WorkLife Law has received funding from Walmart to work with six companies to pilot its “Bias Interrupters” program: evidence-based metrics-driven tools for interrupting racial and gender bias in informal workplace interactions and HR systems.

The six companies selected for the pilot program will be our partners in producing rigorous research to establish best practices for leveling the playing field for all employees. WLL is dedicated to quantifying the real-life impact of gender, race, and class bias in workplaces and excited to partner with the six companies to generate and advance evidence-based strategies to improve the workplace experience for all employees.

The Center’s Deputy Director, Liz Morris, published a letter to the editor in the New York Times about bias against mothers and how that contributes to the gender pay gap. Read the letter here.

Our report challenges the narrative that the underrepresentation of women of color in computing is only due to the leaky STEM pipeline.  Our new quantitative study shows that bias within the workplace plays a significant role. Women of color were dramatically more likely than white women to report bias and this was associated with them being 37.6 percentage points less likely than white women to report seeing a long-term future for themselves at their companies. Our report highlights how the workplace experiences of women of color vary based on their race, ethnicity, gender identity, sexual orientation & first-generation status. Read the full report here and related articles in Fast Company, Bloomberg, and Harvard Business Review.