Identify which workplace system a bias interrupter targets.
Sort each bias interrupter into the business system it changes. Hiring Performance Reviews Meetings Access to Opportunities Require interviewers to submit scorecards before group discussion. Replace 'executive presence' with role-specific behaviors and examples. Track who gets interrupted and who gets credit for ideas. Publish stretch-project criteria and allow self-nomination. Use the same structured questions for every finalist. Audit review notes for personality labels unsupported by evidence. Rotate meeting facilitation and decision-note ownership. Review high-visibility assignment distribution by race/ethnicity and level. Define must-have skills before seeing candidate names or schools. Require managers to cite outcomes, not only style impressions.
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