Bo Young Lee Global Diversity & Inclusion Leader, Marsh LLC New York, NY

Transcription

1 DECODING UNCONSCIOUS BIAS TO BUILD BRIDGES NYC Arts in Education Roundtable JANUARY 22, 2016 Bo Young Lee Global Diversity & Inclusion Leader, Marsh LLC New York, NY

2 The Bad News Diversity Training is Ineffective Practices that target managerial bias through feedback (diversity evaluations) and education (diversity training) show virtually no effect in the aggregate. - p. 611, Kalev et al. (2006) Amer. Soc. Rev

3 We re not aware when we re biased There is no experience of being wrong. There is an experience of realizing that we are wrong, of course. - Kathryn Schulz

4 The Good News The simple act of naming a bias as such or objecting to it on the spot establishes a social atmosphere that discourages it; saying nothing serves to condone it. Daniel Goleman, Emotional Intelligence

5 How are Biases Formed From Millions to a Few Shortcuts for what is right or important Bias Makes Us Human Evolutionary Basis Different=Unsafe : Biases serve a survival function Gained and Reinforced through experience and cultural environment Short cut to aid in decision making

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7 Unconscious Bias Biases help us use previous knowledge to inform new decisions, a kind of cognitive shorthand, as we do not have the cognitive resources to make every decision afresh. However many of our biases can also be unhelpful. Biases can blind us to new information, or inhibit us from considering a broad range of options when making an important decision and choosing our path carefully. ~ Matthew Lieberman, David Rock and Christine L. Cox, Breaking Bias, NeuroLeadership Institute

8 % with Bias Conscious vs. Unconscious Bias Explicit (Conscious) / Implicit (Unconscious) Disability Black Gay/Lesbian Legal immigrants 1 Gender Value Age SOURCE: Dr Pete Jones of the UK, Shire Professional Chartered Psychologists.

9 Bias is Everywhere Female hurricanes are deadlier than male hurricanes Hurricane Victoria ( vs. Victor) Jung et al. (2014) PNAS

10 Bias in Selection: Big 5 Orchestras Unconscious bias can actually change the way we HEAR music!

11 Affinity Bias Research shows we tend to bond with some people around things we share like communication style, their height, weight, sexual orientation, race or gender, accent or country of origin, or even the clothes they wear. We can also make immediate unconscious judgments positive and negative based on things such as a person s family status, their religion, their organizational affiliation, the sports they play, and many other factors. January 26,

12 Affinity Bias We tend to see our ingroups as more valid and complex and therefore see ourselves as more justified in our behaviors (often unconsciously) Since other groups do the same, they will see your group as less valid, less complex, and less justified in your behaviors, compared to their own January 26,

13 Affinity Bias 03/30/11-4pm 12

14 Bias in Day-to-Day Interactions Microinequities Small unconscious actions that demonstrate disagreement, superiority and distrust; lead to exclusion and increases risk of failure Microaffirmations Small, unconscious actions that demonstrate affinity, support, mutuality; lead to inclusion and are meant to help others achieve Negative, impatient tone, as well as looking away/avoiding eye contact Forgetting name/incorrect name/mispronouncing name Not speaking to or acknowledging someone who comes from a different ethnic or social group Not giving timely feedback Discounting a person s capability just because of dress or some other surface difference Matching pace of speech, tone, and physical gestures that encourage the other, Creating inroads or access to individuals you have affinity for Not hesitating to give feedback but done so in a constructive manner Giving the benefit of the doubt in spite of dress or some other surface difference

15 Self-Assessing Bias Do you ever automatically dismiss someone's idea, only to accept that same idea from someone else? Do you check your watch, mobile phone, or s while talking with some, but not with others? Do you always call on the same students over and over again? Do you repeatedly mispronounce the name of someone from a different culture? Do you routinely greet some individuals/kids and not others? Have you ever assumed someone with a specific accent or speaking cadence may be more or less intelligent? Do you pay a little less attention to someone from a different racial/ethnic group? Do you underestimate the effort put in by a person based on their background?

16 Correcting for Bias 03/30/11-4pm 15

17 Interrupting Bias: Tips Invite Diversity & Actively Recruit Audit Your Physical Space for Gendered Vibes Create inclusive team meetings and social events Provide recognition, credit, and encouragement Listen to Other s Stories Correct Biases and Microinequities Hold self, then others, accountable Consciously learn about other s cultures and worlview

18 Interrupting Bias You are not responsible for.. Policing those around you Challenging every comment made Being a Subject Matter Expert You are responsible for.. Listening for, questioning, and helping to redirect scenarios that have potential for bias. Giving people the benefit of the doubt. Being aware of your own tone, words, and body language.

19 Closing Thoughts What Do You See? We see what we know is there. Perception Is Reality 18

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