 An unconscious bias is an error or mistake in the evaluation process that stems to the fact that the evaluator is basing the evaluations on broader characteristics that associate to that person rather than to an actual evaluation which is based on the information on that person. And these broader characteristics mainly relate to gender schemas that are mental map or social rules that we all share or that people into specific cultural context share about what does it mean being a man and being a woman in terms for example of types of careers, types of role, types of attitudes and behaviors that are expected from people belonging to that gender. My name is Alessandra Lazazzara. I'm a scientific advisor at Weisgrohe and associate professor of organization studies and human resource management at the University of Milan. One of the most common unconscious gender bias into the workplace is the think manager, think male bias according to which we tend for example to recognize more leadership characteristics and we tend to associate more leadership characteristics to men rather than to women just because according to the gender schemas that we all have men are considered more assertive, goal oriented and determined that women. Of course these are stereotypes but in some cases when we relate too much on stereotypes we take decisions which are bias. Another bias could be the benevolence bias according to which for example we avoid to offering career opportunities or period abroad to women coming back from the maternity period just because we assume that we don't want to apply for that positions or adding that job rotation for example without directly asking to that woman if she wants or not to change roles or taking new opportunities, new responsibilities and so on. Some of the strategies that can be undertaken both into the workplace and more specifically into research context in order to include inclusivity are related to two main aspects. When it's more related to policies so work practices and policies that should be revised in order to increase inclusivity such as for example introducing a new form of recruitment such as blind resumes or quotas or KPIs in terms of recruitment but on the other side there are other types of strategies that can be adopted that are more oriented towards increasing awareness and we may increase awareness on such a topic by using for example training or knowledge sharing opportunities, coaching session, sponsorship program, networking programs. So I really believe that a mix of art policies and practices and soft policies and practices is more oriented towards knowledge sharing and developing skills related to inclusion. It's the right mix in order to actually achieve this goal.