Help us Research Bias at Work
Take this 5 minute survey to anonymously share your experiences with researchers for the national Bias at Work project.
The Center for WorkLife Law is a nonprofit research and advocacy organization at UC Hastings College of the Law in San Francisco. We are building a comprehensive dataset to understand and help end workplace gender bias, racial bias, class bias, disability and parental bias. #biasatwork
About the Research
What is workplace bias? The day-to-day, often unconscious, small behaviors inside workplaces that diminish an employee’s professional opportunities related to, not just gender, but also race, class, age, sexual orientation, disability and parenthood. It’s exactly because bias is subtle, open to interpretation and difficult to measure, that WorkLife is embarking on this ambitious project to create a national dataset for evaluation.
The Center for WorkLife Law has been studying workplace bias for decades. The Bias at Work Survey was developed by Professor Joan C. Williams at the Center for WorkLife Law, University of California–Hastings, and Professor Richard Lee of the University of Minnesota in conjunction with the Center’s Bias Interrupters initiative and a working group of economists, psychologists, organizational change scholars and corporate leaders.
Spread the word
We want to hear about bias experiences from every kind of perspective and workplace setting. Forward this survey to someone with a bias story to share
This Survey has been developed by the Center for WorkLife Law at the University of California, Hastings College of the Law, and Professor Richard Lee at the University of Minnesota, with tremendous help along the way, including:
- Erika Hall, Assistant Professor of Organization & Management at Emory University Goizueta Business School, who first had the idea of developing a survey instrument based on the “four patterns” research;
- Kathy Phillips, Paul Calello Professor of Leadership and Ethics at Columbia Business School, who worked with Erika and Joan and helped guide them throughout the process;
- Su Li, former Director of Research of the Center for WorkLife Law, who helped further develop the Survey;
- Robert Livingston, Lecturer of Public Policy at Harvard University’s John F. Kennedy School of Government, whose expertise and guidance on the racial bias questions was crucial;
- Greg Walton, Associate Professor of Psychology at Stanford University, for allowing us to use and adapt his belonging questions
DISCLAIMER – Information & Materials Provided Are Not Legal Advice
The information and materials provided on this site, including but not limited to your Bias At Work Survey (BAWS) results, should not be construed as conveying information about potential legal rights and/or claims, do not provide legal advice of any kind, and should not be relied upon or used as a substitute for obtaining legal advice from a qualified attorney. Please consult a qualified attorney regarding any specific legal problem(s), potential claims, or matter(s) and any applicable statutes of limitation or deadlines that may apply.
Your BAWS results and any other information or materials presented on this website provide general information about workplace bias based on common patterns found in social science research, NOT the applicable laws and relevant legal standards pertaining to workplace bias-related claims.Your results should not be used, relied upon, or interpreted as conveying information about any potential legal rights or claims you may have pertaining to workplace issues.
Do not delay seeking legal advice, disregard legal advice, or commence or discontinue any legal action because of information provided on this website. Deadlines are extremely important in most legal matters, and you should always consult a suitably qualified attorney or appropriate agency regarding any specific rights or legal problems in your particular situation, and any applicable deadlines.
The Center for WorkLife Law’s website and its content are provided for general information purposes only and may not reflect current legal developments, verdicts or settlements. Any information contained in the website should not be construed as legal advice and is not intended to be a substitute for legal counsel. No attorney-client relationship will be formed based on your use of this website or any service provided.