Diversity: Diversity: The role of Unconscious Bias & The role of Unconscious Bias &

LanguageLanguageDi AireyDi Airey

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Why should we look at Unconscious Bias?Why should we look at Unconscious Bias?

• 40 years of equality legislation 40 years of equality legislation & decades of training has not & decades of training has not made enough difference made enough difference

• Diversity strategies, policies Diversity strategies, policies and equality schemes are just and equality schemes are just intentions unless backed up by intentions unless backed up by action action

• Our action or behaviour is Our action or behaviour is driven by what we consciously driven by what we consciously AND unconsciously thinkAND unconsciously think

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Basic Bias Theory…Basic Bias Theory…

• Everyone has prejudicesEveryone has prejudices

• In a complex world we need to group In a complex world we need to group and categorise people/ thingsand categorise people/ things

• Our brain makes shortcuts and links Our brain makes shortcuts and links between information all the time between information all the time

• These implicit associations are based These implicit associations are based on perception; and perception is not on perception; and perception is not necessarily realitynecessarily reality

• And most of the above is And most of the above is unconscious…..unconscious…..

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An example of implicit association...An example of implicit association...

+

DANGER

=

FEAR

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History of measuring associations History of measuring associations

Late 19Late 19ththC – measure inaccessible C – measure inaccessible mental processes through the mental processes through the speed of the process speed of the process

Late 20Late 20ththC – first implicit C – first implicit association tests using modern association tests using modern technology (Harvard University)technology (Harvard University)

2121ststC – commercial bias tests being C – commercial bias tests being used as coaching & training toolsused as coaching & training tools

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RED GREEN BLUE YELLOW PINK

ORANGE BLUE GREEN BLUE WHITE

GREEN YELLOW ORANGE BLUE WHITE

BROWN RED BLUE YELLOW GREEN

PINK YELLOW GREEN BLUE RED

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RED GREEN BLUE YELLOW PINK

ORANGE BLUE GREEN BLUE WHITE

GREEN YELLOW ORANGE BLUE WHITE

BROWN RED BLUE YELLOW GREEN

PINK YELLOW GREEN BLUE RED

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What do you see?...What do you see?...

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What do you see?...What do you see?...

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Stereotypes – Prejudice – Discimination Stereotypes – Prejudice – Discimination continuumcontinuum

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Bias within HR?...Bias within HR?...

• 37% bias against men; 1% against women37% bias against men; 1% against women

• 35% bias against people with disabilities; 7% bias against 35% bias against people with disabilities; 7% bias against people without disabilitiespeople without disabilities

• 51% bias against overweight women; 4% bias against slim 51% bias against overweight women; 4% bias against slim womenwomen

• 13% bias against younger people; 14% against older people13% bias against younger people; 14% against older people

Common biases can remain

unchallenged and become part

of the system

The challenge of tackling bias... Organisational Bias… Organisational Bias…

Stephen Lawrence Inquiry

“discrimination by unwitting prejudice”

The challenge of tackling bias... Breaking through Personal Bias…Breaking through Personal Bias…

RELAX

SEEK OUT EXCEPTIONS

CHALLENGE ASSUMPTIONS

TAKE YOUR TIME

BE CURIOUS

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Combating Organisational BiasCombating Organisational Bias

• Creating plans – both goals and implementation Creating plans – both goals and implementation intentions intentions

• Combating negative images – using loaded imagesCombating negative images – using loaded images

• Clarifying the question – select on meeting criteria Clarifying the question – select on meeting criteria rather than reject on not meeting itrather than reject on not meeting it

• Confrontation – hold a mirror up to ourselves and Confrontation – hold a mirror up to ourselves and othersothers

• Changing our viewpoint or perspectiveChanging our viewpoint or perspective

Ref. Binna Kandola

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Combating Organisational Bias…Combating Organisational Bias…

• Re-categorisation & De-categorisation – seeing Re-categorisation & De-categorisation – seeing two groups as one; seeing individuals within the two groups as one; seeing individuals within the groupgroup

• Contact – with equal status, common goals and Contact – with equal status, common goals and co-operationco-operation

• Championing Diversity – going beyond toleranceChampioning Diversity – going beyond tolerance

• Creating the Right Conditions Creating the Right Conditions

Ref. Binna Kandola

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The World of Words…The World of Words…

ColouredColoured

Wheelchair bound

Wheelchair bound

QueerQueer

The DisabledThe Disabled

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Sensitive Language Principles…Sensitive Language Principles…

• Person first; difference second

• Avoid negative language

• Allow self-identification

• Aim to be inclusive by being more specific

• Be wary of ‘in-group’or reclaimed words

• Think of equivalent terms

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Find out more…Find out more…

Project Implicit (Harvard University) – Project Implicit (Harvard University) – www.implicit.harvard.eduwww.implicit.harvard.edu

The Value of Difference – Binna KandolaThe Value of Difference – Binna Kandola

Di@diversity-dynamics.co.uk

www.diversity-dynamics.co.uk