Introduction
Iris Bohnet’s book “What Works: Gender Equality by Design” examines how implicit biases and structural barriers hinder gender equality in various domains, like workplaces, education, and broader society. Bohnet uses insights from behavioral economics and psychological research to propose pragmatic, evidence-based interventions for overcoming these obstacles. Her primary argument is that while changing minds is difficult, changing behaviors and environments (“nudging”) can significantly promote gender equality.

Point: Implicit biases influence perceptions and decisions unconsciously, leading to gender discrimination even among well-intentioned individuals.
Example: Bohnet describes experiments where identical resumes with male and female names produce different hiring outcomes, with male-named resumes receiving more positive evaluations.
Action: Implement blind recruitment processes where identifying information is removed from applications to prevent bias based on gender.

Point: Structuring decision-making processes can mitigate bias and improve gender equality.
Example: Bohnet recounts how orchestras improved female participation by conducting blind auditions behind screens, resulting in a significant increase in female musicians.
Action: Use similar blind evaluation methods in performance reviews and talent promotions within organizations.

Point: Social norms heavily influence behavior, often perpetuating gender stereotypes and inequalities.
Example: Bohnet highlights how gender norms in parental leave can reinforce stereotypes about caregiving roles, with women often taking longer leaves.
Action: Normalize parental leave for all genders by offering equal leave policies and encouraging male employees to utilize them.

Point: Effective mentorship and sponsorship programs can help overcome barriers to gender equality by providing guidance, support, and advocacy.
Example: Bohnet mentions companies that have formal sponsorship programs pairing senior leaders with high-potential female employees, resulting in better career advancement for women.
Action: Establish formal mentorship and sponsorship frameworks within your organization, ensuring equal access for women and tracking their progress.

Point: Standardized criteria and structured interviews reduce subjective biases in performance evaluations.
Example: Bohnet references studies where using predefined scorecards in interviews led to more diverse hiring outcomes compared to unstructured interviews.
Action: Develop and consistently use standardized evaluation criteria for interviews and performance reviews to ensure fair assessment.

Point: Gender-diverse teams perform better and are more innovative because they bring a variety of perspectives.
Example: Bohnet describes how diverse scientific research teams produce higher-quality work and patents that are cited more often.
Action: Actively promote gender diversity in team compositions and project groups to leverage the benefits of varied perspectives.

Point: Leadership commitment to gender equality can influence organizational culture and drive meaningful change.
Example: Notable leaders who publicly commit to gender equality and set tangible goals can galvanize their organizations to follow suit.
Action: As a leader, make a public commitment to gender equality, set specific diversity targets, and hold yourself and your organization accountable.

Point: Early interventions in education can reduce gender disparities and encourage girls to pursue STEM fields.
Example: Bohnet discusses programs that expose young girls to female role models in STEM, substantially increasing their interest and confidence in these areas.
Action: Support and develop educational programs that provide female students with exposure to role models and mentors in underrepresented fields.

Point: Policies that support work-life integration, such as flexible work hours and remote work options, can help address gender disparities.
Example: Organizations that offer flexible work arrangements tend to have higher retention rates among female employees.
Action: Advocate for and implement flexible working policies that accommodate diverse needs and circumstances, benefiting all employees irrespective of gender.

Point: Regularly measuring progress and holding people accountable are essential steps in promoting gender equality.
Example: Bohnet points to companies that publicly report their gender diversity metrics, creating transparency and incentivizing continuous improvement.
Action: Implement a system to track and report gender diversity and inclusion metrics, using the data to inform policies and practices.

Point: Transparent pay practices and regular audits can help close the gender pay gap.
Example: Bohnet cites countries and companies that have introduced pay transparency laws or policies, resulting in narrower gender pay disparities.
Action: Conduct pay audits within your organization, ensure pay transparency, and take corrective actions to address any disparities.

Point: Applying behavioral design principles to organizational policies can help eliminate biases and promote equality.
Example: Bohnet highlights how redesigning job advertisements to use gender-neutral language can attract a more diverse applicant pool.
Action: Review and redesign your organization’s policies, practices, and job advertisements using behavioral insights to ensure they promote gender neutrality.

Point: While training programs alone are not sufficient, they can complement structural changes if well-designed.
Example: Bohnet refers to organizations that integrate debiasing training with organizational reforms, resulting in more significant and sustainable improvements.
Action: Combine debiasing training with concrete structural changes, ensuring that the training is an ongoing effort rather than a one-time event.

Conclusion
In “What Works: Gender Equality by Design,” Iris Bohnet convincingly argues that behavior change through thoughtful design is more effective than merely attempting to change mindsets. By providing numerous empirical examples and actionable strategies, she demonstrates that achieving gender equality is not only feasible but also beneficial for organizations and society. Implementing these strategies requires commitment, but the practical steps Bohnet outlines can significantly contribute to closing the gender gap and creating more inclusive environments.