GENDER & BIAS
Inequality persists through hidden everyday beliefs, not just overt discrimination
The most powerful forms of bias masquerade as common sense
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Gender inequality endures not because of individual prejudice, but through invisible alignment of everyday beliefs with institutional structures. This research, published in numerous top tier academic journals and featured multiple times in Harvard Business Review, has gained traction because it moves beyond ineffective bias training to reveal structural barriers that organizations can actually change.
The work's real-world impact is demonstrated across policy, corporate, and international levels. Discussed with Speaker Nancy Pelosi on gender equity policy, with former President of Ireland Mary Robinson, and with White House Senior Advisor Valerie Jarrett at the 2015 White House Summit on women's economic issues.
Featured on WJLA advocating for more pay equity, and the steps that companies and women themselves can take to attenuate gender disparities. She also partnered with the U.S. Chamber of Commerce on a study to look at gender gaps in the C-suite. Her work has been covered by the Washington Post, Boston Globe, and New York Times because practitioners recognize that what we treat as "natural" systematically disadvantages women while appearing neutral.
“Because the research names the mechanisms—not just the symptoms—it gave me defensible criteria to take into calibration sessions and selection conversations. It became a trusted reference point as I worked to build a stronger, fairer pipeline of field leaders.”
— Lisa Cregan, Managing Director & Head of Field Leadership Readiness and Acquisition, Morgan Stanley; Founder and President, Climb Pause Lift Foundation