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Of course, we have all kinds of conscious and unconscious biases that sometimes cause less qualified people to rise to the top.

We have all kinds of conscious and unconscious biases, don’t we? Yes, we have all kinds of conscious and unconscious biases. These biases sometimes cause less qualified people to rise to the top, don’t they? Yes, these biases sometimes cause less qualified people to rise to the top.

Certainly, many women face an uphill battle in the business world.

Many women face an uphill battle in the business world, don’t they? Yes, many women face an uphill battle in the business world.

We often use the idiom ‘glass ceiling’ to describe a barrier to promotion for women and minorities.

The idiom ‘glass ceiling’ describes a positive work environment, doesn’t it? No, the idiom ‘glass ceiling’ doesn’t describe a positive work environment. The idiom ‘glass ceiling’ describes a barrier to promotion for women and minorities.

They can see the higher positions above them, but they can’t cross the barrier because of the hidden discrimination of their bosses.

White males can see the higher positions above them, but they can’t cross the barrier, can they?

No, women and minorities can see the higher positions above them, but they can’t cross the barrier.

Perhaps the times are changing. In 1947, only 33 percent of Americans said they would vote for a qualified woman to be president.

In 1947, 33 percent of Americans said they would vote for a qualified man to be president, didn’t they? No, in 1947, 33 percent of Americans didn’t say they would vote for a qualified man to be president. In 1947, 33 percent of Americans said they would vote for a qualified woman to be president.

In 2007, 90% said they would.

In 2007, 90% said they would, didn’t they? Yes, in 2007, 90% said they would.

But yet, there never has been a female president of the United States.

There have been many female presidents of the United States, haven’t there? No, there haven’t been many female presidents of the United States. There has never been a female president of the United States.

What people say and what they do are often very different, perhaps because many of our biases are hidden even from ourselves.

What people say and what they do are often very different, aren’t they? Yes, what people say and what they do are often very different. This is because many of our biases are hidden even from ourselves, isn’t it? Yes, this is because many of our biases are hidden even from ourselves.

The Harvard Implicit Association Test is a test that tries to measure these hidden biases.

This test tries to measure hidden biases, doesn’t it? Yes, this test tries to measure hidden biases.

You can try it for free online.

It only costs a few dollars, doesn’t it? No, it doesn’t cost a few dollars. It’s free.

According to the results over 70% of people are slower when they have to associate women with work and men with family.

Over 70% of people are slower when they have to associate women with work and men with family, aren’t they? Yes, over 70% of people are slower when they have to associate women with work and men with family.

And strangely, even among women there is a bias against associating women with work.

Only men have this bias, don’t they? No, not only men have this bias. Even women have this bias.

It doesn’t take a Harvard bias test to know that the classical music world was biased against women until fairly recently.

The classical music world was biased against women until fairly recently, wasn’t it? Yes, the classical music world was biased against women until fairly recently.

People think that music is something that can be judged purely on talent, but the way someone looks can change the way their music is heard.

People think that music is something that can be judged purely on talent, don’t they? Yes, people think that music is something that can be judged purely on talent. The way someone looks can change the way their music is heard, can’t it? Yes, the way someone looks can change the way their music is heard.