Our brains are wired to make assumptions, which can sometimes be off base. We think it’s an honest mistake; science calls it a blind spot.
It’s natural to gravitate towards people who are like us. But making decisions solely on who we’re comfortable with can cause tunnel vision.
First impressions can block objectivity, which can cause missed opportunities. Sometimes wanting to be “right” can take us in the wrong direction.
Stereotypes can influence our perception of who’s the “right fit.” They may create a road block towards our destination.
“We’re serious about developing the best and most inclusive leaders in the world and this is another way we’re taking action to make that commitment a reality.”
PwC has worked with social and business leaders to hear their perspective on moving beyond blind spots. Watch a video. Take a short informative quiz. Go deeper by exploring the Building Gender IQ course, or use the discussion guides to start a conversation.
HeForShe and Building Gender IQView Transcript
In 2017, the Center for Talent Innovation released new research finding that silence about race in the workplace undermines employee engagement and contributes to minority turnover. Yet companies that address societal racial tensions at work gain business and brand benefits. Employees who currently feel comfortable discussing race relations at work are more likely than those who are not to feel that their ideas are heard and recognized (70 percent as compared to 47 percent) and feel free to express their views and opinions (76 percent as compared to 56 percent).
To further explore the power of blind spots, PwC has provided a grant to Harvard University to create Outsmarting Human Minds. This initiative includes podcasts, videos and other materials that apply insights from psychological science to help us improve the decisions we make in life and at work.