This is an interesting article that suggests combining a number of approaches that can sometimes be used in isolation - and then acknowledging, tracking and adding together the small shifts that will, over time, add up to bigger change.
A new method, dubbed the “small wins model,” is showing promise in reducing the kind of bias that leads to gender inequality within a company’s workforce. The method focuses on educating managers and workers about bias; diagnosing where gender bias could enter their company’s hiring, promotion, or other evaluation practices; and working with the company’s leaders to develop tools that help measurably reduce bias and inequality. Shelley Correll, director of the Clayman Institute for Gender Research at Stanford University, explains the method, which she and her team piloted and found successful while working with technology companies. “The change we can realistically expect to produce in any one instance will be small, imperfect and incomplete,” writes Correll. “Step by step, I believe that these small wins are the path to achieving our larger goal, which is the transformation of our organizations.”