BIAS AND THE WORKPLACE

Transcription

1 BIAS AND THE WORKPLACE Creating and Fostering a Professional Environment that Supports and Empowers People of Color Luana Nelson Brown, Community Specialist Crime Victims Assistance of the Iowa Attorney Generals Office

2 HOW DO YOU TRULY RETAIN YOUR DIVERSE STAFF? Retention

3 YOU RE HIRED! When you accept a new job at a new place, what are some of the expectations you have? What disappointments have you experienced in the past when your expectations were not met?

4 HIRES REMORSE Candidate acceptance remorse is the result of crafting a compelling recruiting message and not being able to keep the promises you made and it is not uncommon Companies and organizations today are notorious for selling candidates of color in the door MANY end up feeling betrayed and disappointed and eventually leave the organization

5 OH! I VE TAKEN CARE OF THAT For example organizations throw language into their mission and vision statements such as diverse, anti-oppression, cultural competence and/or sensitivity Unfortunately, many have not done the deeper work it takes to truly support a diverse staff.

6 EXPECTATIONS AND DISAPPOINTMENTS An expectation of candidates of color when organizations sell them in door touting cultural competence that is often missed is the work needed around unconscious bias. Often when candidates of color are hired they expect that unconscious bias is understood, has been examined, and measures have been put it place to minimize it in the workplace.

7 COMMON EXAMPLE An African American woman walks in the door expecting that she can openly discuss and even point out biases she notices in the workplace and NOT be labeled the stereotypical angry black woman. If the work hasn t been done in the agency and her co-workers harbor this bias unconsciously the employee is disappointed to find that she is once again experiencing marginalization in a place where she had let her guard down.

8 ADDRESSING BIAS It is imperative that organizations begin to start the process of addressing bias Begin with a good explanation of bias and its normality and then move into the uncomfortable spaces

9 ACKNOWLEDGING BIAS Recall the first time you recognized differences gender race Differences are noticed as early as age three when children begin to make friends based on mutual interests.

10 BIAS AND CATEGORIZATION After differences are noticed and we begin to have life experiences unconscious bias also begins to take shape. Bias is rooted in the brain. Our brain categorizes information and tags it with general descriptions to make information easy to sort. This is unplanned and immediate.

11 BIAS AND THE BRAIN Social categorization is the process whereby we routinely and rapidly sort people into groups. This preference bypasses our normal, rational and logical thinking. Unconscious biases are prejudices we have but are unaware of. They are mental shortcuts based on social norms and stereotypes and they are normal yet affect the decisions we make

12 TYPES OF BIASES There are more than 150 identified biases A few that directly impact the workplace include: Affinity Bias Halo Effect Perception Bias Confirmation Bias Group Think What examples can you think of for each bias and how it might impact retention of diverse staff?

13 TYPES OF BIAS - HANDOUT Affinity Bias: The tendency to warm up to people like ourselves. Halo Effect: The tendency to think everything about a person is good because you like that person. Perception Bias: The tendency to form stereotypes and assumptions about certain groups that make it impossible to make an objective judgement about members of that group

14 TYPES OF BIAS - HANDOUT Confirmation Bias The tendency for people to seek information that confirms pre-existing beliefs or assumptions. Group Think Occurs when people try hard to fit into a particular group by mimicking others or holding back thoughts and opinions.

15 ACTIVITY Look at each of the types of biases, can you give an example of how these might come into play in an organization? Understand that an organization full of people with these biases then create the culture of the organization itself.

16 ACTION PLAN As you begin to address unconscious bias be aware of the challenges you will run into. Notice if you yourself may have these difficulties as well

17 It s unconscious denial of bias Belief in the myth of meritocracy Denial of prejudice DIFFICULTIES IN ADDRESSING UNCONSCIOUS BIAS Belief in the concept that those from the dominant culture are not PART of a cultural group Learning and being taught to deny, pretend and minimize the extent and impact of being members of marginalized groups

18 BARRIERS TO INCLUSIVITY There are norms and standards we employ that make it impossible to open the door for other cultures, ideas, perspectives These norms feed off of bias, providing a ripe environment for its effects and even allows us to justify our biases Perfectionism Sense of Urgency Defensiveness Quantity over Quality Worship of the written word Paternalism

19 BARRIERS TO INCLUSIVITY Either/Or thinking Power hoarding Fear of open conflict Individualism

20 ACTION PLAN A acknowledge bias both personal and organizational. Have formal trainings on bias particularly as it relates to people of color C Make a commitment to change the organizational bias T - Create a space where talking about and pointing out bias is a part of the culture. I - Initiate conversations on ways to revamp polices, procedures and practices and ways to make the leadership team more diverse

21 ACTION PLAN O Remain OPEN during conversation and planning AND make a plan to open the door to employees of color to advance in the organization and have their voices heard and respected. N Assess and address a NEED. Assess the areas in which your organization is lacking and fill the need.

22 N- ASSESSING THE NEED Assessing the Need will give you the information on needs to address Obtain feedback from everyone on their experience in the organization. Do they encounter bias? Create a message or talent board as a safe space for people to voice their opinion. Obtain feedback from former or departing employees of color about their experience with the organization

23 N - ADDRESSING THE NEED Do you need more voices of color in decision making? Do you need formal training on bias Do you need to create an employee resource group to create a safe space for people of color in your organization Do you need better recruitment strategies for people of color Do you need to examine performance reporting procedures Do you need to examine wage discrepancies