 156
- Snyder, Kieran, 83, 114, 137
- Social intelligence, 152
- Social media
- Social movements, impact, 20–21
- Social networks, closure, 57, 62
- Society
- change, 9, 153
- norms, 36, 95
- polarization, increase, 25–26
- positive contribution, demonstration, 13
- Sociometrics, 138
- Soft power, representation, 152
- Speaking
- Speech, public domain, 107
- Staff, company hiring/promotion (examination), 84
- Streetcar Named Desire Strategy, 25
- Structures, change, 120
- Struggle/progress, combination, 9
- Style dilemmas, 109–110
- Success
- basis, 8
- belief system, 7–13
- Support, requirement (understanding), 128
- Surveys, organizational engagement, 82
- Survival, motivator, 32
- Sustainability, impact, 158
- Systems
- change, 120
- fairness, increase, 126
- Talk, gender distribution, 108
- Tannen, Deborah, 93, 108
- Teachable moments, 124–125
- Team members
- attention, 106
- cultural adaptations, messages, 47
- values, addition, 48
- Technical products, employee handling, 96
- Technology, user warnings, 142–143
- Telework, negative career consequences, 96
- Textio, 137
- bias interrupters, 137–138
- Thatcher, Margaret, 162
- That's What She Said (Lipman), 19
- The Easy to Do Test, creation, 114–115
- Thinking, Fast and Slow (Kahneman), 92, 139
- Thycydides, 66
- Trading Places (movie), 8
- Transactional leader, 154
- Transformational leader, 154
- Tribal knowledge, impact, 135
- Truth‐telling, fostering, 150
- Tunnel vision, 133
- Unconscious beliefs
- Unconscious biases, removal (difficulty), 24
- Unconscious bias training, 23–24
- exercise, continuation (problem), 119–120
- impact, absence, 6
- negative impact, 19
- overcoming, 6–7
- side effects, 120
- Unconscious thinking, 135
- Unconscious thoughts, removal, 140
- Underhearing/overheading, effectiveness, 129
- Underrepresented groups, assistance programs (development), 86
- Unfairness, places (recognition), 30
- Unknown unknowns, 160
- Unlevel playing field, impact, 43
- Useem, Michael, 151
- Values, homogeneity, 161
- Verbal intrusions, effect/normalization, 44–45
- Virtual settings, management skills (requirement), 142
- Vision, 110
- Vital Voices Leadership Model, 161
- Waber, Ben, 138
- What about scenario, 162
- What Works: Gender Equality by Design (Bohnet), 135
- Why Do So Many Incompetent Men Become Leaders? (Chamorro‐Premuzic), 110
- Williams, Tennessee, 25
- Wingman, 121–125
- Wing persons, 121–125
- cross‐diversity wing people, presence, 124–125
- learning, 90
- organizational need, 134
- Wing woman, 121–125
- Wizard of Oz (Baum), 121
- Women
- amplification strategy, 122–123
- assignments, impact, 137
- authority, erosion, 17
- behaviors, perceptions, 131–132
- beliefs, stating, 112
- business enhancement, 14–15
- careers, control, 93
- catcalling/overtures, effect/reaction, 44–45
- CEOs, increase (hyperbole), 5
- confidence, increase (urging), 111
- demands, 95
- double bind, 64–65, 102–109
- drivers, assumptions, 71
- empowerment/career progression, men/women perceptions (differences), 40
- interruptions, frequency, 123–124
- intuition, 35
- leadership
- issue, 161–162
- valuation, absence, 12
- lists, usage, 62
- manning up, 104
- needs/voices, 106
- over‐mentoring/under‐sponsoring, 85
- performance reviews, differential, 137
- power, backlash (fear), 108
- ritual questioning, usage, 95
- speaking, trivialization, 107
- speech, beliefs (impact), 108
- standards, impact, 105–106
- status, perception, 102
- support, example, 121
- talkativeness, 108
- unconscious bias, impact, 17
- violence, 125
- workplace complaint, perceptions, 74–75
- worlds, habitation (contrast), 37–39
- Women in Asset Management study, work improvement (comprehension, men/women differences), 41
- Words, selection, 113–114
- Workforce
- homogeneous workforce, perception, 159
- post‐COVID return, 32
- Workplace
- awareness, requirement, 122
- code‐switching, 35–36
- diversity/equitability/inclusiveness, 3–4
- double binds, 101
- fairness, entitlement, 55, 58–59
- Grandmas, presence, 46
- language, study, 108
- minority/women complaints, perception, 74–75
- risk taking, men/women reporting (difference), 149
- ritual question, 95
- safety, 148
- unlevel behavior, impact, 156–157
- women, amplification (usage), 122–123
- women/nondominant colleagues, concerns, 112–113
- World Economic Forum Gender Gap
- equality data, 5
- usage, 82–83
- World, fairness (absence), 8
- Worldview
- differences, 40
- discrepancy, causes, 42–43
- escape, difficulty, 33
- Wright, Kendall, 6–7, 36–37, 75, 140, 151, 155
- Zahidi, Saadia, 16
- Zittleman, Nancy, 107
- Zooming, 142
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