Jaime Nebbitt MEd August 12 th 2020 Who is Jaime Nebbitt BA Communications University of Louisville MEd Western Kentucky University Doctoral Student Educational Leadership Program Northern Kentucky University ID: 1039730
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1. Blindspots: Implicit Bias in the ClassroomJaime Nebbitt, M.Ed.August 12th, 2020
2. Who is Jaime Nebbitt?BA Communications - University of LouisvilleM.Ed. - Western Kentucky UniversityDoctoral Student - Educational Leadership Program Northern Kentucky University20+ years in higher educationInclusion Advocate, Practitioner, Trainer, and Consultant
3. WHAT ARE WE TALKING ABOUT TODAY?What is Implicit Bias?1How do we manage our biases?2What are the implications for organizations?3
4. What is Implicit Bias?refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. Biases can be favorable and unfavorable and are activated involuntarily, without our awareness or intentional control.
5. Implicit Biases/Social CognitionOperates at the subconscious level. We are NOT aware that we have them. Implicit biases are pervasive. Everyone possesses them, even people with avowed commitments to impartiality such as judges. Implicit biases reside deep in our subconscious and are not accessible through introspection. Implicit biases develop over the course of a lifetime beginning at a very early age through exposure to direct and indirect messages. They are not mutually exclusive and may even reinforce explicit biases. The implicit associations we hold do not necessarily align with our declared beliefs or even reflect stances we would explicitly endorse.
6. Implicit Biases/Social CognitionWe generally tend to hold implicit biases that favor our own ingroup, though research has shown that we can still hold implicit biases against our ingroup. Implicit biases are malleable. Our brains are incredibly complex, and the implicit associations that we have formed can be gradually unlearned through a variety of debiasing techniques.
7. Why should we care about Implicit Bias? Research at the Kirwan Institute suggests that implicit bias is one of the two principal forces that energize widespread racial and ethnic inequality in our society (the other is structural racialization). Understanding the causes of implicit bias and pushing back against its consequences are critical to the movement for social justice and racial equality.
8. Explicit Biasrefers to the attitudes and beliefs we have about a person or group on a conscious level. Much of the time, these biases and their expression arise as the direct result of a perceived threat.
9. Racial MicroaggressionsThe brief and everyday slights, insults, indignities and denigrating messages sent to people of color by well-intentioned White people who are unaware of the hidden messages being communicated. These messages may be sent verbally ("You speak good English."), nonverbally (clutching one's purse more tightly) or environmentally (symbols like the confederate flag or using American Indian mascots). Such communications are usually outside the level of conscious awareness of perpetrators.Dr. Derald Wing Sue, PhD
10. Microaggressions are realMicro-assault: conscious and intentional slurs, actions or epithets-using a derogatory term to refer to a person of colorMicro-insult: verbal and non-verbal communications or “snubs” that are rude, insensitive, and demean a person’s identity- implying that a woman or person of color received something due to affirmative action. Micro-invalidation: subtle communication that exclude, diminish, negate or nullify the feelings, experiences, thoughts, and realities of a marginalized group of people-telling a person of color that they are being “oversensitive” to a racist comment that was made.
11. Workplace Microaggressions
12. Microaggressions are real
13. Breakout Rooms1. Please share examples of microaggressions you have either committed, experienced or witnessed. 2. How do/will our own biases shape our classroom experience?GUIDING QUESTIONS
14. Mental ModelsEstablished by past events, experiences and other messages we receive. Serve as filters through which we observe, interpret and respond to the world. Shape what we see and hear, what we feel and what we do.Give birth to stereotypes.
15. Mental Models ExerciseSLUMBER PILLOW DREAM NIGHTBED BLANKETQUIET PAJAMASNAP SNOOZEStudy the above words for 10 seconds.Do not write them down!
16. Now, take 30 seconds to write down all the words that you can remember.
17. How many wrote the word SLEEP?SLEEP is not in the word list.
18. What is privilege?a special right, advantage, or immunity granted or available only to a person or group of peoplea right, immunity, or benefit enjoyed only by a person beyond the advantages of mosta special advantage not enjoyed by everyone
19. Privileged Group DynamicsNot notice the daily indignities that people of color experienceGet to decide what is and is not racial in natureFocus on how much progress we have made, rather than on how much more needs to changeExpect people of color to be the “diversity expert” Adapted from Race Dynamics and Racism on Today’s Campus
20. Marginalized Group DynamicsClearly realize the negative consequences they will experience if they speak upInternalize the negative stereotypes about their own group and other groups of colorFeel hopeless and disempoweredAre often at least bicultural and know how to work within white culture and how to live within their own culture Adapted from Race Dynamics and Racism on Today’s Campus
21. How do these dynamics impact the organizational culture?What about the organization itself?Mistrust, distrustUnintended harmTensionSense of defeatRacial Battle FatigueAnxietyDefensivenessReputation of the organizationDecline in outcomes
22. How can I undo my unconscious bias?Acknowledge the bias when it shows upGain some insight into your biasesAsk yourself questionsExpand your experiencesForgive yourself if you get back into old habitsBe open to addressing your bias head on
23. Become aware/knowledgeable of your own implicit bias.Confront your implicit biases and use knowledge to better interrupt your own and others micro-inequities. Do self work: read, listen to stories & watch films that help you question your own privilege.Be careful not to compartmentalize a person based on one or a few aspects of their identity but rather look at the intersection of identities and see one as an individual. How can I undo my unconscious bias?
24. For your organizationCommitment from the top down; leadership should be the first champion How do we define “inclusion”? Diversity? Equity?What are we really trying to do? Strategize, plan, and assessWhat you think you are doing vs. What you are actually doing?Listen to the experts
25. De-biasing APPROACH Racial Equity Impact Assessment Policy Equitable Practices EDUCATION Mindfulness Critical Conversations Training EXPOSURE ContactUncomfortable Situations
26. Resources Unconscious Bias in the Workplace: You Can’t Afford To Ignore Ithttps://www.forbes.com/sites/forbescoachescouncil/2018/03/23/unconscious-bias-in-the-workplace-you-cant-afford-to-ignore-it/#4443d6717660Delivering Through Diversity Reporthttps://www.mckinsey.com/business-functions/organization/our-insights/delivering-through-diversityThe Ohio State University Kirwan Institute for the Study of Race and Ethnicityhttp://kirwaninstitute.osu.edu/research/understanding-implicit-bias/http://kirwaninstitute.osu.edu/chipping-away-at-implicit-bias/ Implicit Association Testhttps://implicit.harvard.edu/implicit/Proven Strategies for Addressing Unconscious Bias in the Workplacehttp://www.cookross.com/docs/UnconsciousBias.pdf