Today we’re focusing on a scenario of Attribution Bias. As always, if you’d like another scenario or situational example of Attribution Bias, just let me know by commenting, DMing, or emailing! If you need a refresher on Attribution Bias, check out my Instagram posts or Package Program on Gender Bias. Now, let’s get into it.
Say a woman gets a big break, maybe a promotion, leadership role, or project, and you hear someone say “wow, she got really lucky!” You, knowing that this woman has been working hard for a long time, find this comment to be completely unfounded, and you recognize the attribution bias in this situation. As always, start out with some questions. Prompt them to consider why they think the woman didn’t deserve this promotion. “I’m curious, what makes you think it was luck?” “Do you think she’s less competent?” “Is there an example you can give?” Now, it’s time to explain. As always, recognize that their bias may not have been ill-intended, but it was definitely present. Here’s a way to word it. “We tend to overestimate men’s performance and underestimate women’s. Because of this, we often attribute women’s successes to “getting lucky,” “having a good team,” or other explanations that diminish their achievements, while we accept men’s accomplishments as proof of their abilities. Getting recognized for accomplishments can make a difference, especially when it comes to performance reviews and promotions. When achievements are attributed to luck rather than hard work or skill, it minimizes them. Women won’t be able to make progress if we constantly diminish their successes.” This type of bias a little bit more recognizable than some others, so they will likely have less questions for you about it, but make sure you’re available to answer them all!
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Neha SaggiFounder and director of LeadHERship. Archives
March 2021
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