Implicit Bias Training
Transcript of Implicit Bias Training
Lindsay’s Previous Bias Work
• Increase women in STEM through Implicit Bias trainings
• 9% increase overall
• 11.9% increase in STEM
Lindsay’s Previous Bias Work
• Form of cognitive short cuts
• Can be a good thing, streamline decision making
• 11 million bits of info/ second - can only process 40 bits/ second
• Good to rely on some (fire = dangerous)
• Others can be more problematic (voting all one way w/ no research)
• Some we definitely need to question why they’re there, and how they got there
Implicit Association Test Review
Developed as device to explore unconscious roots of thinking & feeling
Interpreting results: Not prescriptive Simply a way to understand pathways our brain creates without us thinking about it Can be changed with conscious effort
What exactly is implicit bias?
Form of cognitive short cuts Can be a good thing, streamline decision making 11 million bits of info/ second - can only process 40 bits/ second
Good to rely on some (fire = dangerous) Others can be more problematic (voting all one way w/ no research) Some we definitely need to question why they’re there, and how they got there
How do we learn bias?
• Socialized from an early age • Through different mediums
• Video on socialization, “Black doll, white doll”
Outcome?
Continues to uphold unequal structures Lulls into sense that “this is the way it is” so we don’t criticize
Fuels our bias & assumptions we make on people's: Character Qualifications for public office Effectiveness in work place
Common Bias in Hiring
Resume/ LinkedIn Class Bias LGBTQ Bias In-group Bias Projection Bias Effective Heuristic
Interview Process Projection Bias Selective Bias Expectation Anchor Effective Heuristic
4 Common Types of Gender & Race Bias
• Performance • Performance Attribution • Competence/ Like-ability Tradeoff • Maternal Bias
Performance Bias in Gender & Race
GENDER • Blind auditions • Identical Resumes • Overestimated for men
with traditionally male fields
RACE • Identical resumes with
black & white sounding names
• Even more pronounced when customer facing roles
Impact of Performance Bias
• Fewer opportunities • Held to stricter standards • Self Fulfilling Prophecies • Women & URM judged based on what they’ve
done, men judged on potential
Impact of Performance Bias
• Fewer opportunities • Held to stricter standards • Self Fulfilling Prophecies • Women & URM judged based on what they’ve
done, men judged on potential
Performance Attribution
• When working together, men get more credit for same work
• Men judge themselves 60% more qualified with same qualifications
• See this with job applications as well • Males attribute success to their own skills,
women attribute it to help they get from others
Impact of Performance Attribution Bias
Impact on women from others • Don’t get the same credit • Interrupted more • Blamed for mistakes more
often
Impact on women from themselves • Imposter syndrome • Lower Self Confidence
Competence/ Like-ability Tradeoff Bias
Impact on women from others • Don’t get the same credit • Interrupted more • Blamed for mistakes more
often
Impact on women from themselves • Imposter syndrome • Lower Self Confidence
Impact of Competence/ Like-ability tradeoff
• Double bind for women, especially in leadership positions
• Can’t be too aggressive or they’re “bitchy” can’t be too soft or they’re “emotional”
• The same attributes that folks deem imperative for male leaders, become negative for women leaders
Combatting the Tradeoff
• Push back on like-ability penalty where possible • Recognize accomplishments • Watch words like: aggressive, pushy, abrasive, bossy,
demanding, style
Maternal Bias
• Identical resumes, except for PTA buried in volunteer work
• 79% less likely to be hired • 70% less likely to be promoted
Combating Maternal Bias
• Manage family leave, encourage men to take it • Encourage flex time • Encourage a family friendly work environment
Research Based Suggestions | Hiring
• Structured Decision Making • Set clear criteria related to job performance before
hiring • Set objective standards in advance for evaluating
performance & assigning projects • Make these transparent • Stop & think before making “people-decisions” when
in stressful situations • Encourage accountability to explain decisions for
hiring, evaluations, peer reviews and any other decisions about people
Research Based Suggestions | In The office
• Set ground rules for meetings to ensure all voices heard
• Develop practice to cease interrupters so everyone gets their input
• Rotate responsibilities for “second shift” and office tasks
• If you see something, say something
What You Can Do
• Take note of your 1st impressions of people - are they based on stereotypes or unconscious bias?
• Point it out • Empower others to call out unconscious bias by
calling it out yourself • Actively solicit input from folks, if you get feedback,
say “thanks” • If you get it wrong, apologize
2 Strategy Solution to Override Bias
• Change implicit associations • Educate self • Diversify media
• Consciously override biases
• Both will lead to more effective judgement
2 Strategy Solution to Override Bias
• Change implicit associations • Educate self • Diversify media
• Consciously override biases
• Both will lead to more effective judgement
Resources
• Project Implicit
• Beginners guide
• Documentaries [13th, Missrepresentation, Lives Worth Living]
• Art - #blackatwork exhibit
• Be politically engaged