Amy Soto & Cara Wiley

This presentation was made possible with support from BYU colleagues in the Counseling and Psychological Services and College of Nursing:

Hoku Conklin, Ph.D.

Louise Wheeler, Ph.D.

Steve Smith, Ph.D.

Jane Lassetter, Ph.D.

Julie Valentine, Assistant Professor

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1. Advisors will leave understanding what a bias is and how to recognize it within themselves.

2. Advisors will come away with ideas for self-improvement.

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1. Listen actively -- respect others when they are talking.

2. Speak from your own experience instead of generalizing ("I" instead of "they," "we," and "you").

3. Do not be afraid to respectfully challenge one another by asking questions, but refrain from personal attacks -- focus on ideas.

4. Participate to the fullest of your ability -- community growth depends on the inclusion of every individual voice.

5. Instead of invalidating somebody else's story with your own spin on her or his experience, share your own story and experience.

6. The goal is not to agree -- it is to gain a deeper understanding.

7. Be conscious of body language and nonverbal responses -- they can be as disrespectful as words.

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Noun. A preference in favor of or against one thing, person, or group compared with another. – Google search

“Our preferences – what and whom we favor or reject, nurture or thwart, approach or avoid – can take different forms.” –Blindspot

Strongly held beliefs favoring (or not) one over another

Influences interactions and behaviors in subtle and overt ways

Conscious or unconscious

Universal – we ALL have biases (Russell, P.G. (2018). Implicit Bias & Microagressions and Diversity in Nurse Practitioner Education. PowerPoint presentation, Bethesda, MD.)

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Explicit Clear preferences Prioritizations of

preferred groups/individuals over others Intentional privileges Marginalizes others

Implicit Unspoken Hidden Tend to favor our own

“group” Impacts our behavior May contradict our declared

beliefs Everyone possesses them

-The unconscious choices that our minds make can affect how we relate to people.-We judge ourselves by our intent. Others judge us by our impact.

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Biased Outcomes:

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Yanny or Laurel?

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Start at the top left and make marks as rapidly as you can. As soon as you have worked your way down the left column, continue without pause to do the right column in the same way. For each word mark the bubble to the left or right.

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Use just a short single stroke for your marks-that will be the fastest.

Do all the words in order. Don’t skip any.

Definitely do not stop or backtrack to correct errors-that will make your results less accurate.

Write your time (in seconds) to complete Sheet A at the bottom right.

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FORM A:

For FEMALE words and for family words, mark the bubble to the left. For MALE words and career words, mark the bubble to the right. Write your time (in seconds) to complete Sheet B at the bottom right.

Next, complete form B.

For FEMALE words and for career words, mark the bubble to the left. For MALE words and family words, mark the bubble to the right.

Write your time (in seconds) to complete Sheet B at the bottom right.

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Add your time in seconds + # of errors on form A

Add your time in seconds + # of errors on form B

Subtract the calculation for form B – calculation from form A

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Difference 18 or more = strong automatic preference

Difference between 12 and 17 = moderate automatic preference

Difference between 6 and 11 = slight automatic preference

Difference less than 6 = too small to indicate a preference

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“The existence, in one of the same mind, of mutually inconsistent ideas, thoughts, feelings, judgements, or behaviors …” (p. 58).

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“Tells us that becoming aware of conflicts between our beliefs and our actions, or between two simultaneously coexisting beliefs, violates the natural human striving for mental harmony, or consonance. The uncomfortable mental state associated with this violation is as disturbing in its own way as the auditory dissonance produced by musical sounds that are not in harmony” (p. 59).

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“I took it for the first time, and it told me that I had a moderate preference for White people … I was biased – slightly biased –against Black people, and toward White people, which horrified me because my mom’s Jamaican … the person in my life that I love more than almost anyone else is Black, and here I was taking a test, which said, frankly, I wasn’t too crazy about Black people, you know? So, I did what anyone else would do: I took the test again! Maybe it was an error, right? Same result. Again, same result, and it was this creepy, dispiriting, devastating moment” (p. 57).

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What are some benefits of becoming aware of your bias?

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“[The IAT’s] primary use … is to bring the dissonance between reflective (conscious) and automatic (unconscious) preferences into conscious awareness. From there, it is at least partly up to each individual to use that knowledge to move beyond dismay and to find ways to understand hidden biases and, if desired, to neutralize them before they translate into behavior … Knowledge is indeed power, and self-knowledge achieved by taking the IAT can exert its power by unsettling existing views of one’s mind. If that happens, the melancholy produced by the IAT will indeed be useful” (p. 70).

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Ahttps://implicit.harvard.edu/implicit/

What are things that advisors can do to work on bias?

How can you work to improve your personal biases?

Some ideas: Substitution Reflection Welcoming Environment Check your groups – networks, friends, teams, etc. Watch your triggers Ongoing training “Imagine Counter Stereotypes” - University of Colorado Experiment, “Diverse

array of humanity”, Screen Saver Mahzarin Check Your Culture and Manage Change Proximity Admit when you don’t understand. Remain curious. Cultivate Empathy Listen to students. (Who are they? What are their goals and dreams? What is their

story?) Call ourselves out with compassion

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What is your next step?

Today I will …

This week I will …

I want to learn about …

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IAT https://implicit.harvard.edu/implicit/

Blindspot: The Hidden Biases of Good People

Privileged by Kyle Korverhttps://www.theplayerstribune.com/en-us/articles/kyle-korver-utah-jazz-nba

TED Talk: What does my headscarf mean to you? https://www.ted.com/talks/yassmin_abdel_magied_what_does_my_headscarf_mean_to_you?language=en#t-170841

Microagressions in Everyday Life by Derald Wing Sue

Braving the Wilderness by Brené Brown

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Banaji, M. R., & Greenwald, A. G. (2016). Blind spots: Hidden biases of good people. New York, NY: Bantam Books.

Bazerman, M. H., & Tenbrunsel, A. E. (2011). Blind spots. Princeton, NJ: Princeton University Press.

Duerson, M. H. (2015). White and gold? Or blue and black? Dress sets the internet ablaze with color debate. Retrieved from https:// www.today.com/popculture/white-gold-or-blue-black-dress-sets-internet-ablaze-color-t5706

Russell, P.G. (2018). Implicit Bias & Microagressions and Diversity in Nurse Practitioner Education. PowerPoint presentation, Bethesda, MD.

Has anyone ever made an assumption about you based on your gender, race, sexual orientation, religious/spiritual preference, age, disability, socioeconomic status, and/or educational level? Share an example and what it was like for you.