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Impact of Unconscious Bias on Diversity and Inclusion

This was originally posted on January 12, 2019

In 2018, I had the great privilege of presenting an unconscious bias presentation to the North Jersey-Rockland SHRM Chapter & the NY Blood Center. The purpose was to explore unconscious bias by discussing what it is and how we address it in our everyday lives and in our workplaces.

I am glad to report that this year 2019, I'll be presenting to the Sussex-

Warren SHRM Chapter in February about the Impact of Unconscious Bias on Diversity & Inclusion, presenting about the Impact of Unconscious Bias on Diversity & Inclusion and How It Affects Recruiting for the Association for Talent Development, Long Island Chapter in March (Virtual), and returning to Present about Diversity & Inclusion for the North Jersey-Rockland SHRM Chapter in May.

Unconscious bias refers to a bias that we are unaware of, and which happens outside of our control.  It is a bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background, cultural environment and personal experiences. (ECU: 2013 Unconscious bias in higher education)

Some examples of unconscious bias, provided by Insight Education Systems, include:

- Resumes with ethnic sounding names pushed down in the selection for interviews.

- A female colleague raises a good point in a meeting with her male and female colleagues. She is subsequently ignored. A male colleague then raises the same point, and is not only acknowledged, but praised as well.

Ignoring unconscious bias can impact several key areas:

- organizational culture

- recruitment and retention

- innovation

- financial success

- legal jeopardy (intentional & illegal discrimination)

If one were to research unconscious bias further one would see the discussion about micro-indignities, which is linked with micro-inequities and micro-aggressions.  Jonathan Segal, a partner with Duane Morris LLP, wrote a SHRM blog titled, Subtle Bias: Micro-Inequities and Micro-Aggressions.  Segal indicates in his blog that micro-Inequities is a slight that demeans or marginalizes the recipient, such as a leader saying good morning to everyone but one person.  He also states that micro-aggressions is an act that stereotypes or denigrates the recipient, such as stating “You should be good at this”, when addressing the mathematical component of a team exercise to the only Asian American on the team.  

Howard J. Ross, Founder and Chief Learning Officer of Cook Ross Inc., indicates that our knowledge of unconscious bias makes things clear by limiting patterns of unconscious behavior that are not restricted to members of any one group. Ross also specifies that we can manage our unconscious biases by holding ourselves accountable by telling ourselves the truth and by holding others accountable.

We are all in this together and understanding that this phenomenon is at work in all of our brains can help push us forward to awareness, education and subsequently, action!

Two videos that were used in both presentations were:

- What Kind of Asian Are You? By Ken Tanaka 

- Trailer - I'm Not Racist...Am I? By Point Made Films (Used Chapter 9 - Implicit Bias from the digital course)

The Trusted Ten Exercise was an exercise that was conducted and was well received. 

I would also highly recommend taking the Implicit Association Test (IAT) at no cost where you can test your biases against race, weight, age, etc. Here is the link to the IAT test. 

Diversity & Inclusion, and specifically, unconscious bias, are topics of extreme importance.  While extremely important, discussing the above can be difficult and needs to be carefully addressed.

A similar blog that I wrote was posted on SHRM: https://blog.shrm.org/blog/impact-of-unconscious-bias-on-diversity-and-inclusion

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