A father and his son are in a car accident The father dies at the scene and the son badly injured is rushed to the hospital In the operating room the surgeon refuses to operate saying I cant operate on this boy He is my son ID: 909589
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Slide1
Unconscious Bias:Everything You Want to Know ABOUT YOU
Slide2A father and his son are in a car accident. The father dies at the scene and the son,
badly injured, is rushed to the hospital. In the operating room, the surgeon refuses
to operate, saying, “I can’t operate on this boy. He is my son.”
Who is the surgeon?
Slide3Implicit Associations and Automatic Associations
Gender Listening
The Name Game
These hidden, automatic, involuntary associations influence behavior in consequential always. They extend beyond the images in our heads to our beliefs about performance and potential.
Slide4Slide5Revealing Hidden Biases of Good People
We all carry unconscious biases. That is, we hold assumptions about social groups that—our awareness or conscious control—shape our likes and dislikes and our judgments about people’s abilities, potential, and character.
Implicit Associations Test has shown that even the most consciously fair people are quicker to associate positive attributes with white faces than with black faces.
Slide6Revealing Hidden Biases of Good People
75% have an implicit preference for white people over black people
76% more readily associate “males” with “career” and “females” with “family”
70% more readily associate “male” with “science” and “female” “with the arts”
76% have a preference for people without a disability.
https://implicit.harvard.edu/implicit/selectatest.html
Slide7Our Biased Brains
The human brain is hard-wired to make decisions rapidly, drawing upon our assumptions and experiences without our awareness.
Completely unbeknownst to our conscious brain, we are constantly making lightning-fast generalizations about the people, places , and things we encounter.
Additional influential factors:
Personal or traumatic experience
Upbringing
Association or awareness
Media
Slide8Slide9Conflict Between the Two Systems
Slide10Impact of Unconscious Bias in the Workplace
Race, gender, and age are some of the categories that come to mind when we think about biases.
People carry unconscious biases, both positive and negative, about a myriad of characteristics that can be much more subtle.
For example, we hold stereotypes based on height and weight, marital or parental status, foreign or regional accents, country or region of origin, introversion or extroversion, just to name a few.
Slide11Positive and Negative biases affect:
Recruitment, hiring, and offer terms
Onboarding and benefit plan design
Employee interactions and employee satisfaction
Team and project assignments
Performance evaluations, compensation, and promotionsClient or customer service
Openness to new ideas and innovative solutions
Corrective action
Slide12Affinity Bias and Micro-aggressions
Favoring our family members, members of our own community, and people with whom we feel a connection based on shared characteristics or experiences are examples of
Affinity Bias.
Micro-aggressions
are defined as “the brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual-orientation, and religious slights and insults."
Slide13Examples of Racial Macroaggressions
“You are a credit to your race.”
“When I look at you I don’t see color.”
“I’m not a racist. I have several minority friends.”
People of my race are generally not as intelligent as others.
Denying a person of color’s racial/ethnic experiences.
I am immune to races because of I have friends that are minorities.
Slide14Combating Unconscious Bias
It’s universal, therefore it does not make us bad people
Recognize its harmful (albeit unintended) effects, and accept the challenge to work on counteracting the biases that we all have.
This does not need to involve complex new processes or costly initiatives.
Start with deliberate, conscious efforts to incorporate inclusiveness in our business decisions and in our everyday workplace interactions.
Slide15Preventing Affinity Bias
Diverse interview team
Mentor people who are not like you
Expand who is providing input and new ideas
Ask, “do they resemble me in some way.”
Focus on skills
Slide16Preventing Micro-aggression
Show gestures of respect everyday
Provide positive reinforcement and encourage fair treatment
Offer attentive listening
Seek input from all participants and stakeholders
Slide17Diversity Awareness Scores
0-12
May be a little naïve regarding cultural issues and flexibility of your views
13-22
May not feel that comfortable defending others (or avoid) but will at a certain point
23-29
Has no problem being a change agent
30-36
No problem being a fighter of others rights
Slide18Thank You
Keith Reynolds
Employee Relations/Title IX Director
AMAC rm. 401
Tel. 973-4572
Fax 973-4692
kreynolds1@usd259.net
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