Breaking the Code of Interview Implicit Bias to Value Different Gender Competencies Bonita Banducci, Banducci Consulting Live at Santa Clara University - Room #330C located on the 3rd floor of the Learning Commons Voices 2015 - www.globaltechwomen.com Session Length: 1 hour Implicit Bias Workshops and exercises are being shared widely on the internet. Some of the solutions are: "Determine precisely what skills and attributes you are hiring for." "Ask exactly the same questions to each candidate." But what about the implicit bias in determining what skills you are valuing--beyond traditional management and leadership competencies? How can interviewers recognize the often invisible, unarticulated, undervalued and often misinterpreted competencies of more "relational and collectivist" people--often women and men and women from different cultures? Bonita Banducci teaches Gender and Engineering class in Santa Clara University's School of Engineering Graduate Program. In video and cartoon representation as well as in person, her students apply Gender Competence®--understanding and skills to work with gender (and cultural) differences as competencies--to job interviews both as the interviewer and the interviewee, as men and women. They show how to "mine the gold" of difference for the best candidate AND to get the job as the best candidate while establishing the value of relational competencies in the workplace and marketplace.

1. Breaking the Code of
Interview Implicit Bias
to Value Different Gender Competencies
Bonita Banducci
Global Tech Women Voices Conference
2015

2. Breaking the Code of
Interview Implicit Bias
to Value Different Gender Competencies
22
© Banducci Consulting 2015

3. Interview Relationships
How interviewer calls out
her brilliance
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Interviewee relating
to interviewer
Interviewer relating to interviewee
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4. 4
Calling Out the Brilliance of Women
What Men call “a Brilliant Idea!” Women call
“Common Sense”—with Leadership and Value
Lost in Translation
• Realize your own unique value—what you think is common
sense—by understanding Gender Differences in brain science,
perception, and communication.
• Translate your value into “competencies” language so you are
understood in “a man’s world.”
• Demonstrate new leadership skills with confidence as a master of
working with differences
• Produce unprecedented innovation and productivity for your
organization, increasing promotability for yourself and your
colleagues—men and women.
Calling Out the Brilliance of Women
What Men call “a Brilliant Idea!” Women call “Common
Sense”—with Leadership and Value
Lost in Translation
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5. Added Value of Differences
• Perception/Perspective
• Thinking
– Decision-Making
– Problems Solving
– Customer Focus
• Communication
• Behaviors
• “Competencies”
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6. 6
A World of Innovation!
Workbook page 3
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7. ©2009-2010 Banducci Consulting
Catalyst Report: Fortune 500 companies with 3+
women on board gain a significant advantage:
+ 73% return on sales
+ 83% return on equity
+ 112% return on invested capital
McKinsey: Women on board vs. No women
+ 41% return on equity
+ 56% in operating results
Today’s Research Benefits
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8. ©2009-2010 Banducci Consulting
Collective intelligence:
The number of women in a group is linked to effectiveness
in solving difficult/complex problems
Researchers document the existence of collective
intelligence among groups of people who cooperate well
and show that such intelligence extends beyond the
cognitive abilities of the groups' individual members.
The tendency to cooperate effectively is linked to the
number of women in a group
MIT, Carnegie Mellon 2010
ScienceDaily
© Banducci Consulting 2015
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9. Reading the Mind in the Eyes
Test
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© Banducci Consulting 2015
Which word best describes what the person
in the picture is thinking or feeling?
Amused
Relaxed
Joking
Insisting
https://www.questionwritertracker.com/quiz/61/Z4MK3TKB.html

10. Reading the Mind in the Eyes
Results
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Banducci Consulting 2015
Which word best describes what the person
in the picture is thinking or feeling?
Amused
Relaxed
Joking
Insisting CORRECT
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11. Clash! 8 Cultures that Make Us Who
We Are by Hazel Rose Markus and Alana Conner
Independent Interdependent
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CAVEAT
There Are NO Absolutes
Workbook page 7
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13. © Banducci Consulting 2015 13
Workbook page 19

14. Method to Overcome
Unconscious Bias
14© Banducci Consulting 2015
• Identify Skills and Characteristics of
successful people on the job, now, as
standard for new hires.
Dr. Bian Welle
Director of Peple Analytics, Google
• Create a Rubric for
evaluating answers
to questions, from
good to bad.

15. Words attributed to
Men and Women
© Banducci Consulting 2015
Dr. Bian Welle. Director of People Analytics, Google:
www.gv.com/lib/unconscious-bias-at-work
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16. Different Competencies
INDIVIDUALISTIC
• Fire Fighter
• Focused/Prioritized
– Linear Thinker
– Rational
• Devil’s Advocate
– Deductive Reasoning
• Customer Focus
– I know what is best for
the customer
• Risk Taker
RELATIONAL
• Fire Preventer
• Connects the Dots
– Systems Thinker
– Values Based
• Angel’s Advocate
– Inductive Reasoning
• Customer Focus
– I get into the customers’
shoes
• Higher Standard for
Understanding
– Risk Assessment &
Management
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17. 17
Views of Competencies
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18. 18
Men’s and Women’s Cultures
© Banducci Consulting 2015
INDIVIDUALISTIC
• Emphasizing status and independence
• Giving information only as needed
• Doing/Seeing one thing at a time
• Step thinking—compartmentalizing
and prioritizing
RELATIONAL
• Connection and Interdependence
• Sharing information
• Doing/Seeing many things at once
• Web thinking—seeing all ramifications
of a concern
Step Thinking
Web Thinking (Systems Thinking)

19. Breaking the Code of
Interview Implicit Bias
to Value Different Gender Competencies
Bonita Banducci
650-529-9336 banducci@genderwork.com
www.genderwork.com
Gender and Engineering, Santa Clara University