Bias Interrupted: Creating Inclusion for Real and For Good

Bias Interrupted offers a fresh approach to inclusion that is concrete, evidenced-based and actionable. Whether you are an individual seeking to be a better ally, the head of HR, or the CEO, this book provides concrete steps you can take starting tomorrow to ensure that you and those around you can all do your best work together. Written as the answers to questions you may have been afraid to ask, the book proposes that businesses treat inclusion the way they’d treat any business problem: with evidence, metrics and persistence.

Ready to get started?

Printable versions of the toolkits mentioned throughout the book are located here.

Master Bibliography

Tools for Hiring


Begin by reading the Bias Interrupters for Hiring and Recruitment Toolkit.

Additional tools include:

  • Identifying and Interrupting Bias in Hiring Guide: Empower anyone involved in the hiring process to spot  bias by distributing this handout prior to resume review and interviews.
  • Sample Memo to Distribute to Candidates Prior to the Interview: Some people feel more comfortable with self-promotion than others. Partly it depends on how you were raised: Asian Americans, first-generation professionals, and women are often raised with a modesty mandate.  To counter this, your company should send candidates a document explaining what qualities the company seeks— before they show up for the interview. This document should list self- confidence if it is highly valued.  The memo should say explicitly that undue modesty will not be helpful and that the candidates’ assignment is to make the best case possible for themselves.

Tools for Performance Evaluations and Promotions


Begin by reading the Bias Interrupters for Performance Evaluation Toolkit and the Performance Evaluation Check-List. 

Additonal tools include:

  • Writing an Effective Self-Evaluation Guide :  The modesty mandate can affect evaluations that include a self- appraisal. To counter this, give employees explicit guidance on what the company would like to see in a self- evaluation. Clear instructions will encourage people from elite backgrounds to explain what justifies their confidence and will help ensure that first-gen professionals are not hobbled by modesty. It will also help other groups affected by the modesty mandate, like women and Asian American men.

Tools for Assignments


Begin by reading the Bias Interrupters for Assignments Toolkit, which provides step-by-step guidance for how to identify the career-enhancing opportunities in your organization and how to implement Bias Interrupters to equalize access to it.

Additional tools include:

    Tools for Meetings

    White Paper: Keeping Diversity Metrics While Controling for Legal Risk


    Read the White Paper on Keeping Diversity Metrics While Controlling for Legal Risk and accompanying article in the Harvard Business Review Magazine here.

    Explore our full library of tools for individuals, managers, and organizations.

    “How do you move DEI from acronym to action? Joan Williams shines the light on the realities of the modern workplace and how small but important steps can usher in real change.”

    Katie Couric

    Award-winning former ABC News journalist; former co-host, NBC’s Today show; former anchor, CBS Evening News ; New York Times best-selling author, The Best Advice I Ever Got ; and founder, Katie Couric Media

    Need Assistance Implementing Bias Interrupters? We can help.

    Need Assistance Implementing Bias Interrupters? We Can Help.

    We're excited to share your journey, so if you try the approach laid out in this book— or anything else that really works— please let us revel in your success.

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