Frank Dobbin

So, more employers are recruiting more widely. So, if they used to go to, say, the colleges and high schools that their current staff graduated from, now they're going to all of the colleges and high schools in the area. And in many places, that means they're going to high schools in majority-minority neighborhoods. They're going to historically black colleges, to Hispanic-serving institutions.

So, more employers are recruiting more widely. So, if they used to go to, say, the colleges and high schools that their current staff graduated from, now they're going to all of the colleges and high schools in the area. And in many places, that means they're going to high schools in majority-minority neighborhoods. They're going to historically black colleges, to Hispanic-serving institutions.

institutions that serve a lot of immigrants. And there again, the effect is pretty dramatic increases in the diversity of workers and eventually in the diversity of supervisors and managerial staff. So these are all things that employers can absolutely continue to do. And that's one

institutions that serve a lot of immigrants. And there again, the effect is pretty dramatic increases in the diversity of workers and eventually in the diversity of supervisors and managerial staff. So these are all things that employers can absolutely continue to do. And that's one

institutions that serve a lot of immigrants. And there again, the effect is pretty dramatic increases in the diversity of workers and eventually in the diversity of supervisors and managerial staff. So these are all things that employers can absolutely continue to do. And that's one

I'm optimistic that employers that want to stay where they are in terms of diversity and see improvements can do it.

I'm optimistic that employers that want to stay where they are in terms of diversity and see improvements can do it.

I'm optimistic that employers that want to stay where they are in terms of diversity and see improvements can do it.

I mean, the beauty of mentoring programs is you don't get to choose who your protege is. So formal programs just assign you to somebody if you volunteer to be a mentor. And the great thing about that is that people who wouldn't necessarily have chosen a black woman, a white man executive who wouldn't necessarily have chosen a black woman, gets a black woman as his protege anyway.

I mean, the beauty of mentoring programs is you don't get to choose who your protege is. So formal programs just assign you to somebody if you volunteer to be a mentor. And the great thing about that is that people who wouldn't necessarily have chosen a black woman, a white man executive who wouldn't necessarily have chosen a black woman, gets a black woman as his protege anyway.

I mean, the beauty of mentoring programs is you don't get to choose who your protege is. So formal programs just assign you to somebody if you volunteer to be a mentor. And the great thing about that is that people who wouldn't necessarily have chosen a black woman, a white man executive who wouldn't necessarily have chosen a black woman, gets a black woman as his protege anyway.

And we know from lots of research from psychologists and sociologists that being in contact with somebody from another group is the best way to really fight individual level bias. It's much more effective to have a mentee from another group than it is to go to six diversity trainings for four hours a year. Those tend not to have any effect on what workforce diversity looks like.

And we know from lots of research from psychologists and sociologists that being in contact with somebody from another group is the best way to really fight individual level bias. It's much more effective to have a mentee from another group than it is to go to six diversity trainings for four hours a year. Those tend not to have any effect on what workforce diversity looks like.

And we know from lots of research from psychologists and sociologists that being in contact with somebody from another group is the best way to really fight individual level bias. It's much more effective to have a mentee from another group than it is to go to six diversity trainings for four hours a year. Those tend not to have any effect on what workforce diversity looks like.

Well, if you think about what implicit bias training is trying to do, just to take that part of diversity training to begin with, the goal is to make people aware of their own biases so that they will be able to interrupt their own thought processes and decision processes and rid the decisions of bias.

Well, if you think about what implicit bias training is trying to do, just to take that part of diversity training to begin with, the goal is to make people aware of their own biases so that they will be able to interrupt their own thought processes and decision processes and rid the decisions of bias.

Well, if you think about what implicit bias training is trying to do, just to take that part of diversity training to begin with, the goal is to make people aware of their own biases so that they will be able to interrupt their own thought processes and decision processes and rid the decisions of bias.

So they'll be able to step back and say, wait a minute, am I giving the black candidate a fair shot here? But when people are told that they are biased, and that's what implicit bias training does, it tells everybody that they're biased, they don't react positively. Nobody really reacts positively to being told they're biased.

So they'll be able to step back and say, wait a minute, am I giving the black candidate a fair shot here? But when people are told that they are biased, and that's what implicit bias training does, it tells everybody that they're biased, they don't react positively. Nobody really reacts positively to being told they're biased.

So they'll be able to step back and say, wait a minute, am I giving the black candidate a fair shot here? But when people are told that they are biased, and that's what implicit bias training does, it tells everybody that they're biased, they don't react positively. Nobody really reacts positively to being told they're biased.