Meet the Founder

Joan C. Williams leads the conversation about implicit bias at work. Watch a clip of a recent workshop she delivered on Bias Interrupters.

About Joan Williams

Joan C. Williams has played a central role in reshaping the conversation about women and work over the past quarter-century. Williams takes huge bodies of research and creates quirky, straightforward, and practical tools to help individuals and organizations interrupt bias in the workplace, beginning with her Gender Bias Bingo, www.genderbiasbingo.com, aimed at women in STEM. Her work has caught the attention of everyone from major corporations looking to improve their culture to working women who want to improve their daily worklife. Williams provides practical tools for both. Her approach to implicit gender bias has influenced how organizations conceptualize and implement performance evaluations, compensation systems, and bias training.

Williams’ latest book, What Works for Women at Work: Four Patterns Working Women Need to Know (2014) (co-authored with her daughter Rachel Dempsey) offers savvy advice to help women navigate office politics and thrive in high-powered careers. Reviewed in The New York Times Book Review, it is in its 10th printing and has earned kudos from Sheryl Sandberg, The Washington Post, Forbes, Oprah Magazine. Inspired by the book, Sandberg’s LeanIn Foundation partnered with Williams to record videos explaining the Four Patterns of Gender Bias that have been downloaded over 455,000 times.

Williams is a Distinguished Law Professor and Founding Director of the Center for WorkLife Law at University of California, Hastings. Williams has authored eight books and over 95 academic articles and book chapters, and is one of the Top 10 most cited law scholars in her field. She lectures widely and has appeared in outlets as diverse as the Harvard Business Review, Oprah Magazine, Human Resource Executive, Jezebel, and the Yale Law Journal.

Increase Diversity With Bias Interrupters

Tools are currently available for interrupting bias in hiring and performance evaluations.

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