Sometimes making work more fair doesn’t require a sweeping policy change or a million-dollar program. Guest Siri Chilazi is a researcher at Harvard who studies gender equity, workplace behavior, and decision-making. She is also the co-author of the bestselling book <a href="https://www.amazon.com/s?k=make+work+fair&adgrpid=185256003063&hvadid=779670213119&hvdev=c&hvexpln=0&hvlocphy=9003498&hvnetw=g&hvocijid=5764523483017674649--&hvqmt=e&hvrand=5764523483017674649&hvtargid=kwd-2187761675990&hydadcr=22533_13730696_8316&mcid=b9d92b572e6739c5b8f1ff122d385825&tag=googhydr-20&ref=pd_sl_8tpx3ztr8p_e" rel="noopener noreferrer" target="_blank">Make Work Fair,</a> written with behavioral economist Iris Bohnet.Siri’s work challenges one of the most common assumptions we make about inequality at work — that the problem is biased people who need to be “fixed.”Instead, her research shows that unfairness is baked into systems, processes, and everyday practices — how we hire, evaluate, promote, pay, and even run meetings.In this conversation, we talk about:<ul><li>What fairness actually means — and how it’s different from equality or equity</li><li>Why traditional DEI programs often fall short</li><li>The small, evidence-based changes that make the biggest difference</li><li>What employees at any level can do to create fairer workplaces</li><li>And why transparency and clarity are among the most powerful tools leaders have</li></ul>

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