at the end if you can help us out to fold up your chairs that gives you a little more space for the book signing. canso once again i am one of the events managers here. to find 600 events per year to have everything there is going on with other programming. and so now why you are actually here professor of public policy and her work

combines to improve decision making to look at gender equality of businesses to talk about those and other real impact on gender bias played sunday to welcome her to politics & prose. [applause] >> good evening. we just arrived from boston to have a particular appreciation free-spending your time inside. with the magnolia is blooming it is amazing. i am happy to be here tonight and also my four

rourke -- former doctoral student. >> the venture capitalist and in silicon valley with the case study mitt we teach across the world to understand a good business sense and good leadership. and then to have a creative idea and to half of the students and in the heather half was the protagonist.

so as they prepare for class and a sellout of questionnaire and how they feel. and not doing it to be surprised to think that they both did a good job but they did not like heidi. what is that? that does not conform to the stereotype of a venture capitalist looks like. she is a minority. this is somewhat our minds work and if you do not

conform we can punish you. but collectively this is what we are up against. in that we put people in shoeboxes. we don't associate that job with men. that women were made for engineering. this is about pointing fingers at anyone. but this is about well-meaning people can our

minds are stubborn. so when i was trying to do with my book in the beginning june the gender bias. and i look at the trading programs and from our organization to spend a billion dollars a year that don't measure whether they work. one of the studies has done a very simple analysis. so they just counted if they have a diversity training

program or if they don't then if that is correlated with the diversity of the workforce. in the correlation is basically nonexistent. other people have gone into schools to understand. and to give them some trading. and then to master but sadly enough to interact or play for those with kids to look

different from themselves. so after this conclusion whether diversity training programs work. the equipment that is not a beautiful term but i don't think he'll acknowledge those programs are necessary. but who am i to tell my students? until they figure rollout. we do need them. and jess helping them to navigate the system such as

suggested actually close the gap. so networking initiatives and to be closer relate to be. and with this late date different approach what i am proposing is called behavioral design. and also to get things right to buy as to the organization soon rather than to the mind. it is a metaphor many of you

must have been their redeemer given the ruth key card to also turn although late then it turns off automatically. it will be surprised if this is undoubtedly more successful to please reuse the towels or turn off the lights. there is moral suasion that counts on that very act all the time. that is what i am disk -- suggesting to.

but they may not think that. what does that mean for gentry quality? the opening story is based on research is the story of orchestra. with this innovation. and have them addition behind the screens. the interesting back story that they were not convinced that the time of all people they thought they caught -- cared about the music that they played now you have

almost 40 percent. that is powerful. it demonstrates how deeply held it is that clearly in the last care about politics and music. it is important to see ample by the power of design. not the mindset but the technology to the encounter

management and was somebody looks like. what color their skin is. and a number of organizations do that already. nizolek companies could introduce quite literally. may be at the entry-level received we down to the fiber than finalist. so first and will start with some bad news. probably the most overrated

to evaluate the future performance. had with others. and if it is a good fit. and also how that is open to buy. to see this person will make a great deal economist. that is what we are up against. and that correlation of the economy's. because we share. but it is very, very hard

for us to distill the norway's not much has been done but a few years book texas realized to a member of the applicants. are from that academic year so they have chosen the applicants. but what i think about right now and then initially rated

seventh hundred end up. but now there are 50 borer with that 700 number. with a sub the catastrophe that turned into the interesting opportunity. with these people that our lower rate applicants with the worst performers over time. and they found no difference to their evaluation system is still better then flipping a coin.

may be in the future you just use a lottery. but have was not based on quantitative scores. that is about half. the other half wusses on faculty. there is a little bit of a correlation. because of love a sudden or a favorite sports club. they should not be informative.

>> so what you do? i would suggest three different things. first of all,, if all possible it isn't rocket science but if you test somebody on a job that is very similar so when i hire a research assistant i can't get their problem roust them to analyze it so the second is always use a structured interview.

tasso's same questions five or 10 in the same order and forced herself to stick to it. and with their shared hobby or other things and finally over kindergarten teacher = be real? howdy do that? by comparing one in sight is everything is relative

whether or not you are hot to or cold that the country and the temperatures but that is exactly what happens when you value the candidates but if we could show two or more your were likely to look at individual performance and qualifications snack this is one parch of british media there parches the book but

also talk about two different examples from too few areas. >> but we do know gingrich of this starts a week early. stability probably read about this that a lot of the juices should -- decision changes but one of them is who they did to the topic tonight is rand is helping

him out. in to have self confidence. there is an ruth risk averse then then intend to beat. >> this could affect lots of scenes that people will speak up. but also how agitate test. in the multiple choice you typically have a number of options shot in.

>> but those still loom larger is -- and not a crazy possesses -- a sluggish u.s. version to share a year per the homiletic and then to

control for the and if some neck and then scored higher because they're wondering together. what do you do there are purple but a way we are the potency but of one and percent of the population because.

>> to literally leveled the playing field sit and that is how we value the people. in the gender gaps in whatever part of the world.

and then what does it make in the natural science? in one of the very first countries to introduce the quota and what was beautiful for research point of view into being in these villages and these are relatively chosen to have a female leader.

the first woman has a terrible time. she is not reelected. and if they provided more republicans than the counterpart. but for the purposes of our discussion after having been exposed the mindset started to change. to show with those core career aspirations is to become politicians. is also quite amazing

business and -- not since joe lunchtime. is the scene really is believing. >> lowe's people are really helpful and said to have the bill teachers that you would be surprised but one study

exposed students on the speeches that they gave after words. and objectively where powerful speeches. and also the kennedy school. also a partner to the kennedy school about ted and

a half years ago. and now to change that the president of liberia. in 50 percent of the students who heard the mail for the same type of opportunity. so measuring is very helpful. because you have to understand what his broker before you try to fix it.

>> everything starts with data. and that is as close as to my hard. -- closest to my heart. experiment. with the people management. and we have to do more of the. to get a sense of what works and what doesn't.

had read that experimentation. that you don't have to think about turning off the lights and with that i wish to let you look to make this a place for men and women can thrive. thank you very match. [applause] >>.

>> thanks for your presentation and. and because of those who came in the room. but it is very deep. and in the area's seven resources. with those diversity programs.

to the achievable goal. so not just gender bias i am not as optimistic because some people believe it can be disposed to racism and. and then to mention the and were riding a white to use is another category also.

>> and with that application you have to put your race for the wise and necessary? i would simply want to know and that is the issue. >>. >> data lines and it is much cheaper.

but to safely predict that the 87% in this year will find your sexist and racist and you don't like short man and it goes on and on and on. i cannot agree with you more. and just one more thing. here's one thing where we disagree. so what i need with the limited the minority roles

so adjusted changes in the search will solve the problems? now. the data itself is not enough you have to move them completely. so why would we have students edits well live. so what race are you?

i normally put a human not because i think it would change but i can change. you don't use the word majority so why? think about the news like this also. >> and with that statistic old minority. but they are the minority among the juniors. but you are exactly right to. and they said those for the

right words to use. end much of that is unconscious. and for those people up there. it is like for all of us. and never thought about that. but they weren't aware of is just really stupid for people to take a test. >> with a character of the bean that precondition for hegemony. >> thanks for coming to

speak today i am a student and have a question about universities widespread we see them try to engage in the structural things and has the attention draws on college campuses. with those subtle structural things have you feel about that? and make them feel they

cannot express themselves on campus? there is certainly something as well. but so the concept of free speech if we do make some moral choices. and we have made him before. but to be based on morality. >> i can give you one example so we have real racism on the campus.

is that free-speech? >> clearly we needed to overrule that. in the strongest possible terms but plurality is up to you that we share to overrule free-speech. with that study in in 1972 and access to data of university of moscow that would expurgate -- explained good grades and i putted the ellis 80 -- it doesn't if

your gender and if your father was l. boyer and women did much better and sadistic and better than men. that was used by the admissions office because of a 5% to 20% 30 or 40 or 50 percent over a few years. i never imagined what i was looking at my have its own bias and a mite have explained part of the results of the variables. i wonder if this study has been done for every program

or disciplined and your comment if whether i was measuring the of bias as opposed to something else? >> certainly it is true that girls are outperforming boys but it starts earlier showing that the gender gap is traveling very rapidly in some countries some girls are already outperforming boys. in the read the end of the riding so yes we do have an

issue the part of the story of lack of models for the boys is the unprecedented but what do we do with that information? and what is interesting women have increasingly outperformed boys in school about the last 10 or 15 years. the reverse has been going nine for quite awhile. the colleagues of mine did a study for latin america with more girls graduated.

but that gender gap in education in many parts of the world. that has not translated in the closing of the gender gap in leadership. for more with the injury of labor force but interestingly enough somehow that doesn't translate. . .