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Fast Company
a day ago
- Business
- Fast Company
5 ways business leaders can challenge bias and champion inclusion
Diversity and inclusion (D&I) have been a core priority for businesses in recent years. But unfortunately, we're now at a crossroads where politics and progress are increasingly at odds. Recent executive orders have eliminated D&I roles and slashed equity-related grants. In addition, private companies, nonprofits, and educational institutions are feeling the pressure to scale back their inclusion efforts. As a European founder watching these developments unfold, I'm deeply concerned. The ripple effects are real, and they risk undermining global progress. At the same time, the rise of AI in hiring has also introduced new risks and can potentially reinforce bias in the workforce. We're seeing a quiet erosion of the progress we've made so far. And it's up to us, as leaders, to make sure that we don't lose the fight for fairness. We cannot live in a world where equal treatment and opportunities are negotiable. I've faced my share of systemic bias as a woman in tech. It chips away at your confidence and makes you question your credibility. But having challenged norms, risen to senior leadership, and cofounded my own company, I'm determined to ensure the next generation doesn't experience the same thing. Subscribe to the Daily newsletter. Fast Company's trending stories delivered to you every day Privacy Policy | Fast Company Newsletters Here are the key ways I've worked to overcome bias and ensure discrimination has no place in my business. 1. Normalize salary transparency If you're unaware that you're underpaid, you're less likely to ask for more. Studies show that the gender pay gap is—on average—18% smaller in companies with high pay transparency. Many companies have long viewed salary secrecy as a strategic business advantage. However, it's also a barrier to equality and fairness. It's on businesses to put progress ahead of profits and break the culture of silence. During my time at a leading fintech company, for instance, we created internal communities where individuals could openly discuss salaries, promotions, and evaluations. These communities were safe spaces where everyone felt comfortable. This doesn't just promote fairness, but also benefits team cohesion, morale, and employee turnover. It pays to be transparent. 2. Challenge bias in every instance Bias is prevalent and persistent in business. It doesn't subside with age, experience, or seniority. Despite my role as chief scientist, people still often default to addressing my male cofounders. Fortunately, my cofounders actively challenge such bias by redirecting questions that are related to my area of responsibility and expertise to me. I get that it can feel easier to stay silent for the sake of preserving relationships. However, this only reinforces bias and contributes to another generation of talented individuals enduring the same unfair treatment due to their gender, color, or background. That doesn't mean every meeting has to descend into an argument, but nothing will change if you leave discrimination unchecked. The key is making bias interruption feel natural and constructive. Simple phrases like 'That builds on the point Irina made earlier' can redirect without creating confrontation. When challenging bias becomes part of your team's DNA, it stops feeling awkward and starts feeling like good leadership. As a founder, I've seen how few of those who identify as women apply for forward-looking, deeply technical roles. And those who do often downplay their abilities and achievements. One study found that 84% of women feel uncomfortable discussing their professional achievements, and 69% actively downplay their accomplishments. Likewise, job interviews can be a considerable source of stress for neurodivergent candidates, which impacts their ability to present themselves effectively. advertisement But here's what many leaders miss: the best talent is already making decisions about you before they even apply. When potential candidates look at your team, leadership, and board and don't see people who look like them or share their experiences, they're ruling you out. They don't see your organization as a place where they can thrive, advance, or belong. This means you're not just missing out on individual candidates, you're systematically excluding entire talent pools from even considering your opportunities. Factor this into your recruitment process. Make sure you evaluate every candidate thoughtfully, especially those who are likely to be impacted by bias. It's also equally important to ensure (and showcase) that diverse talent can succeed at every level in your organization. When underrepresented groups see themselves reflected in your leadership and decision-making roles, you're signaling that they have a future in your company. 4. Use inclusive language consistently In job advertising, using specific pronouns in job listings is strictly forbidden. However, research shows that even gender-coded words, whether that be 'competitive' for men or 'supportive' for women, can significantly reduce the appeal of a role and continue to promote gender inequality in the workforce. As business leaders, it's our responsibility to make gender-neutral language the default, not just in hiring but in how we speak about users, customers, and colleagues. Remember that inclusive language goes beyond avoiding gendered terms. You need to be intentional about accessibility, using plain language that doesn't exclude people based on educational background, avoiding unnecessarily complex jargon, and being mindful of cultural references that might not resonate globally. For neurodivergent candidates, this might mean being specific about expectations rather than using vague terms like 'fast-paced environment' or 'wearing many hats'. This simple change sends a powerful message: Everyone is welcome, included, and valued, regardless of gender. In industries where most applicants identify as male, our choice of language can either widen or narrow the door. 5. Foster an unstructured environment Shaped by years in the workforce and taught to think and act in a certain way, hiring managers are often unaware of their biases. As a result of such unconscious bias, microaggressions occur, like disregarding certain voices and making assumptions about seniority. These habits are deeply ingrained and difficult to recognize, and can be especially hard to unlearn. And reprimanding won't overcome it. You need to rewire how your team thinks, which takes time and understanding. When we launched Gradient Labs, we didn't jump on Zoom and get to work. We spent two weeks living and working under the same roof, which was crucial to creating a basis for a culture built on mutual respect. Moving in together might not be practical for every team, but finding time and space for in-person interaction, especially across levels of seniority or cultural lines, has helped us with combating unconscious bias in the workplace. This doesn't require grand gestures. Regular coffee chats, cross-functional lunch groups, or even starting meetings with brief personal check-ins can create those human connections. The goal is to move beyond transactional relationships to genuine understanding, because it's much harder to dismiss or underestimate someone when you truly know them as a person. Inclusion starts with you The erosion of D&I progress isn't inevitable; it's a choice. Every time you redirect a question to the overlooked expert, rewrite a job posting with inclusive language, or create space for genuine human connection, you're slowly building a different future. The five strategies outlined here represent real, actionable paths forward that any leader can take starting today. Companies that embrace everyone don't just do the right thing—they unlock innovation, creativity, and performance.
Time of India
20-06-2025
- Business
- Time of India
Institutional round applications for engg, mgmt via CET cell too
Mumbai: Aspirants seeking admission in the institutional round for engineering, management and pharmacy courses can now apply centrally through the state's CET cell too. Previously, candidates only had the option of approaching individual colleges directly and often faced the risk of being turned away on various pretexts. To bring in more transparency in admissions to institutional quota seats across technical courses, including diploma, undergraduate and postgraduate, the state govt has decided to step up precautionary measures. For instance, the govt has now removed the ambiguity in the definition of 'NRI', paving the way for only genuine candidates to secure seats under the quota. Additionally, the state's Fees Regulatory Authority (FRA) also fixed fees for institutional quota seats for the first time in technical colleges—private, unaided colleges can now charge up to five times the fees for merit seats from NRI students and three times from students taking admission in management seats. The govt issued a notification bringing in amendments in the Maharashtra Unaided Private Professional Educational Institutions (Regulation of Admissions and Fees) Act, 2015 on Friday. One of the provisions in the notification stated, "In case a candidate is unable to submit the application directly to the concerned institute for any reason, the candidate shall have the opportunity to apply through the website of the CET cell till the date of allotment of final admission round. " These applications will be forwarded to the respective institutions after the allotment process of round four and will be considered for merit, it mentioned. Vinod Mohitkar, director, directorate of technical education, said the govt is not overstepping on the rights of management to conduct the institutional round. "We receive some complaints from students about certain institutions refusing applications for the institutional round. We are, therefore, only offering students an additional platform to apply. These applications will be compiled and sent to respective institutions and they will include these names, while preparing their merit list," said the director. Some of the admission rules were also modified in the notification, but were announced before. The state's cabinet, in a meeting this week, also announced aspirants seeking admission under the NRI quota for any courses will have to submit a certificate from respective consulate offices or documents mentioned in Guardians and Wards Act, 1890. A department official said even local students claimed admissions under NRI quota by submitting affidavits. Higher and technical education minister Chandrakant Patil had announced revision in admission process for more transparency.
Times of Oman
30-05-2025
- Climate
- Times of Oman
Kerala: Heavy rains in Kannur, Kakkad river water-level rises; several areas waterlogged
Kochi: After heavy rains lashed Kannur (in Kerala) on Friday, the water level of the Kakkad river rose, leading to waterlogged areas in parts of the coastal city. Waterlogged roads slowed down traffic, and commuters faced significant difficulty. Many districts of the state received heavy rainfall, disrupting everyday life and causing waterlogging. The India Meteorological Department (IMD) issued red alerts for Idukki, Kannur, and Kasaragod districts and orange alerts for the remaining districts today. Authorities in several districts have declared holidays for educational institutions under their jurisdiction. As per the India Meteorological Department (IMD), strong westerly winds are likely to persist at lower tropospheric levels over Kerala and the Lakshadweep region for the next two to three days, resulting in widespread rainfall. The IMD stated, "Strong westerlies likely to continue at lower tropospheric levels over Kerala and the Lakshadweep region during the next 2-3 days. Under the influence of these, widespread rainfall activity with scattered Heavy rainfall to Very Heavy rainfall with isolated Extremely Heavy rainfall is very likely to occur over Kerala on 29th & 30th May 2025. Heavy rainfall is very likely to occur at isolated places over Kerala on 31st May, 1st and 2nd June 2025." District administrations across Kerala have declared a holiday for all educational institutions in several districts on May 30 (Friday). The precautionary measure applies to professional colleges, anganwadis, tuition centres, madrassas, and special coaching classes. With an Orange alert in effect for Ernakulam, a holiday has been declared for all educational institutions, including professional colleges. Anganwadis and tuition centers will also remain closed, as confirmed by District Collector NSK Umesh. All educational institutions, including Kendriya Vidyalayas, professional colleges, anganwadis, madrassas, and tuition centres, will remain closed in Kasaragod on Friday. Exams previously scheduled will be conducted as planned. The District Collector declared a holiday for all educational institutions, including professional colleges, anganwadis, summer coaching camps, religious study centres, and tuition centres in Kottayam. MG University has postponed all exams scheduled for May 30. Pre-scheduled exams in other institutions will proceed. In Thrissur, due to heavy rains, a holiday has been announced for all institutions, including CBSE, ICSE schools, anganwadis, tuition centers, and professional colleges. However, scheduled examinations and interviews will not be postponed. All educational institutions, including professional colleges, madrassas, tuition centres, and training institutes, will remain closed in Idukki. Residential schools and colleges are exempted. Summer coaching classes are not permitted. School heads are instructed to conduct catch-up classes, including online sessions. In Wayanad, a holiday has been announced for all institutions, including professional colleges, anganwadis, madrassas, and tuition centres. Residential educational institutions are excluded from the holiday. In Pathanamthitta, owing to continued rain, all educational institutions, including professional colleges, anganwadis, and tuition centres, will remain shut on Friday. Palakkad District Collector declared a holiday for all institutions, including professional colleges, anganwadis, madrassas, and tuition centres. Residential schools and colleges are excluded. In Kuttanad Taluk of Alappuzha district, a holiday has been declared for all educational institutions, including professional colleges, anganwadis, and tuition centres, due to persistent rainfall and ongoing alerts. Pre-scheduled exams will proceed.
