I'm so glad you asked that question, because I think a lot of people feel that if we just have some training, we'll fix this.
Now, it depends on how training is integrated. If it's sort of a one-off, it doesn't have the impact. In some cases, it can have a negative impact because the people who have undertaken the EDI training say, “I'm done. I'm fully versed in equity, diversity and inclusion.”
We have to understand that we have been socialized into many of these ideas, especially around care work, from our birth. That is all of the stuff that we need to unpack. I think we need to reach back into high schools, into universities for undergraduate and graduate training, and all across.... We need a multiple interventions strategy that includes training but much more transparency and accountability, so that when decisions are made about what the starting salary is.... There's also really good data to show there. Where you get on the salary grid affects how you proceed across the salary grid. There's really good data to show that. Women are less likely to get higher salaries, even if they ask for them—even if, as they say, they “lean in”.
Again, this is not about fixing women; it's about fixing the structural system, and we can do that at different levels with a variety of different interventions.