50 Ways to Fight Bias

Empower employees to disrupt bias

This interactive workshop takes the guesswork out of identifying and confronting gender bias. Employees consider real-world scenarios and get concrete recommendations for what to do or say in the moment.

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A person sits cross-legged on the floor using a laptop during a video call, viewing a presentation on "Common Types of Bias Against Women at Work" with illustrated figures, while four participants are visible in a sidebar.

An effective, customizable workshop

Everything you need to run the 90-minute session.

Training & materials

Free, ready-to-use resources and moderator training, flexible for your goals or team size.

Research-backed exercises

Practical ways to respond to bias in the moment.

Real-life scenarios

100+ relatable situations that make bias easier to recognize.

Active participation

Employees practice real responses, building the confidence to act and create lasting change.

A closer look at the materials

Each card presents a real-world scenario, explains the bias behind it, and offers practical ways to respond.

Situation

Reviews and Promotions

You’re in a meeting to discuss performance reviews and notice that men are described as “strategic” and “visionary,” while women are “hard workers” or “good team players."

Situation

Hiring

A colleague advocates for a man with strong potential over a woman with proven experience.

Situation

Hiring

WHY IT MATTERS

When a more experienced candidate is passed up in favor of someone with less experience, your company can miss out on valuable wisdom, talent, and skill.

WHAT TO DO

In the moment: Point out the candidates’s experience and note the value of proven experience over potential.
Longer term: Recommend that everyone on your team aligns ahead of time on clear, objective criteria for open roles, then uses them to evaluate all job candidates.

Situation

Reviews and Promotions

You’re in a meeting to discuss performance reviews and notice that men are described as “strategic” and “visionary,” while women are “hard workers” or “good team players."

Situation

Mentorship & Sponsorship

You realize that a colleague who is a man only mentors other men.

Situation

Mentorship & Sponsorship

WHY IT MATTERS

We all benefit when a colleague shows us the ropes or sponsors us for new opportunities—particularly when that colleague is more senior.

WHAT TO DO

Talk to your colleague. Explain why mentoring is so valuable and recommend he mentor at least one woman. Offer to help him identify a few promising candidates.
If he confides he’s uncomfortable being alone with women, point out that there are plenty of public places to meet.

Situation

Mentorship & Sponsorship

You realize that a colleague who is a man only mentors other men.

Situation

Mentorship & Sponsorship

WHY IT MATTERS

We all benefit when a colleague shows us the ropes or sponsors us for new opportunities—particularly when that colleague is more senior.

WHAT TO DO

Talk to your colleague. Explain why mentoring is so valuable and recommend he mentor at least one woman. Offer to help him identify a few promising candidates.
If he confides he’s uncomfortable being alone with women, point out that there are plenty of public places to meet.

Situation

Hiring

A colleague advocates for a man with strong potential over a woman with proven experience.

Situation

Hiring

WHY IT MATTERS

When a more experienced candidate is passed up in favor of someone with less experience, your company can miss out on valuable wisdom, talent, and skill.

WHAT TO DO

In the moment: Point out the candidates’s experience and note the value of proven experience over potential.
Longer term: Recommend that everyone on your team aligns ahead of time on clear, objective criteria for open roles, then uses them to evaluate all job candidates.

Situation

Reviews and Promotions

You’re in a meeting to discuss performance reviews and notice that men are described as “strategic” and “visionary,” while women are “hard workers” or “good team players."

Situation

Hiring

A colleague advocates for a man with strong potential over a woman with proven experience.

Situation

Hiring

WHY IT MATTERS

When a more experienced candidate is passed up in favor of someone with less experience, your company can miss out on valuable wisdom, talent, and skill.

WHAT TO DO

In the moment: Point out the candidates’s experience and note the value of proven experience over potential.
Longer term: Recommend that everyone on your team aligns ahead of time on clear, objective criteria for open roles, then uses them to evaluate all job candidates.

Situation

Reviews and Promotions

You’re in a meeting to discuss performance reviews and notice that men are described as “strategic” and “visionary,” while women are “hard workers” or “good team players."

Situation

Mentorship & Sponsorship

You realize that a colleague who is a man only mentors other men.

Situation

Mentorship & Sponsorship

WHY IT MATTERS

We all benefit when a colleague shows us the ropes or sponsors us for new opportunities—particularly when that colleague is more senior.

WHAT TO DO

Talk to your colleague. Explain why mentoring is so valuable and recommend he mentor at least one woman. Offer to help him identify a few promising candidates.
If he confides he’s uncomfortable being alone with women, point out that there are plenty of public places to meet.

Situation

Mentorship & Sponsorship

You realize that a colleague who is a man only mentors other men.

Situation

Mentorship & Sponsorship

WHY IT MATTERS

We all benefit when a colleague shows us the ropes or sponsors us for new opportunities—particularly when that colleague is more senior.

WHAT TO DO

Talk to your colleague. Explain why mentoring is so valuable and recommend he mentor at least one woman. Offer to help him identify a few promising candidates.
If he confides he’s uncomfortable being alone with women, point out that there are plenty of public places to meet.

Situation

Hiring

A colleague advocates for a man with strong potential over a woman with proven experience.

Situation

Hiring

WHY IT MATTERS

When a more experienced candidate is passed up in favor of someone with less experience, your company can miss out on valuable wisdom, talent, and skill.

WHAT TO DO

In the moment: Point out the candidates’s experience and note the value of proven experience over potential.
Longer term: Recommend that everyone on your team aligns ahead of time on clear, objective criteria for open roles, then uses them to evaluate all job candidates.

Showing card 1 of 6

What happens in a 50 Ways workshop?

Bias recognition

Active participation

Curated conversations

Bias recognition

A short video introduces five common types of bias women face at work and builds a shared language for participants. The workshop then uses relatable scenarios to help participants recognize bias in everyday situations.

96%

of managers feel better equipped to talk to their teams about bias after this workshop

95%

of participants are more committed to challenging unfair behaviors

90%

of participants say they know what to do when they see bias in action

Used by thousands of companies

When I introduced the 50 Ways to Fight Bias program to my sales team, I was blown away by the level of engagement and the quality of conversations from all levels within the department.”

John Schoenstein

Chief Sales Officer, Momentive

We wanted managers to feel empowered to discuss and address bias with their teams. 50 Ways helped our people feel like they could bring their full, authentic selves to work.”

Darren Hart

CHRO, Fossil Group

Customize the program to your needs

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Interactive workshop

In-person or virtual sessions for large groups. Use breakout rooms for learning and discussion.

A diverse group of young people laugh and collaborate around a table covered with papers and notes in a bright, modern space. A smiling woman in a yellow jacket wearing a red headband is the focal point.

Weekly practice

Managers discuss 1–2 scenarios at regular meetings or team lunches.

A woman in a blue leather skirt and yellow top sits in a chair, writing in a notebook while using a laptop. A coffee cup and small plate are on the floor beside her.

Manager training

Give leaders the skills they need to eliminate bias in their interactions with their team.

A diverse group of six people sit in a circle on colorful chairs around a small round table, engaged in conversation. The setting appears to be a modern office or collaborative workspace with wooden floors.

Hiring and promotions

Combat biases in committee decision-making during review processes.

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Virtual and On Demand

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