Index

  • 50/50 career deal, 94
  • Accomplishments, stating, 95, 109
  • Ackroyd, Dan, 8
  • Actions, threat (stopping), 133
  • Active bystanders, 132–134
    • learning, 90
  • 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
    • avoidance, 103–104
  • 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
    • amplification, 121–122
  • 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
      • issue, 94–95
      • usage, 48
  • 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
      • impossibility, 159
    • 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
    • avoidance, 83
  • 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
    • training, 92
  • 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
      • usage, 86, 92
      • usefulness, 91
    • safety responsibility, 148
  • Entelechy, cognitive suiting, 140
  • Entrepreneurial efforts, women (presence), 106
  • Environment, social, and governance (ESG)
    • issues, 61
    • scores, 63
  • 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
    • drivers, 13
    • risk, 59
  • Homogeneous thinking, handling, 20
  • Homogeneous workforce, perception, 159
  • Homophobia, defense mechanism, 105
  • Human behaviors, usage (limitations), 111
  • Humanyze, 137
    • sociometrics, 138
  • 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
      • domination, 157
    • worlds, habitation (contrast), 104
  • Mentoring, sponsoring (contrast), 79
    • understanding, 91
  • 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
    • results, 87
  • 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
    • absence, problem, 150
  • 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
    • fear, 10
    • impact, 17
  • Sexual misconduct, allegations (corporate understanding), 13
  • Shelton, Chuck, 38
  • Smith, Lydia, 156
  • Snyder, Kieran, 83, 114, 137
  • Social intelligence, 152
  • Social media
    • impact, 147
    • usage, 29–30
  • 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
    • tracking (HBS), 130
  • 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
    • impact, 45
    • presence, 119
  • 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
  • Yeltsin, Boris, 11
  • Zahidi, Saadia, 16
  • Zittleman, Nancy, 107
  • Zooming, 142
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