Many managers want to be more inclusive, but they don’t know how to get there. They are often not given the right tools to overcome the challenges posed by implicit biases. Research shows there are two, small—but more powerful—ways managers can block bias: First, by closely examining and broadening their definitions of success, and second, by asking what each person adds to their teams, what we call their “additive contribution.” Many managers want to be more inclusive.

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